UitbreidenOS When to activate
- Creating interview scorecards for new roles
- Standardizing evaluation criteria across interviewers
- Building behavioral and situational question banks
- Calibrating interviewer ratings for consistency
- Reducing bias in interview assessments
When NOT to use
- For technical coding assessments (use role-specific tools)
- For take-home assignment design
- For salary negotiation guidance
Instructions
- Define competencies. Extract 4-6 key competencies from the job description (e.g., system design, communication, leadership).
- Weight competencies. Assign relative importance (1-3x) based on role level and team needs.
- Write behavioral questions. 2 questions per competency using STAR format (Situation, Task, Action, Result).
- Create rating anchors. 1-5 scale with clear behavioral descriptions: 1=no evidence, 3=meets expectations, 5=exceptional.
- Add probing follow-ups. 2-3 follow-up prompts per question to dig deeper if initial answer is thin.
- Build calibration guide. Example responses at each rating level so interviewers align on scoring.
- Generate scorecard template. Formatted for print/digital with competency, question, rating, and notes columns.
Example
Competency: System Design (Weight: 3x)
Q1: "Tell me about a system you designed that had to scale to 1M+ users."
1: Cannot describe a system they've built
3: Describes components, acknowledges tradeoffs
5: Details architecture, load balancing, caching, failure modes, and measured outcomes
Follow-ups:
- "What would you change if you built it again?"
- "How did you handle data consistency?"