revfactory Interview Scorecard — structure interview design
interview-designer agent interview process design competency .
structure interview principle
structure vs structure
| item | structure | structure |
|---|---|---|
| question | interviewer specialist | companybefore design |
| assessment | /person | scorecard |
| example also | 0.2~0.4 | 0.5~0.7 |
| legal risk | High | Low |
| interviewer | High | minimization |
interview typeby purpose
| type | purpose | time | competency assessment |
|---|---|---|---|
| action interview (BEI) | action based competency | 45~60minute | skill |
| technical interview | technicalquality competency | 60~90minute | skill |
| interview | problem capability | 45~60minute | analysis/ |
| document interview | qualitynature | 30~45minute | value/ also |
| presentation | communication | 30~45minute | presentation/persuasion |
BEI (Behavioral Event Interview) question design
STAR question official
S (Situation): situation question → specific context
T (Task): task → person role
A (Action): action → specificas
R (Result): result → quality performance,
question pattern:
"[competency] needed specificperson basis weektax.
when situation , role,
specificas action , result ?"
competencyby question (examplewhen)
| competency | question | afterwithin question |
|---|---|---|
| problem | " technicalquality problem Korean ?" | "versusplan ?", " method optional?" |
| "teamKRW and ?" | " ?", "result?" | |
| leadership | "team goal natureKorean ?" | " ?", "teamKRW ?" |
| learning | " technical ?" | " learning?", " ?" |
assessment scorecard design
4point also (recommendation)
| score | etc.grade | standard |
|---|---|---|
| 4 | month (Strong Hire) | expected exceeding, i.e.when |
| 3 | quality (Hire) | expected , planquality perform |
| 2 | insufficient (Lean No) | departmentminute , risk re- |
| 1 | un- (No Hire) | standard un- |
scorecard template
# interview evaluation form
- candidate: _________ | job: _________
- interviewer: _________ | daywhen: _________
## competencyby assessment
| competency | question | answer summary | score(1~4) |
|------|------|----------|-----------|
| [competency 1] | [question] | [core content] | |
| [competency 2] | [question] | [core content] | |
| [competency 3] | [question] | [core content] | |
## comprehensive assessment
- totalpoint: __ / __ (pyeongbalanced: __.__)
- comprehensive : □ Strong Hire □ Hire □ Lean No □ No Hire
- strength:
- matters:
- matters:
frompeople: _________ daywhen: _________
interviewer degree
key and response
| description | response | |
|---|---|---|
| after and | person | competencyby assessment |
| companynature | and Korean company | Korean interviewer |
| judgment confirm only | STAR question | |
| nature | degree afterreport basis00M | i.e.when score basisrecord |
| versus/ | score | examplewhen provide |
interviewer guideperson
DO:
- all afterreportto day question
- answer during (after score)
- STAR afterwithin questionas identify
- (10 versusbasis)
DON'T:
- also question ("annual X when?")
- itemspersonquality question (, , value)
- interview during pass/fail grade
- afterreport and comparison grade
hiring pipeline beforeexchange value
| stage | beforeexchange | calculation |
|---|---|---|
| degreeKRW → from and | 20~30% | 100people → 25people |
| from → 1gap interview | 40~60% | 25people → 12people |
| 1gap → 2gap interview | 40~60% | 12people → 6people |
| 2gap → final interview | 50~70% | 6people → 3people |
| final → offer | 60~80% | 3people → 2people |
| offer → number | 70~90% | 2people → 1.5people |
quality checklist
| item | standard |
|---|---|
| structure | question companybefore design, day applied |
| STAR | all BEI question STAR structure |
| scorecard | 4point , examplewhen |
| degree | interviewer guide deployment |
| afterwithin question | competency 2~3items preparation |
| basisrecord | i.e.when basisrecord, 24time within |