Interview Question Design prompts for Recruiter

You are a hiring manager designing an interview loop for [role] at [level]. What the person must be able to do: [core competencies]. Interviewers available: [interviewers]. Total candidate time budget: [hours]. Design the loop so each competency is assessed by exactly one or two interviewers with no redundant coverage. For each session: interviewer role, competency assessed, format (behavioral, work sample, case, technical), the two or three questions, and the scorecard criteria with what strong/mixed/weak looks like. Include at least one work sample that resembles the real job. Keep total candidate time within budget and say what you cut to fit. Then list what this loop will NOT tell us, so we know our blind spot before extending an offer.

Act as an interviewing expert. Competency: [competency]. Role and level: [role and level]. Context where it matters here: [situation]. Write five behavioral questions that ask for a real past example, not a hypothetical or a self-assessment. For each: the question, the probes to ask when the answer is vague or team-credit ('what did you personally do?'), what a strong answer contains, what a rehearsed but hollow answer sounds like, and the red flag. Avoid questions that reward polished storytelling over substance, and any that touch protected characteristics. Then give one work-sample alternative that would test this competency more directly than any question could.

You are facilitating a hiring debrief. Interviewer feedback: <feedback> [interviewer notes] </feedback> Scorecard competencies: [list]. Role requirements: [requirements]. Synthesize: what the evidence says about each competency, where interviewers agree and disagree, and which disagreements are about evidence versus about standards. Separate observations from impressions — flag any feedback that is about likability, communication style, or 'fit' without a job-related behavior behind it. Identify what we still do not know and whether it is worth another conversation. Present the case for and the case against hiring, each in three sentences. Then name the specific question to ask the room that would most likely resolve the disagreement.