Prepare an interview brief from a job-relevant rubric

An interview brief should help a person gather job-relevant evidence. This workflow prepares questions; it does not rank candidates or make hiring decisions.

Prepare the input

Supply the role's actual responsibilities, required skills, interview stage, and approved rubric. Use anonymized or shareable candidate material only if it is necessary. Exclude unrelated sensitive personal details.

Run the workflow

Ask for a mapping from responsibility to skill, question, and evidence to listen for. Keep questions consistent for the role while allowing factual clarification. Do not infer personality or suitability from sparse biographical details.

Prompt to copy

Role requirements: [requirements]. Rubric: [rubric].
Stage and time available: [details].
Prepare a brief mapping each job responsibility to a question
and observable evidence. Include follow-up prompts.
Do not score candidates, infer protected traits, or invent experience.
Flag vague or non-job-related criteria for human review.

Review a worked example

Illustrative responsibility: resolve conflicting service requests. A useful question asks for an example and the tradeoff made. “Would this person fit our culture?” is not an observable criterion. Check that the brief gathers evidence about the work rather than encouraging impressions.

Review questions for assumptions about the candidate. A question should invite evidence, not suggest that the interviewer already knows the answer. Keep role criteria consistent across candidates, with justified factual follow-ups. If the rubric itself is vague, improve it before asking the assistant to generate a polished interview script.

Use it again

Have the hiring owner approve the rubric and questions. Update them based on job relevance, not a desire to imitate past hires. Explore Bot for personal preparation or discuss a controlled recruiting workflow.