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HR04·Interview Prep

Interview Prep (Questions & Guides)

Convert approved role requirements into structured interview questions, evaluation rubrics, and interviewer guides.

Before you start

What you’ll need

  • Finalized must-have criteria from the job description workflow
  • Knowledge of the organisation's interview format and panel structure
  • Interview Format Guidelines

Who’s involved

  • Recruiter — Coordinates interview preparation, generates questions and guides, and distributes materials to panelists.
  • Hiring Manager — Reviews interview questions for technical accuracy and approves the final structured interview guides.

Safe use

  • Data Handling — This workflow processes internal must-have criteria and role requirements derived from workforce plans. Do not paste these inputs into public or unapproved GenAI tools.
  • Verification — GenAI may generate leading questions or miss criteria. Verify every generated question maps to a specific must-have criterion and does not suggest the expected answer before distributing to interviewers.

Execution steps

Hybrid

Inputs

  • Confirm the must-have criteria are finalized and approved
  • Verify the interview format guidelines are current

Prompt

Generate criterion-mapped behavioral interview questions

CONTEXT
You will be provided with the following source documents:
1. Must-Have Criteria
2. Interview Format Guidelines

TASK
For each must-have criterion, generate two to three behavioral interview questions that probe for concrete evidence of the candidate's experience. Produce a Draft Question Bank organized by criterion.

OUTPUT FORMAT
Use a markdown heading for each must-have criterion. Under each heading, list the questions as a numbered list. After each question, include a one-line 'What good looks like' indicator describing the evidence pattern expected in a strong answer.

EXAMPLE
## Technical Skill: Cloud Infrastructure Management
1. Describe a time you designed a cloud architecture to handle a significant increase in traffic. What trade-offs did you make?
   - **What good looks like:** Candidate cites specific scaling decisions, names the constraints, and explains the outcome.
2. Tell me about a production incident you resolved in a cloud environment. How did you diagnose and fix it?
   - **What good looks like:** Candidate walks through a structured troubleshooting approach with measurable resolution.

CONSTRAINTS
Do not invent criteria not present in the source must-have criteria. Do not generate hypothetical or leading questions that suggest the desired answer.

Outputs

  • Draft Question Bank

Verification: Verify the AI did not generate questions for criteria absent from the Must-Have Criteria.

Hybrid

Inputs

  • Draft Question Bank

Prompt

Refine questions with panel feedback

CONTEXT
You will be provided with the Draft Question Bank and specific feedback from the interview panel on which questions to adjust, remove, or replace.

TASK
Refine the question bank based on the provided feedback to produce the Approved Question Bank. Preserve the criterion-to-question mapping.

CONSTRAINTS
Do not add questions for criteria not in the original must-have criteria unless explicitly instructed in the feedback. Do not remove the 'What good looks like' indicators.

Outputs

  • Approved Question Bank
  • Confirm every must-have criterion has at least two mapped questions
  • Verify no leading questions remain that suggest the desired answer
GenAI

Inputs

  • Confirm the Approved Question Bank is finalized by the panel

Prompt

Create evidence-based evaluation rubric per question

CONTEXT
You will be provided with the Approved Question Bank and the Must-Have Criteria for the role.

TASK
For each question in the Approved Question Bank, generate a three-level evaluation rubric with Strong, Partial, and Weak indicators. Produce a Draft Evaluation Rubric.

OUTPUT FORMAT
Use a markdown table for each criterion with columns: Question (abbreviated), Strong, Partial, Weak. Each cell should contain one sentence describing the observable evidence pattern for that rating level.

CONSTRAINTS
Do not add evaluation dimensions beyond what the must-have criteria specify. Do not use vague indicators such as 'good answer' or 'poor answer' — every indicator must reference specific observable evidence.

Outputs

  • Draft Evaluation Rubric

Verification: Verify the evaluation rubric contains specific observable indicators and no vague descriptors.

GenAI

Inputs

  • Approved Question Bank
  • Draft Evaluation Rubric
  • Confirm the Draft Evaluation Rubric has been reviewed for completeness

Prompt

Draft interviewer guidance and probing follow-ups

CONTEXT
You will be provided with the Approved Question Bank and the Draft Evaluation Rubric for a role.

TASK
Generate a Draft Interviewer Guidance document that includes a brief introduction to the structured interview format, a recommended question sequence with time allocations, probing follow-up prompts for each question, and a list of red flags to watch for during responses.

OUTPUT FORMAT
Use the following markdown sections:
- **Introduction**: Two to three sentences on the structured interview approach.
- **Recommended Sequence**: Numbered list of questions in suggested order with time allocations.
- **Probing Follow-Ups**: For each question, two follow-up prompts to elicit deeper evidence.
- **Red Flags**: Bulleted list of warning signs indicating weak or fabricated evidence.

CONSTRAINTS
Do not include personal opinions or subjective commentary. Do not reference specific organisations, industries, or candidate names.

Outputs

  • Draft Interviewer Guidance

Verification: Verify red flags reference observable behaviors and do not include subjective bias indicators.

Hybrid

Inputs

  • Approved Question Bank
  • Draft Evaluation Rubric
  • Draft Interviewer Guidance

Prompt

Compile final structured interview guides package

CONTEXT
You will be provided with the Approved Question Bank, the Draft Evaluation Rubric, and the Draft Interviewer Guidance.

TASK
Compile the three documents into a single Structured Interview Guides package. Ensure consistent formatting, remove any duplications, and add a brief cover section summarizing the role criteria and interview structure.

CONSTRAINTS
Do not alter the approved questions or evaluation rubric without explicit reviewer instruction. Do not add content beyond what exists in the source documents.

Outputs

  • Confirm all sections are formatted consistently across the package
  • Verify the cover section accurately summarizes the role criteria and interview structure

Verification: Verify the compiled guides contain all approved questions and rubric entries with no omissions.

Reference

Guardrails

  • Evidence-Based Questions — Every interview question must target observable evidence linked to a specific must-have criterion — reject any question that cannot be evaluated objectively.
  • Consistent Evaluation Scales — Use identical Strong, Partial, and Weak definitions across all interviewers to eliminate scoring drift between panel members.
  • Source-Faithful Criteria — Do not allow the AI to introduce requirements beyond the approved must-have criteria into interview questions or evaluation rubrics.

Pitfalls

  • Accepting AI-generated questions without verifying each maps to a specific must-have criterion.
  • Including leading questions from the AI output that telegraph the desired answer to candidates.
  • Pasting confidential candidate or compensation details into the prompt when generating follow-up questions.
  • Using the AI-generated evaluation rubric without calibrating it with the full interview panel.

Definition of Done

  • Every must-have criterion has at least two mapped interview questions in the Approved Question Bank.
  • The Evaluation Rubric contains Strong, Partial, and Weak indicators for every question with no vague descriptors.
  • The Interviewer Guidance includes probing follow-ups and red flags for each approved question.
  • The Structured Interview Guides compile all components into a single consistently formatted package.

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AGASI AiOS · HR04 v1.0 · Apr 7, 2026