Productivity
Build a hiring kit
The job description, the scorecard and the interview questions, all consistent.
Fill it in
What they will actually do in the first six months.
Size, stage and what makes it a real choice.
How many to score against.
Your prompt
Build a hiring kit for this role. [the role] Company: [the company] Score against 5 competencies. Write the SCORECARD first, then the job description from it. Doing it the other way produces a description full of adjectives and an interview that measures likeability, which is how teams hire people who interview well. Each competency needs an observable behaviour and what "strong" looks like versus "adequate". "Good communicator" is not a competency; "can explain a technical trade-off to a non-technical stakeholder and get a decision" is. The job description says what the person will DO in their first six months, not what you require of them. Requirement lists filter out the people you most want, who read them literally. Every interview question maps to exactly one competency, and you say which.
Use Build a hiring kitOpens with everything above already filled in.
Why this works
Writing the job description first produces adjectives and an interview that measures likeability, which is how teams hire people who interview well. This writes the scorecard first, with observable behaviours, and maps every interview question to exactly one competency.
Questions
- Why does the description avoid requirement lists?
- They filter out the people you most want, who read them literally.