interview-prep
npx machina-cli add skill anthropics/knowledge-work-plugins/interview-prep --openclawInterview Prep
Create structured interview plans to evaluate candidates consistently and fairly.
Interview Design Principles
- Structured: Same questions for all candidates in the role
- Competency-based: Map questions to specific skills and behaviors
- Evidence-based: Use behavioral and situational questions
- Diverse panel: Multiple perspectives reduce bias
- Scored: Use rubrics, not gut feelings
Interview Plan Components
Role Competencies
Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).
Question Bank
For each competency, provide:
- 2-3 behavioral questions ("Tell me about a time...")
- 1-2 situational questions ("How would you handle...")
- Follow-up probes
Scorecard
Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.
Debrief Template
Structured format for interviewers to share findings and make a decision.
Output
Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.
Source
git clone https://github.com/anthropics/knowledge-work-plugins/blob/main/human-resources/skills/interview-prep/SKILL.mdView on GitHub Overview
Interview Prep delivers a complete, panel-ready kit to evaluate candidates consistently. It defines 4-6 role competencies, builds a question bank with behavioral and situational prompts, and provides a scoring rubric and debrief template to support fair, evidence-based decisions.
How This Skill Works
You define 4-6 core competencies for the role, then assemble a question bank with 2-3 behavioral and 1-2 situational questions per competency plus follow-ups. The kit assigns panel roles, creates a 1-4 scoring rubric with clear level descriptions, and outputs a ready-to-use interview kit including a debrief template.
When to Use It
- When interview panels need consistency across candidates
- For roles defined by clear competencies (technical, leadership, communication, etc.)
- If you want evidence-based questions and structured follow-ups
- When preparing for a diverse interview panel to reduce bias
- When you need a debrief template and scoring rubric to support decisions
Quick Start
- Step 1: Define 4-6 role competencies
- Step 2: Build a question bank with 2-3 behavioral and 1-2 situational questions per competency plus follow-ups
- Step 3: Create a 1-4 scoring rubric and a debrief template, then assign panel roles
Best Practices
- Define 4-6 key competencies for the role to anchor questions
- For each competency, include 2-3 behavioral questions and 1-2 situational questions
- Add follow-up probes to elicit concrete evidence of behavior and impact
- Use a 1-4 scoring rubric with explicit level descriptions
- Assemble a diverse interview panel and document panel assignments
Example Use Cases
- Software Engineer: competencies in coding proficiency, system design, debugging approach, collaboration
- Sales Lead: competencies in prospecting, negotiation, relationship building, resilience
- Product Manager: competencies in prioritization, user research, stakeholder management, decision making
- HR Partner: competencies in conflict resolution, policy interpretation, data-driven decisions, empathy
- Operations Analyst: competencies in process improvement, data analysis, cross-functional communication
