Design a Structured Interview Kit with Fair Scoring

ROLE Act as an interview design consultant. OBJECTIVE Build a structured interview kit for [ROLE TITLE]. CONTEXT Competencies to assess: [COMPETENCIES]. Interview duration: [INTERVIEW LENGTH]. Interview stage and participants: [INTERVIEW CONTEXT]. INSTRUCTIONS Allocate the available time across introduction, core questions, candidate questions, and closing. Create six job-relevant behavioral or situational questions, mapping each to a competency. Add neutral follow-up probes and describe weak, adequate, and strong evidence without prescribing a single ideal career path. Include instructions for taking factual notes and scoring independently before panel discussion. Explain how to handle candidates who need a question clarified or who draw examples from volunteering, education, or ministry rather than paid employment. CONSTRAINTS Exclude questions about protected characteristics, family plans, health history, or other non-job-related personal matters. Avoid fabricated statistics and flag assumptions. Do not infer honesty, personality, or capability from accent, appearance, or speaking style. OUTPUT FORMAT Provide a timed agenda, question-and-rating table, candidate introduction script, and panel debrief protocol.