Build an interview scorecard from the role, so every candidate gets the same test

Interviews where each candidate gets different questions end in "I just liked them better". A scorecard helps a lot with that. Everyone gets asked the same questions, scored against the same things, with the evidence written down while it's fresh.

Writing one from scratch takes an afternoon, so people skip it. Starting from the job description takes minutes.

Below is the job description and person specification for [ROLE].
Build an interview scorecard:
1. Pick the 5 things that matter most to doing this job well. Use only
   what's in the documents, in my words where you can.
2. For each, write two questions that ask for a real example ("tell me
   about a time when...") and one follow-up probe.
3. For each, describe what a weak, an acceptable and a strong answer
   would include, as specific behaviours, not adjectives.
4. A scoring grid: criterion, score 1 to 4, and a box for the evidence
   (what they actually said).
Don't include anything about age, family, health, background, plans for
children, or anything else not about doing the job. Where the documents
are vague, tell me, so I can fix the job description first.

Job description: [PASTE]

Check the "strong answer" descriptions. If one reads as "shows excellent communication", it hasn't helped. It should say what a good example would contain, so a second interviewer would score the same.

Score each answer straight after the interview, before the next candidate. Everyone adds their own score before talking, so nobody's anchored by the loudest opinion.

Check it against your own process and with HR. The AI doesn't know your equality policies, your organisation's required questions, or what's lawful to ask, and the scorecard has to keep to those. The completed scorecards are also the evidence if you ever need to explain a decision, along with rejection emails drafted from the same criteria.