Train Your Team on Structured Interviews

Each interviewer asks different questions and scores candidates on gut feel. New team members don't know what good looks like or how to compare candidates fairly.

That is the gap this drop closes. It is a hiring & hr skill built for Claude, and it takes about ten minutes to set up the first time. After that it runs in under a minute.

Who should use it

HR managers rolling out consistent interview practices across hiring teams

How it works

The skill file does five things, in this order.

1. Document your current best practice. Ask Claude to convert your last successful interview into a template with question categories, follow-up prompts, and rating criteria.

2. Create calibration scenarios. Have Claude generate three sample candidate responses (weak, average, strong) for each key question so interviewers learn to score consistently.

3. Build an interviewer quick-start guide. Turn your template into a one-page reference with do's and don'ts, time allocations, and what to write in notes.

4. Run a practice session with feedback. Give Claude a transcript of a team member's practice interview and ask for specific coaching points on question quality and scoring accuracy.

5. Set up ongoing quality checks. Have Claude review a sample of completed scorecards monthly to spot drift in standards and suggest refresher points for the team.

What comes back

A training system that brings new interviewers up to speed in days instead of months and keeps scoring fair across your team

The mistake to avoid

Include two real scorecards from the same interview (one good, one poor) in your training materials. Claude can annotate both to show exactly where standards slip.

Running it

Save this as SKILL.md inside a folder named after the skill, then drop the folder into your Claude Code skills directory or upload it to a Claude Project. Claude reads the frontmatter to decide when the skill applies, so keep the description line intact. For a one-off run, paste the prompt block directly.

Where this fits

On its own, one skill saves an hour a week. The compounding happens when three or four of them run in sequence on the same input, the same transcript that produces a scope of work also produces the follow-up email and the project brief. That is the point at which it stops being a prompt and starts being an internal tool. If you want that wired into the systems your team already uses, that is the work 67 Digital does.

In the file

I need to train my hiring team on structured interviews. Help me build training materials.

Our role: {job_title}
Our successful interview template: {paste your question list and scoring rubric}

Please create:

1. Three calibration scenarios for the question "{pick one key question}"
   - Write a weak candidate response (score 1-2/5)
   - Write an average response (score 3/5)
   - Write a strong response (score 4-5/5)
   - Explain what differentiates each level

2. A one-page interviewer reference guide including:
   - Suggested time allocation for each section
   - Dos and don'ts for follow-up questions
   - What details to capture in notes
   - Common scoring mistakes to avoid

3. A coaching rubric I can use when observing practice interviews
   - What makes a question effective vs leading
   - Signs the interviewer is scoring on evidence vs impression
   - Red flags that suggest retraining is needed

Format everything so I can share it directly with the team.