interview-prep
anthropics/knowledge-work-plugins
Create structured, competency-based interview plans with scorecards and question banks.
What is interview-prep?
Generates complete interview kits with role competencies, behavioral and situational questions, scoring rubrics, and debrief templates. Use this when designing fair, consistent candidate evaluations across multiple interviewers.
- Define 4-6 key competencies mapped to role requirements
- Generate behavioral and situational questions with follow-up probes for each competency
- Create scoring rubrics with clear level descriptions (typically 1-4 scale)
- Assign panel members to competency areas for diverse evaluation
- Produce structured debrief templates for interviewer consensus
- Ensure consistent evaluation across all candidates for a role
How to install interview-prep
npx skills add https://github.com/anthropics/knowledge-work-plugins --skill interview-prepHow to use interview-prep
- 1.Describe the role and key responsibilities you're hiring for
- 2.List or confirm the 4-6 core competencies required for success
- 3.Request an interview plan (use triggers like 'interview plan for [role]')
- 4.Review the generated question bank and customize as needed
- 5.Assign panel members to competency areas based on expertise
- 6.Use the scorecard rubric during interviews to rate each competency
- 7.Complete the debrief template after each interview to document findings
Use cases
- Planning interviews for a new engineering hire with technical and communication competencies
- Creating a scorecard to evaluate leadership candidates across multiple dimensions
- Designing a panel interview structure where each interviewer focuses on specific competencies
- Standardizing interview questions across multiple open positions in the same role
- Building a debrief template to reduce bias and document evaluation rationale
- Hiring managers and recruiters
- HR professionals designing interview processes
- Engineering or product team leads conducting technical interviews
- Organizations seeking to reduce hiring bias through structured evaluation
interview-prep FAQ
4-6 competencies work best. This is specific enough to evaluate key skills but manageable for a structured interview process.
No. Each role should have tailored competencies and questions. The skill generates role-specific interview kits based on the position you describe.
Rate each competency on the provided scale (typically 1-4) based on evidence from candidate responses. Use the rubric descriptions to calibrate your rating consistently.
It provides a structured format for interviewers to share findings, discuss evidence, and reach consensus on whether the candidate meets the bar for each competency.
It standardizes and structures your process. You can adapt the generated questions, competencies, and rubrics to match your company's hiring standards and culture.
Full instructions (SKILL.md)
Source of truth, from anthropics/knowledge-work-plugins.
name: interview-prep description: Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.
Interview 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.
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