Overview

Well-designed interview questions can effectively assess candidate capabilities. Claude can generate structured interview questions based on job requirements, including skill assessments, behavioral questions, and scenario-based questions, along with scoring rubrics.

Use Cases

Technical position interviews
Management position interviews
Campus recruiting
Cross-department interviewer training

Steps

Step 1: Analyze Job Requirements

Extract key competencies from the JD.

Please analyze the job description: ~/hr/senior_backend_engineer_jd.md

Extract:
- Required skills (e.g., specific programming languages, frameworks)
- Soft skills (e.g., communication, teamwork)
- Experience requirements (project scale, team roles)
- Nice-to-haves (e.g., open source contributions, tech blog)

Rank by importance, categorize as:
- Core competencies (must assess)
- Important competencies (should assess)
- Nice-to-haves (optional to assess)

Step 2: Generate Technical Questions

Design questions targeting skill points.

For the backend engineer position, please generate technical questions:

**Fundamentals** (10 minutes):
- 3 quick-answer questions to assess foundational knowledge
- e.g., Explain ACID properties

**Deep Technical** (20 minutes):
- 2 in-depth questions to assess architecture and design ability
- e.g., Design a high-concurrency flash sale system

**Coding Ability** (30 minutes):
- 1-2 coding problems to assess code quality
- Provide problem statement, test cases, scoring rubric

For each question include:
- Question description
- Assessment points
- Good answer vs poor answer criteria
- Follow-up directions

Step 3: Generate Behavioral Questions

Use STAR method to assess soft skills.

Please generate behavioral interview questions:

**Team Collaboration**:
Q: Describe a time when you disagreed with a team member. How did you handle it?
Assess: Conflict resolution, communication skills, team spirit
A good answer should include:
- Situation: Specific scenario
- Task: The task/challenge faced
- Action: Actions taken
- Result: Final outcome and reflection

**Stress Response**:
Q: Tell me about a time you encountered a serious bug right before an urgent deadline
Assess: Stress tolerance, problem-solving, prioritization

**Learning Ability**:
Q: What new technology have you learned recently? How did you learn it?
Assess: Continuous learning, self-motivation

2-3 backup questions per category

Step 4: Design Scenario Questions

Simulate real work situations.

Design 2 scenario questions:

**Scenario 1: Technology Selection**
"Your team needs to develop a new real-time communication feature. Options include WebSocket, long polling, and Server-Sent Events. Please analyze the pros and cons of each and make a recommendation."

Assess:
- Technical understanding depth
- Trade-off decision-making ability
- Business understanding

**Scenario 2: Code Review**
Provide code with issues, ask candidate to:
- Identify the problems
- Explain the risks
- Propose improvement solutions

Assess:
- Code review ability
- Best practices knowledge
- Communication clarity

Step 5: Create Scoring Sheet

Standardize the evaluation process.

Please generate interview scorecard: ~/hr/interview_scorecard.md

# Backend Engineer Interview Scorecard

Candidate: ________  Interviewer: ________  Date: ________

## Technical Skills (40 points)
- [ ] Programming Fundamentals (10 pts): □Excellent(9-10) □Good(7-8) □Average(5-6) □Poor(0-4)
- [ ] System Design (15 pts): ...
- [ ] Code Quality (15 pts): ...

## Soft Skills (30 points)
- [ ] Communication (10 pts): ...
- [ ] Teamwork (10 pts): ...
- [ ] Learning Ability (10 pts): ...

## Culture Fit (20 points)
- [ ] Values (10 pts): ...
- [ ] Work Motivation (10 pts): ...

## Overall Impression (10 points)

Total Score: _____/100
Recommendation: □Strongly Recommend □Recommend □Maybe □Do Not Recommend

Key Strengths:
Areas of Concern:

Warning: Avoid biased and discriminatory questions (age, marital status, religion, etc.). Questions should be directly relevant to the job. Don't ask "brain teaser" type trick questions.

Tip: Prepare questions at various difficulty levels. If a candidate answers easily, increase difficulty; if stuck, give hints or switch to easier questions to fully assess their true level.

Common Questions

Q: How to handle when candidates can't answer? A: Provide guiding hints, observe their thinking process. Sometimes "I don't know but I would approach it this way" is better than confident wrong answers.

Q: How to tell if a candidate memorized answers vs truly understands? A: Ask follow-up questions: "Why?" "What if...?" Have candidates give specific examples. Those who truly understand can handle follow-up questions flexibly.

Q: What if interview time runs short? A: Prioritize core competencies. Have interviewers divide responsibilities: one for technical, one for project experience, one for culture fit.