interview-prep · 设计有统一标准的面试方案

作者提供的示例，实际效果取决于你的输入和使用工具。

输入

岗位要求：能澄清指标、写基础 SQL、向业务解释结果；时长 30 分钟。

输出

编辑示例 · 未运行
能力：澄清指标口径。

主问题：业务说“本周活跃用户下降”，你会先确认哪些信息？

追问：同一用户一天登录多次怎么算？时区和周起始日如何处理？

1 分：直接查登录总次数，未澄清用户去重。

3 分：确认时间窗、用户定义和去重方式。

5 分：在 3 分基础上检查数据延迟、埋点变化与分群，并说明验证顺序。

记录栏：候选人实际回答摘录；未问到项记“无证据”。

---
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

1. **Structured**: Same questions for all candidates in the role
2. **Competency-based**: Map questions to specific skills and behaviors
3. **Evidence-based**: Use behavioral and situational questions
4. **Diverse panel**: Multiple perspectives reduce bias
5. **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.

先看看示例

输入

输出

方法说明