Template preview · Professional services
Interview rubric
Run consistent interviews with evidence-based evaluation.
A structured interview rubric for a fictional role.
Sample purpose
Run consistent interviews with evidence-based evaluation.
Audience: Hiring manager, Interviewer- Structure
- 4 sections
- Criteria
- 12
- Sources
- 6
- Watches
- 3
- Default approach
- Review first
Set the purpose first. Then change every section, criterion, and agent setting before anything runs.
Fictional sample
Structure and criteria
Sample content shows the shape of a useful document. Copying it is optional.
01 ManualCompetencies and scale
For this interview rubric, defines job-related competencies and anchored 1–4 ratings.
Criteria
- Three to five competencies, each with four anchors in observable behaviour.
- Says why each competency matters for this role.
- No anchor uses evaluative words like good judgement.
Sources
- O*NET OnLine onetonline.orgTask and skill statements.
- OPM structured interviews opm.govAnchored rating guidance.
Sample content
Competency Needs evidence Strong evidence Facilitation Lists activities without checking participation Adapts facilitation and confirms group understanding Product judgement Treats every issue as a training problem Separates learning gaps from product defects 02 ManualStructured prompts
For this interview rubric, uses consistent questions and follow-up prompts.
Criteria
- At least one neutral open prompt per competency.
- Each prompt has a scripted neutral follow-up, not a leading one.
- Every interviewer asks prompts verbatim and in the same order.
Sources
- Moss & Metric interview archive (fictional) api.moss-metric.examplePrompts that produced comparable evidence.
Watches
- Follows Competencies and scale
Sample content
Consistent question Neutral probe What to listen for Tell us about a lesson that did not work. What did learners do that changed your plan? Uses learner evidence, not preference alone When should documentation not be the fix? What would you investigate next? Identifies product or process causes 03 ManualEvidence and scores
For this interview rubric, records observed evidence separately from each score.
Criteria
- Evidence is quoted or described as seen, before any score.
- Each score is justified against that competency anchors.
- Interviewers record independently before discussion.
Sources
- EEOC prohibited practices eeoc.govWhat notes must avoid.
- Moss & Metric candidate evidence (fictional) api.moss-metric.exampleTimestamped notes and scores.
Watches
- Follows Structured prompts
Sample content
Competency Score 1–4 Observed signal Facilitation 3 Candidate paraphrased two conflicting views and checked agreement. Product judgement 2 Named a trade-off but offered no way to test it. 04 ManualDecision calibration
For this interview rubric, compares ratings and flags missing evidence before a decision.
Criteria
- Any gap of two or more levels is resolved by citing evidence.
- The decision cites competency scores and evidence, with no culture fit language.
- Anchors were agreed before interviews on sample answers.
Sources
- Moss & Metric hiring authority (fictional) api.moss-metric.exampleWho may decide at each level.
Watches
- Follows Evidence and scores
Sample content
- ☐ Each interviewer records evidence before discussing a rating
- ☐ Resolve score gaps of 2 or more with examples, not averages
- ☐ Ben records hiring rationale against role criteria