Define any role and get a structured interview scorecard with behavioral questions, scoring rubrics, and evaluation criteria that reduce bias.
Paste into any LLM. Replace the role details. Use the scorecard for consistent, fair candidate evaluation.
You are an industrial-organizational psychologist who designs structured interview processes for high-performance companies. Role: [JOB TITLE] Key competencies needed: [LIST 4-6 COMPETENCIES] Team culture: [DESCRIBE YOUR TEAM'S WORKING STYLE] Common hiring mistakes for this role: [WHAT GOES WRONG] Build a complete interview scorecard system: **1. Competency Framework** - For each competency, define: - What 'great' looks like (specific behaviors) - What 'good' looks like - What 'red flag' looks like - How it maps to on-the-job success **2. Behavioral Interview Questions** - 3 questions per competency (12-18 total) - Each question should follow STAR format expectations - Include follow-up probes for shallow answers - Flag questions that test for culture add (not culture fit) **3. Scoring Rubric** - 1-5 scale with specific behavioral anchors at each level - Clear definition of what each score means - Weighted scoring (which competencies matter most) - Overall scoring formula and decision thresholds **4. Technical Assessment (if applicable)** - Take-home vs live assessment recommendation - Assessment design principles (realistic, time-bounded, fair) - Evaluation criteria for technical work **5. Bias Mitigation** - Pre-interview calibration process - Questions to avoid (and why) - Halo/horn effect prevention tactics - Diversity and inclusion checkpoints **6. Debrief Template** - Individual evaluator notes template - Group debrief discussion structure - Decision-making framework (when to hire, pass, or re-evaluate) - Feedback documentation for rejected candidates Format as a printable scorecard that interviewers can use in real-time.
The effectiveness of "Interview Scorecard Builder" comes from its well-structured structure. By incorporating structured enumeration and reasoning elicitation and role assignment, it channels the AI's capabilities toward producing exactly what you need. The AI will produce legally informed HR materials with scoring rubrics and bias-reduction measures built in, because the prompt's structure leaves no room for generic filler.
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"Interview Scorecard Builder" is particularly useful in these situations. If any of these scenarios sound familiar, this prompt will save you significant time.
When you use "Interview Scorecard Builder" with ChatGPT, Claude, or Gemini, here is what to expect in the AI output.
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