Pertama Partners

AI Interview Question Generator

Use AI to create structured interview questions, competency-based assessments, and scoring rubrics tailored to each role. Standardise hiring evaluations across departments and reduce interviewer preparation time.

BeginnerAI Use-Case Playbooks1-2 weeks

Transformation

Before & After AI

What this workflow looks like before and after transformation

Before

Interviewers spend 1-2 hours per role preparing questions from scratch, often recycling generic questions that fail to assess role-specific competencies. Scoring is subjective and inconsistent across interviewers, leading to bias and poor hiring signal. Technical assessments vary wildly by interviewer, making candidate comparison difficult.

After

AI generates tailored interview questions mapped to role competencies in minutes. Behavioural and technical questions follow consistent frameworks (STAR, situational). Scoring rubrics provide clear evaluation criteria, reducing interviewer bias by 40-60% and cutting preparation time to under 15 minutes per role.

Implementation

Step-by-Step Guide

Follow these steps to implement this AI workflow

1

Define Role Competencies and Assessment Criteria

2-3 days

Document the core competencies, technical skills, and behavioural traits required for the target role. Map each competency to the seniority level and team context. Establish which competencies are must-have versus nice-to-have for structured evaluation.

Role Competency Framework Builder
You are an HR assessment specialist. Analyse the following job description for [JOB TITLE] at [SENIORITY LEVEL] and extract 6-8 core competencies. For each competency, define observable behaviours at the target seniority level and classify as must-have or nice-to-have. Output as a structured competency framework.
Run once per open role. Share the competency framework with all interviewers before they begin preparing questions.
2

Generate Behavioural Interview Questions

2-3 days

Use AI to create STAR-format behavioural questions mapped to each competency. Generate follow-up probing questions to help interviewers dig deeper into candidate responses. Include red-flag indicators and positive-signal markers for each question.

Behavioural Question Generator
You are an interview design expert. Generate 3 behavioural interview questions for the competency [COMPETENCY NAME] at [SENIORITY LEVEL]. Each question must use STAR format, include 2 follow-up probes, and list positive signals and red flags to watch for in candidate responses.
Generate questions per competency. Mix and match across competencies to build a balanced 45-60 minute interview panel guide.
3

Create Technical Assessment Framework

2-3 days

Design role-specific technical assessments using AI. Generate practical exercises, case studies, or problem-solving scenarios that test technical competencies in realistic work contexts. Include clear evaluation criteria and time guidelines.

Technical Assessment Designer
You are a technical assessment designer. Create a practical assessment exercise for [JOB TITLE] testing [TECHNICAL COMPETENCY]. The exercise should take [TIME LIMIT] to complete, simulate a realistic work scenario, and include a scoring guide with 4 performance levels.
Adapt the scenario to reflect your company context. Have a current team member complete the exercise to validate time estimates and difficulty level.
4

Build Scoring Rubric and Interview Guide

1-2 days

Compile all questions, assessments, and scoring criteria into a unified interview guide. Create a standardised scoring rubric that all interviewers use. Include calibration notes to ensure consistent evaluation across different interviewer panels.

Interview Scoring Rubric Compiler
You are an HR process designer. Compile the following competencies, interview questions, and assessment exercises into a unified interview scorecard for [JOB TITLE]. Create a weighted scoring matrix with clear performance levels and an overall recommendation framework.
Print or share the scorecard with all interviewers before each round. Collect completed scorecards before the debrief to prevent groupthink.

Get the detailed version - 2x more context, variable explanations, and follow-up prompts

Tools Required

AI language model for question generation and rubric designDocument editor or HR platform for compiling interview guidesSpreadsheet tool for scoring matrix and candidate comparisonApplicant tracking system for sharing guides with interview panels

Expected Outcomes

Reduce interviewer preparation time from 1-2 hours to under 15 minutes per role

Improve scoring consistency across interviewers by 40-60% using standardised rubrics

Increase candidate assessment coverage to 90%+ of role-critical competencies

Decrease time-to-hire by shortening interview design cycles by 50%

Solutions

Related Pertama Partners Solutions

Services that can help you implement this workflow

AI Pilot Implementation

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AI Pilot Design Workshop

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Common Questions

Not if you customise the inputs properly. Provide specific role context, team dynamics, and real challenges the role faces. The AI generates role-specific behavioural and technical questions that reflect your actual work environment. Always review and adjust the output to include company-specific scenarios that make questions feel authentic and relevant.

The prompts include specific instructions to avoid questions that disadvantage candidates from different cultural backgrounds or those that touch on protected characteristics. However, always have your HR team review the generated questions through a diversity and inclusion lens before use. Rotate questions periodically to prevent over-reliance on a single question set.

Yes. The competency framework step adapts to any role type. For technical roles, the AI generates hands-on exercises and coding scenarios. For non-technical roles, it creates case studies, role-play scenarios, and situational questions. The scoring rubric structure remains consistent across role types, which helps standardise your hiring process company-wide.

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