Hiring Criteria Rubric

A hiring manager who needs to interview consistently — building a rubric that eliminates gut-feel scoring, trains interviewers on what to listen for, and catches mis-hire red flags before the offer.

- Role snapshot defining the job, 6-month outcomes, and what strong performance looks like

- Criteria matrix with 4-point scales and observable behaviors for each competency level

- Interview stage assignments clarifying which criteria each interviewer should assess

- Must-have vs. differentiator distinction so preferences stop masquerading as requirements

- Role-specific red flags that signal mis-hire risk, not just interview awkwardness

- Debrief protocol preventing loudest-voice-wins and handling score disagreements

- Concrete examples calibrated to your actual role, not generic competency theater

- One document all interviewers use — no parallel scoring systems or conflicting feedback

Paste the prompt into ChatGPT, Claude, or any AI model. Answer five questions about the role, required competencies, interview structure, past mis-hires, and must-haves. Get an 800–1,100 word hiring rubric ready to print and use before your next interview.

Bundles or prompts related to recruiting operations and hiring process design.