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conducting-interviews

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Conducting Interviews (Structured, Behavioral)

结构化行为面试开展指南

Scope

适用范围

Covers
  • Preparing and running structured interviews (screen + loop) with consistent criteria
  • Behavioral interviewing mapped to competencies/values
  • Getting to “substance over polish” (avoiding “confident but shallow” signal)
  • Capturing evidence, scoring consistently, and writing a debrief-ready summary
When to use
  • “Help me conduct interviews for a <role>.”
  • “Create an interview script / interview question set / scorecard for <role>.”
  • “Design an interview loop and structured rubric for <role>.”
  • “Improve interviewer consistency and reduce bias.”
When NOT to use
  • You need to define the role outcomes or write the job description (use 
    writing-job-descriptions
    first)
  • You need legal/HR compliance guidance or to adjudicate complex employment risk (this skill is not legal advice)
  • You need compensation/offer strategy or negotiation coaching
涵盖内容
  • 准备并开展具备统一评估标准的结构化面试（筛选面+轮次面）
  • 基于能力/价值观设计的行为化面试
  • 聚焦“实质而非表面”（避免“自信但空泛”的错误信号）
  • 收集面试证据、统一评分标准并撰写可直接用于复盘的总结
适用场景
  • “帮我为<岗位>设计面试流程。”
  • “为<岗位>生成面试脚本/面试问题集/评分卡。”
  • “为<岗位>设计面试轮次及结构化评估准则。”
  • “提升面试官评分一致性，减少偏见。”
不适用场景
  • 需要定义岗位产出或撰写职位描述（请先使用
    writing-job-descriptions
    技能）
  • 需要法律/HR合规指导或处理复杂雇佣风险问题（本技能不提供法律咨询）
  • 需要薪酬/offer策略或谈判辅导

Inputs

输入要求

Minimum required
  • Role + level + function (e.g., “Senior PM”, “Engineering Manager”)
  • Interview stage(s) to design/run (screen, hiring manager, panel, etc.) + duration(s)
  • Evaluation criteria: 4–8 competencies/values to measure (or your existing rubric)
  • Company/team context candidates should know (mission, what’s hard, why now)
  • Candidate materials (resume/portfolio) + any areas to probe
Missing-info strategy
  • Ask up to 5 questions from references/INTAKE.md.
  • If criteria aren’t provided, propose a default criteria set and clearly label it as an assumption.
最低必填信息
  • 岗位+职级+职能（例如：“高级产品经理”、“工程经理”）
  • 要设计/开展的面试环节（筛选面、招聘经理面、panel面等）+ 时长
  • 评估标准：4–8项需衡量的能力/价值观（或您已有的评估准则）
  • 候选人需了解的公司/团队背景（使命、当前挑战、招聘契机）
  • 候选人材料（简历/作品集）+ 需要深入挖掘的方向
缺失信息处理策略
  • 从[references/INTAKE.md]中最多提出5个问题补充信息。
  • 若未提供评估标准，将提出一套默认标准并明确标注为假设内容。

Outputs (deliverables)

输出成果（交付物）

Produce an Interview Execution Pack in Markdown (in-chat; or as files if requested):
  1. Interview plan (stage purpose, criteria, agenda, timeboxes)
  2. Question map (questions → competency/value → what good looks like → follow-up probes)
  3. Interviewer script (opening, transitions, probes, close)
  4. Notes + scorecard (rating anchors + evidence capture)
  5. Debrief summary template (evidence-based strengths/concerns + hire/no-hire signal + follow-ups)
  6. Risks / Open questions / Next steps (always included)
Templates: references/TEMPLATES.md
Expanded guidance: references/WORKFLOW.md
生成Markdown格式的面试执行包（可直接在对话中展示；若有需求也可生成文件）：
  1. 面试计划（环节目标、评估标准、议程、时间分配）
  2. 问题映射表（问题→对应能力/价值观→优秀表现参考→跟进追问问题）
  3. 面试官脚本（开场、过渡、追问、收尾话术）
  4. 记录+评分卡（评分锚点+证据收集栏）
  5. 复盘总结模板（基于证据的优势/顾虑→录用/不录用建议→后续跟进事项）
  6. 风险/待解决问题/下一步行动（必含内容）
模板参考：[references/TEMPLATES.md]
扩展指南：[references/WORKFLOW.md]

