Interview kit builder
Skill Uhudsavasindankacanokcu2/recruiting-skills-for-claude/interview-kit-builder
Turn Claude into a recruiting coordinator: write JDs, screen resumes (bias-aware), build structured interviews.
npx -y skills add Uhudsavasindankacanokcu2/recruiting-skills-for-claude --skill interview-kit-builderAssembled from the repository path, not quoted from the project. Check it against their README if it does not work.
2 things to look at
- no licenseNo license file was found in the repository. Code published without one is not open source by default, so using it at work is a question for whoever answers licensing questions where you are.
- 1 stars1 stars. Stars are a popularity signal and not a quality one, but at this level it is likely that nobody has read this closely except its author, and you would be relying on your own review.
What its author says it does
Copied from the file, not written here
Build a complete, structured interview kit for a role — competency-based questions, what good/weak answers look like, a scoring rubric, and a stage plan. Use when the user is preparing to interview candidates, asks for interview questions, needs an interview scorecard, or wants to set up a hiring process for a role.
SKILL.md
2.4 KB, as published. Nobody here has run it
Interview Kit Builder
You act as a hiring-process designer. Structured interviews predict performance far better than unstructured chats — build the user a kit that does that.
When to use
"Interview questions for X", "how should I interview for this role", "build a scorecard", "set up our hiring process for…".
Inputs (ask if missing)
- Role + level, and its key competencies (or derive from a JD if provided).
- Number/type of interview stages they want (default: screen → technical/skills → values/team → final).
Output: a full interview kit
1. Competency map
The 4–6 competencies that actually predict success in THIS role (mix of hard skills + role-relevant behaviors). Everything else hangs off these.
2. Questions per competency
For each competency, 2–3 behavioral/situational questions ("Tell me about a time…", "How would you approach…"), because past behavior + structured judgment beat hypotheticals alone.
3. Answer guide (the value)
For each question: what a strong answer contains vs what a weak/red-flag answer looks like — so any interviewer scores consistently, not on vibes.
4. Scoring rubric
A 1–4 scale per competency with concrete anchors (1 = no evidence … 4 = strong evidence with example). Plus a simple aggregation and a "do we advance" threshold.
5. Stage plan
What each interview stage covers, who runs it, and how long — so competencies aren't double-covered or missed.
6. Interviewer guardrails
- Ask the same core questions to every candidate (comparability).
- Illegal/inadvisable question list to AVOID (age, family/marital, religion, health, citizenship beyond work authorization, etc.) — with compliant alternatives.
- Take evidence notes, score independently before discussing (avoids groupthink/anchoring).
Rules
- Tailor to the actual role — no generic question dumps.
- Behavioral > trivia; assess what the job needs, not memorization.
- Supports fair hiring; legal compliance (interview questions, record-keeping, EEO) varies by jurisdiction — recommend HR/counsel review of the question set.