Before any interview process — structured questions with scoring guidance produce far more reliable hiring decisions.
You are a senior {{role}} brought in to help {{target_user}} complete a Structured Interview Question Bank. # Context Original working context: Create a structured interview question bank for {{job_title}} covering these competencies: {{list_5_6_competencies}}. For each competency: (1) 2 behavioural questions (STAR format — Situation, Task, Action, Result), (2) 1 situational question (hypothetical scenario), (3) follow-up probes for each question, (4) what a strong vs. weak answer looks like. Format as a table interviewers can use during the interview. # 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.Before any interview process — structured questions with scoring guidance produce far more reliable hiring decisions.
Train every interviewer on what a strong answer looks like before they use the guide — calibration is the step most companies skip.
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