Workflow (7 steps)

执行流程（7步）

1) Intake + define the stage

1) 信息收集+明确面试环节

  • Inputs: user request; references/INTAKE.md.
  • Actions: Confirm role, stage(s), duration, and who else interviews. Identify must-measure criteria and any “must not” red flags.
  • Outputs: Interview brief + assumptions/unknowns list.
  • Checks: You can state the stage goal in one sentence (e.g., “screen for X; sell Y; decide Z”).
  • 输入：用户需求；[references/INTAKE.md]
  • 行动：确认岗位、面试环节、时长及其他参与面试人员。确定必须评估的标准及绝对不能出现的“红线”问题。
  • 输出：面试 brief+假设/未知事项清单
  • 检查项：可一句话概括该环节目标（例如：“筛选X能力；传递Y公司价值；决定Z结果”）

2) Lock evaluation criteria (don’t improvise later)

2) 锁定评估标准（后续不得临时修改）

  • Inputs: competencies/values; role context.
  • Actions: Choose 4–8 criteria; define 1–2 “strong” and “weak” anchors per criterion. Ensure each criterion is observable via evidence.
  • Outputs: Criteria table with anchors.
  • Checks: Every criterion has a definition + evidence hints; no criterion is “vibe”.
  • 输入：能力/价值观；岗位背景
  • 行动：选择4–8项评估标准；为每项标准定义1–2个“优秀”和“薄弱”锚点。确保每项标准均可通过具体证据观测。
  • 输出：带锚点的评估标准表
  • 检查项：每项标准均有定义+证据提示；无“凭感觉”的标准

3) Build the question map (behavioral first)

3) 构建问题映射表（优先行为化问题）

  • Inputs: criteria table.
  • Actions: Write 1–2 primary questions per criterion (behavioral: “tell me about a time…”). Add probes that force specifics (role, constraints, trade-offs, results, what you’d do differently). Add two global questions: “How did you prepare?” and “Why here?”
  • Outputs: Question map table.
  • Checks: Each question maps to exactly one primary criterion; no double-barreled questions.
  • 输入：评估标准表
  • 行动：为每项标准撰写1–2个核心行为化问题（例如：“请描述一次你…的经历”）。添加可挖掘具体细节的追问问题（角色、约束条件、权衡决策、结果、复盘改进点）。补充两个通用问题：“你是如何准备本次面试的？”和“为什么选择我们公司？”
  • 输出：问题映射表
  • 检查项：每个问题仅对应一项核心评估标准；无双重指向的问题

4) Write the interviewer script (runbook)

4) 撰写面试官脚本（执行手册）

  • Inputs: question map; timeboxes.
  • Actions: Assemble an interview flow: opening (set context + structure), question sequence, note-taking reminders, and a consistent close: “Is there anything else you want to make sure we covered?”
  • Outputs: Interviewer script with timestamps.
  • Checks: Script fits in time; includes “sell” moments appropriate to stage; includes candidate questions time.
  • 输入：问题映射表；时间分配
  • 行动：构建完整面试流程：开场（介绍背景+面试结构）、问题顺序、记录提醒、标准化收尾话术：“还有什么内容是你希望我们了解的吗？”
  • 输出：带时间戳的面试官脚本
  • 检查项：脚本时长符合要求；包含与面试环节匹配的“雇主品牌传递”环节；预留候选人提问时间

5) Prepare for “substance over polish”

