Interview Question Set Audit for Consistency and Job Relevance
Check that interview questions test the job, not the interviewer's mood.
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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Audit my interview plan. The role and its criteria: [ROLE_AND_CRITERIA]. The questions I plan to ask and the scoring guide: [QUESTIONS_AND_SCORING]. The panel and process: [PANEL_AND_PROCESS]. Map each question to a criterion in a table and flag criteria with no question, questions with no criterion, duplicate questions, leading questions, questions that could elicit protected characteristics or personal circumstances (age, family plans, health, religion), and questions with no way to score. Check that all candidates receive the same core questions and that the scoring uses defined levels with examples. Count questions per criterion with the arithmetic. Provide rewritten questions for the weakest five, a scoring guide with descriptors for poor, acceptable and strong answers, a note-taking template, and a debrief procedure in which panellists score before discussion. Mark legal and equality requirements as [VERIFY] with HR or legal advice for [JURISDICTION]. Add a worked mapping for five criteria and ten questions, showing one criterion with no question, one question about 'where do you see yourself in five years' that maps to nothing, and a rewritten question with a scoring guide for poor, acceptable and strong.
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