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interview-prep

skill · 37 lines · Apache-2.0 · human-resources/skills/interview-prep/SKILL.md

The facts

Its description

Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.

The description the agent reads to decide when to use it.

From its settingsline 3

When it starts

The agent picks this skill when someone is getting ready to interview job candidates and wants a structured plan — competency-based questions, a scoring rubric, and a debrief format. The description keys on phrases like "interview plan for", "interview questions for", "how should we interview", or "scorecard for".

Things a person might say (the model's guesses)

  • “Can you build an interview plan for a senior backend engineer?”
  • “What interview questions should we ask a customer success manager?”
  • “We're hiring a product designer next week — how should we interview them?”

A model's summary of when it is used.

A model's reading

Licence

Apache-2.0, from LICENSE

The terms its author shares it under, which let it be shown here.

From the repositorylicence text

The text

Open on GitHub
1---
2name: interview-prep
3description: Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.
4---
5
6# Interview Prep
7
8Create structured interview plans to evaluate candidates consistently and fairly.
9

Interview Prep

Create structured interview plans to evaluate candidates consistently and fairly.

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10## Interview Design Principles
121. **Structured**: Same questions for all candidates in the role
132. **Competency-based**: Map questions to specific skills and behaviors
143. **Evidence-based**: Use behavioral and situational questions
154. **Diverse panel**: Multiple perspectives reduce bias
165. **Scored**: Use rubrics, not gut feelings

Interview Design Principles

  1. Structured: Same questions for all candidates in the role
  2. Competency-based: Map questions to specific skills and behaviors
  3. Evidence-based: Use behavioral and situational questions
  4. Diverse panel: Multiple perspectives reduce bias
  5. Scored: Use rubrics, not gut feelings
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18## Interview Plan Components

Interview Plan Components

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20### Role Competencies
21Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).

Role Competencies

Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).

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23### Question Bank
24For each competency, provide:
25- 2-3 behavioral questions ("Tell me about a time...")
26- 1-2 situational questions ("How would you handle...")
27- Follow-up probes

Question Bank

For each competency, provide:

  • 2-3 behavioral questions ("Tell me about a time...")
  • 1-2 situational questions ("How would you handle...")
  • Follow-up probes
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29### Scorecard
30Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.

Scorecard

Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.

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32### Debrief Template
33Structured format for interviewers to share findings and make a decision.

Debrief Template

Structured format for interviewers to share findings and make a decision.

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35## Output
37Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.

Output

Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.

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From anthropics/knowledge-work-plugins at 2574e29, 2026-10-27. Skills read by DeepSeek V4.1 Flash on 2026-11-04. Summary and techniques by Claude Opus 5.5 on 2026-11-06.