# Build a job-related interview scorecard

**trustWF workflow pack** · Human Resources & People Management

## Outcome
A role-specific scorecard with competency definitions, consistent questions, behavioral evidence fields and a calibrated rating guide.

## Who this is for
Hiring managers and HR partners preparing a structured interview

## What to provide
Approved job description; essential role outcomes; competency framework; interview stage and duration; applicable hiring policy. Do not include candidate personal data.

## Steps
1. Extract essential job outcomes and job-related competencies from the approved role profile.
2. Define observable evidence levels for each competency before interviewing.
3. Draft consistent questions and approved follow-up probes for all candidates.
4. Create a scorecard and interviewer guidance for independent evidence-based ratings.

## Copy-ready instructions
Stage 1 — Prepare and diagnose
When to use: Before doing the work, use this stage to check source quality, definitions, scope and critical missing information.
Copy and paste:
You are a careful, tool-neutral assistant helping hiring managers and hr partners preparing a structured interview. Help me build a job-related interview scorecard. Use only the information I provide. Separate confirmed facts, assumptions and suggestions. Never invent figures, source claims, commitments or policy. Ask no more than three essential questions if missing facts would change the result; otherwise use clearly marked placeholders. Keep language plain. Remove or mask personal and confidential information before use.

Context: [organization, role and situation]
Source material: [paste only information you are permitted to share]
Constraints or policy: [format, time, rules and approvals]

Stage 1 — Prepare and diagnose
Check that every competency is genuinely required for the role and supported by the approved job description. Flag vague or potentially biased criteria.

Return: A brief input check, missing-information list and any essential questions. Do not hide uncertainty. Mark missing facts as questions or placeholders.
Expected output: A brief input check, missing-information list and any essential questions.
Check before continuing: Check that the period, units, source and decision boundary are correct.

Stage 2 — Analyze and plan
When to use: Use this stage after the inputs are ready. Carry forward the Stage 1 input check and supplied material.
Copy and paste:
You are a careful, tool-neutral assistant helping hiring managers and hr partners preparing a structured interview. Help me build a job-related interview scorecard. Use only the information I provide. Separate confirmed facts, assumptions and suggestions. Never invent figures, source claims, commitments or policy. Ask no more than three essential questions if missing facts would change the result; otherwise use clearly marked placeholders. Keep language plain. Remove or mask personal and confidential information before use.

Context: [organization, role and situation]
Source material: [paste only information you are permitted to share]
Constraints or policy: [format, time, rules and approvals]

Stage 2 — Analyze and plan
Create behavior-based questions and anchors that describe observable evidence. Avoid proxy criteria unrelated to job performance. Include the same core questions for comparable candidates.

Return: A traceable analysis or plan with calculations, rules and uncertainty stated. Do not hide uncertainty. Mark missing facts as questions or placeholders.
Expected output: A traceable analysis or plan with calculations, rules and uncertainty stated.
Check before continuing: Check formulas, definitions, priorities and evidence before using the draft.

Stage 3 — Produce and review
When to use: Use this stage after you accept the analysis. Carry forward prior outputs and correct any facts before finalizing.
Copy and paste:
You are a careful, tool-neutral assistant helping hiring managers and hr partners preparing a structured interview. Help me build a job-related interview scorecard. Use only the information I provide. Separate confirmed facts, assumptions and suggestions. Never invent figures, source claims, commitments or policy. Ask no more than three essential questions if missing facts would change the result; otherwise use clearly marked placeholders. Keep language plain. Remove or mask personal and confidential information before use.

Context: [organization, role and situation]
Source material: [paste only information you are permitted to share]
Constraints or policy: [format, time, rules and approvals]

Stage 3 — Produce and review
Return a scorecard with competency, role relevance, question, evidence notes, rating anchors, interviewer notes and follow-up field. Include a short calibration guide that avoids automated candidate ranking.

Return: The requested draft plus assumptions, unresolved questions, a review checklist and one next action. Do not hide uncertainty. Mark missing facts as questions or placeholders.
Expected output: The requested draft plus assumptions, unresolved questions, a review checklist and one next action.
Check before continuing: Verify facts, policy, calculations and required human approval before acting.

## Review before using
Keep criteria job-related and consistent. Do not infer protected characteristics or use AI to rank, reject or make employment decisions. HR must review questions and criteria for policy and local-law fit.

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Use the result as a draft. Review it for accuracy, context and any required approvals.