interview-prep

Define 4-6 key competencies for the role, then build a question bank with behavioral and situational questions mapped to each competency. Add a 1-4 scoring rubric and a debrief template so all interviewers evaluate candidates consistently.

Competency-based questions map to specific skills or behaviors required for the role, such as communication or problem-solving. They include behavioral questions about past experience and situational questions about hypothetical scenarios, with follow-up probes.

Use a shared scorecard that rates each competency on a fixed 1-4 scale with written descriptions of what each level looks like. Combine scores in a structured debrief where interviewers share evidence before making a decision.

Yes, the framework is role-agnostic. You define the competencies relevant to any position, such as leadership, communication, or domain skills, and the question bank and rubric are built around those competencies.

Structured plans reduce flexibility to explore unexpected candidate strengths outside the defined competencies. They also require upfront alignment on competencies and rubric levels, and interviewers must be trained to apply the scorecard consistently.