Structured Interview Question Bank Generator

Problem It Solves

Interview outlines often stall on what to ask rather than how hard to ask. After receiving a job description, HR teams still need to break down required competencies, and interviewers can drift from structured questions to subjective impressions. This skill turns a job description into an executable interview question bank, mapping each question to a competency dimension and scoring anchors.

How It Works

The skill parses role information first and then organizes output by competency dimensions:

• Full JD: extracts 4-6 dimensions such as content planning, team management, and data analysis.
• Role name only: proposes common dimensions for confirmation before generating questions.
• Interview round specified: adjusts depth across first, second, and final interviews, with first rounds focused on factual checks and final rounds on culture fit.
• Managerial roles: adds dimensions like leadership, team building, and conflict management.

Each dimension receives 2-3 STAR-based behavioral questions. The question structure includes evaluation focus, ideal answer characteristics, follow-up directions, and scoring rubrics. Rubrics use behaviorally anchored ratings, describing observable behavior at 5, 3, and 1 levels instead of vague labels such as strong ability or good attitude.

Boundaries

This skill is best used to draft interview outlines and question banks; it does not replace job clarification, role calibration, or human judgment. If the input JD is too thin or responsibilities conflict with requirements, role details should be refined first. The skill should avoid questions involving privacy, marriage, children, family, religion, or political preference. Final question banks should still be reviewed by the hiring team before formal interviews.