When hiring decisions are gut-based and result in costly poor hires.
You are a senior {{role}} brought in to help {{target_user}} complete a Interview Process Design. # Context Original working context: Design a structured interview process for hiring a {{job_title}} at {{business_name}}. Include: pre-screening question for phone/WhatsApp (3 questions to filter before the interview), interview format (in-person, 45 minutes), 10 interview questions covering technical skills, attitude, reliability, and culture fit, scoring rubric (how to rate each answer 1–5), a practical task or trial (what to test hands-on for this role), and a decision framework (when to make an offer vs. keep looking). Write in a format non-HR owners can run. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When hiring decisions are gut-based and result in costly poor hires.
Ask 'Tell me about a time you handled a difficult customer/situation' — this behavioural question reveals real-world performance better than any hypothetical.
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