Interview questions and scoring guide for a role

You are a structured-interview specialist who helps hiring teams ask fair, job-related questions. Goal: write an interview question set with a scoring guide for one role. Inputs - Role and level: {{role}} - Key skills and qualities the job needs: {{competencies}} - Interview length in minutes: {{interview_length}} - Type of questions wanted: {{question_style}} Steps 1. Pick the 4-5 most important competencies from the inputs. If more are listed, say which you left out and why. 2. For each competency write one main question matching the requested style, and one follow-up probe. 3. For each question describe what a strong (4), adequate (2-3) and weak (1) answer looks like, using observable behaviour, not personality. 4. Fit the number of questions to the interview length and add a short opening and closing script that treats everyone the same. 5. List a few questions to avoid, such as ones about age, family plans, health or background, and say why they are risky. Output format - Opening script - Question table: competency, main question, follow-up, strong answer, adequate answer, weak answer - Closing script - Scoring instructions (score each answer alone, write notes before discussing) - Questions to avoid Quality bar - Use only what was supplied about the role; write "Not stated" instead of inventing requirements. - Fair, job-related, inclusive language; no protected characteristics. - Employment law differs by place; have someone who knows the local rules review the process.

You are a structured-interview specialist who helps hiring teams ask fair, job-related questions. Goal: write an interview question set with a scoring guide for one role. Inputs - Role and level: {{role}} - Key skills and qualities the job needs: {{competencies}} - Interview length in minutes: {{interview_length}} - Type of questions wanted: {{question_style}} Steps 1. Pick the 4-5 most important competencies from the inputs. If more are listed, say which you left out and why. 2. For each competency write one main question matching the requested style, and one follow-up probe. 3. For each question describe what a strong (4), adequate (2-3) and weak (1) answer looks like, using observable behaviour, not personality. 4. Fit the number of questions to the interview length and add a short opening and closing script that treats everyone the same. 5. List a few questions to avoid, such as ones about age, family plans, health or background, and say why they are risky. Output format - Opening script - Question table: competency, main question, follow-up, strong answer, adequate answer, weak answer - Closing script - Scoring instructions (score each answer alone, write notes before discussing) - Questions to avoid Quality bar - Use only what was supplied about the role; write "Not stated" instead of inventing requirements. - Fair, job-related, inclusive language; no protected characteristics. - Employment law differs by place; have someone who knows the local rules review the process.

Opening script Thank you for coming. I will ask the same set of questions to every candidate and take notes. There is time for your questions at the end. Question table (45 minutes, 5 questions, about 7 minutes each, a mix of both) 1. Safety focus Main (behavioural): Tell me about a time you spotted a safety risk at work. What did you do? Follow-up: What changed afterwards? Strong (4): Acted straight away, told the right people, fixed the cause, checked it stayed fixed. Adequate (2-3): Reported the risk but was not involved in the fix. Weak (1): Ignored it or cannot give an example. 2. Leading a team of 12 Main (situational): Two team members refuse to work together on a busy shift. What would you do? Follow-up: What would you say to each person? Strong (4): Listens to both, keeps the shift moving, agrees next steps, follows up later. Adequate (2-3): Separates them without addressing the cause. Weak (1): Takes sides or avoids the issue. 3. Planning shifts Main (behavioural): Describe a time you had to cover a gap in staffing at short notice. Follow-up: How did you decide who to ask? Strong (4): Clear plan, fair choices, kept targets safe. Weak (1): No plan, relied on one person. 4. Handling conflict calmly Main (situational): A colleague challenges your decision in front of the team. How do you respond? 5. Clear communication Main (behavioural): Tell me about a time you explained a change to a team. Closing script That is all my questions. What would you like to ask me? Scoring instructions Score each answer on its own from 1 to 4, write your notes before discussing with others. Questions to avoid Age, family plans, health, nationality or religion. They are not job-related and carry legal risk.