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interview-prep

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Interview Prep

面试准备

Create structured interview plans to evaluate candidates consistently and fairly.
创建结构化面试计划，以一致、公平地评估候选人。

Interview Design Principles

面试设计原则

  1. Structured: Same questions for all candidates in the role
  2. Competency-based: Map questions to specific skills and behaviors
  3. Evidence-based: Use behavioral and situational questions
  4. Diverse panel: Multiple perspectives reduce bias
  5. Scored: Use rubrics, not gut feelings
  1. 结构化：同一岗位的所有候选人使用相同的问题
  2. 基于胜任力：将问题与特定技能和行为挂钩
  3. 基于证据：采用行为类和情景类问题
  4. 多元化面试小组：多视角评估减少偏见
  5. 量化评分：使用评分标准，而非主观直觉

Interview Plan Components

面试计划组成部分

Role Competencies

岗位胜任力

Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).
定义该岗位的4-6项核心胜任力（例如：技术技能、沟通能力、领导力、问题解决能力）。

Question Bank

问题库

For each competency, provide:
  • 2-3 behavioral questions ("Tell me about a time...")
  • 1-2 situational questions ("How would you handle...")
  • Follow-up probes
针对每项胜任力，提供：
  • 2-3个行为类问题（“请讲述一次你……的经历”）
  • 1-2个情景类问题（“你会如何处理……的情况”）
  • 跟进追问问题

Scorecard

评分卡

Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.
采用统一的1-4分评分量表，明确描述每个分数等级对应的表现。

Debrief Template

复盘模板

Structured format for interviewers to share findings and make a decision.
供面试官分享评估结果并做出决策的结构化格式。

Output

输出成果

Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.
生成完整的面试工具包：面试小组分工（谁负责评估哪些内容）、按胜任力分类的问题库、评分标准以及复盘模板。