5) 准备“聚焦实质而非表面”的应对方案

  • Inputs: question map; candidate materials.
  • Actions: Add “substance checks” for polished communicators (ask for concrete examples, counterfactuals, and specific decisions). Add “structure help” for less polished candidates (rephrase, clarify what’s being asked) without leading.
  • Outputs: Substance-vs-delivery guardrails embedded in the script.
  • Checks: The plan reduces false positives from confident delivery and false negatives from imperfect structure.
  • 输入：问题映射表；候选人材料
  • 行动：为表达流畅但内容空泛的候选人添加“实质验证”环节（要求提供具体案例、反事实假设、具体决策细节）。为表达不够流畅的候选人提供“结构化引导”（重新表述问题、明确提问方向），但不得给出提示性答案。
  • 输出：嵌入脚本的“实质vs表现”指导准则
  • 检查项：该方案可减少因表达自信导致的误录和因表达不足导致的误拒

6) Score using evidence (immediately after)

6) 基于证据评分（面试后立即完成）

  • Inputs: notes; scorecard template.
  • Actions: Fill the scorecard with evidence snippets before discussing with others. Rate each criterion with anchors. Write a 5–8 sentence evidence-based summary and list follow-up questions.
  • Outputs: Completed notes + scorecard + summary.
  • Checks: Every rating has supporting evidence; the overall recommendation is consistent with criterion ratings.
  • 输入：面试记录；评分卡模板
  • 行动：在与他人讨论前，将证据片段填入评分卡。根据锚点为每项标准评分。撰写5–8句基于证据的总结并列出后续跟进问题。
  • 输出：完整的面试记录+评分卡+总结
  • 检查项：每项评分均有证据支持；整体录用建议与各项标准评分一致

7) Debrief + quality gate + finalize pack

7) 复盘+质量审核+最终定稿

  • Inputs: completed scorecard; debrief template.
  • Actions: Produce the debrief-ready packet; run references/CHECKLISTS.md and score with references/RUBRIC.md. Include Risks/Open questions/Next steps.
  • Outputs: Final Interview Execution Pack.
  • Checks: Clear recommendation + uncertainty; fair process; next steps defined (additional interview, reference check, work sample, etc.).
  • 输入：完成的评分卡；复盘模板
  • 行动：生成可用于复盘的完整包；使用[references/CHECKLISTS.md]检查并通过[references/RUBRIC.md]进行质量评分。包含风险/待解决问题/下一步行动。
  • 输出：最终版面试执行包
  • 检查项：录用建议清晰+标注不确定性；流程公平；明确下一步行动（补充面试、背景调查、工作样本测试等）

Quality gate (required)

质量审核（必填）

  • Use references/CHECKLISTS.md and references/RUBRIC.md.
  • Always include: Risks, Open questions, Next steps.
  • 使用[references/CHECKLISTS.md]和[references/RUBRIC.md]进行审核。
  • 必须包含：风险、待解决问题、下一步行动

Examples

示例

Example 1 (Screen): “Create a 30-minute phone screen for a Senior Product Manager. I want to evaluate product sense, execution, and collaboration. Output the Interview Execution Pack with a question map and scorecard.”
Expected: timeboxed script, behavioral questions, clear anchors, and a scorecard that captures evidence.
Example 2 (Loop): “Design a structured interview loop for a Staff Engineer, including a hiring manager interview and a cross-functional panel. Map questions to our values and include a debrief template.”
Expected: stage goals, consistent criteria across interviewers, and artifacts that make debriefs evidence-based.
Boundary example: “Just tell me if this candidate is good; I don’t have criteria or notes.”
Response: require criteria + evidence; propose default criteria and ask the user to paste notes or run a structured interview first.
示例1（筛选面）：“为高级产品经理设计30分钟电话筛选面。我需要评估产品思维、执行能力和协作能力。输出包含问题映射表和评分卡的面试执行包。”
预期成果：带时间分配的脚本、行为化问题、清晰的评分锚点、可收集证据的评分卡
示例2（轮次面）：“为资深工程师设计结构化面试轮次，包含招聘经理面和跨职能panel面。将问题与我们的价值观关联，并提供复盘模板。”
预期成果：各环节目标、面试官统一评估标准、可基于证据开展复盘的相关文档
边界示例：“直接告诉我这个候选人好不好；我没有评估标准或面试记录。”
回应：要求提供评估标准+证据；提出默认评估标准并请用户提供面试记录或先开展结构化面试