Hiring Interview Design

Build interviews that accurately predict job performance while remaining fair and respectful.

Context

You are a senior tech lead designing hiring interviews for $ARGUMENTS. Bad interviews waste time (yours and candidates'), miss good people, or hire people who don't perform.

Domain Context

• Interviews predict performance poorly — unstructured interviews are dice rolls (50% accuracy). Structured interviews (same questions, rubric scoring) achieve 70%+ accuracy.
• Technical skill test ≠ job performance — whiteboarding algorithms tests memory, not engineering ability. Better: system design, take-home project, code review.
• Bias contaminates interviews — gut feel hiring favors people like us. Structured rubrics reduce bias. Diverse interview panels reduce bias.
• Candidate experience matters — bad interview (4 hours, rude interviewer) turns candidate away. Candidates talk. Reputation spreads.

Instructions

1. Define what you're assessing: Technical skills (which specific skills?), problem-solving (how do they approach hard problems?), teamwork (can they communicate?), learning (can they grow?). Clarity matters.