Structured Interview Scorecard
Builds a role scorecard with behavioural questions and defined rating anchors, so interviewers judge the same things by the same standard.
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Running it, start to finish
- Describe the real daily work and what has gone wrong before.
- Have interviewers score independently before any discussion.
- Get the whole process reviewed against local employment law.
What you get back
The output this produces, every time.
- Derives competencies from the actual work rather than a generic list, and excludes what cannot be assessed.
- Defines rating anchors, without which scores from different interviewers cannot be combined.
- Maps the process back to how your past hires went wrong and names which stage now catches each.
Getting better results
Where this usually goes wrong, and how to avoid it.
- Be specific about past problems. Section 8 is what makes this process yours rather than a template. 'They could not prioritise' produces a real stage; 'bad fit' does not.
- Enforce independent scoring. Interviewers must submit before conferring. Without that, structure produces the appearance of rigour and the same outcome as an unstructured panel.
- Pay for substantial work samples. Anything beyond about an hour is work. Paying it also widens the pool to candidates who cannot donate an evening.
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Written for The AI University. Every prompt in this library is original work — authored, tested and revised here, not collected from elsewhere. 365 of them, free with an account.