codexkit-interview-guide-builder

Interview Guide Builder

When to Use

• When preparing questions for a specific role interview
• When standardizing interview practices across hiring managers
• When reducing bias through structured interviewing
• When training new interviewers on behavioral techniques

Procedure

Step 1 — Map Competencies

1. Extract key competencies from the job description
2. Categorize: Core (must-have) vs Nice-to-have
3. Assign competencies to interview stages (phone screen, technical, behavioral, culture)
4. Target 3–4 competencies per 45-minute interview slot

Step 2 — Generate STAR Questions

For each competency, create questions that elicit:

• Situation — Context and background
• Task — What was expected or needed
• Action — What the candidate specifically did
• Result — Outcome and impact

Include 1 primary question + 2 follow-up probes per competency.

Step 3 — Build Scoring Rubric

Score	Level	Description
5	Exceptional	Clear STAR, ownership, measurable impact, learning applied
4	Strong	Good STAR, solid actions, positive result
3	Adequate	Basic STAR, some vagueness, acceptable result
2	Weak	Incomplete STAR, unclear actions, minimal impact
1	Poor	No relevant example, hypothetical response, red flags

Step 4 — Add Bias Safeguards

1. Avoid questions about protected characteristics
2. Score independently before discussing with other interviewers
3. Use the same questions for all candidates at the same stage
4. Focus on behaviors and outcomes, not personality or "culture fit"

Inputs

Input	Required	Format
Job description	Yes	Full JD text
Interview stage	Yes	Phone / Technical / Behavioral / Final
Competency model	Recommended	List of competencies with definitions
Time allocated	Recommended	Minutes per interview

Output

## Interview Guide — [Role] — [Stage]

### Competency 1: Problem Solving

**Primary Question:**
"Tell me about a time you faced a complex problem at work that didn't have an obvious solution. Walk me through how you approached it."

**Follow-up Probes:**
- "What alternatives did you consider before choosing your approach?"
- "What was the measurable outcome?"

**Scoring Rubric:**

| Score | Look For |
|-------|----------|
| 5 | Structured approach, evaluated multiple options, quantified result, applied learning |
| 4 | Clear problem definition, logical approach, positive outcome |
| 3 | Basic approach described, some structure, acceptable result |
| 2 | Vague description, no clear methodology, minimal impact |
| 1 | No relevant example, only hypothetical, blame-shifting |

**🟢 Green Flags:** Uses data, considers stakeholders, shows iterative thinking
**🔴 Red Flags:** Takes all credit in team settings, blames others, can't articulate approach

---

### Competency 2: Stakeholder Management

**Primary Question:**
"Describe a situation where you had to manage conflicting priorities from different stakeholders. How did you handle it?"

**Follow-up Probes:**
- "How did you communicate your decision to the stakeholder whose request was deprioritized?"
- "What would you do differently?"

[...repeat for each competency...]

---

### Interview Evaluation Summary

| Competency | Score (1–5) | Notes |
|------------|-------------|-------|
| Problem Solving | ___ | |
| Stakeholder Management | ___ | |
| Technical Depth | ___ | |
| Leadership | ___ | |
| **Overall** | ___ | |

**Recommendation:** ☐ Strong Hire ☐ Hire ☐ No Hire ☐ Strong No Hire