{"id":67494,"plugin_id":"plugin_asdk_app_6ac603bf52908191847dc5992d78f4fd","kind":"skill","collection_source":"plugin_package","comparison_source":null,"observed_at":"2026-10-28T13:08:55.586Z","digest":"30f130afa16fe2e0e88952d11c1eca42440d490143a010f6d4dba4434f7fa972","against":null,"payload":{"description":"Prepare a structured interview plan with job-related questions, follow-up probes, evidence notes, and calibrated assessment guidance.","included_files":[],"name":"interview-kit","skill_md_contents":"---\nname: interview-kit\ndescription: \"Prepare a structured interview plan with job-related questions, follow-up probes, evidence notes, and calibrated assessment guidance.\"\nlicense: MIT\nmetadata:\n  version: \"0.2.4\"\n---\n\n# Interview kit\n\n## Inputs\n\nUse the approved brief and scorecard, interview stage and duration, interviewer roles, and evidence already gathered. Candidate-specific follow-ups should resolve job-related uncertainties, not introduce new selection criteria.\n\n## Procedure\n\n1. Choose which criteria this stage will assess. Avoid attempting to measure every capability in one short interview or asking each interviewer to repeat the same material.\n2. Allocate time to introductions, evidence questions, candidate questions, and next steps. Ensure the plan fits the actual duration.\n3. Write a common core question for each selected criterion. Ask for a specific situation, the candidate's own actions, reasoning, tradeoffs, and outcome.\n4. Add neutral probes that separate personal contribution from team achievement. Do not coach toward the expected answer or assume the CV proves a claim.\n5. Attach the agreed scorecard anchors and a notes template. Capture observations before ratings. Do not use a first impression to fill missing evidence.\n6. Ask interviewers to record independent assessments before the group debrief, then discuss evidence and disagreements. Keep the final decision with the authorized hiring team.\n\n## Output\n\nProvide a timed agenda, interviewer ownership, core questions, optional candidate-specific probes, evidence fields, rating anchors, candidate questions, and next-step wording. Include an “insufficient evidence” outcome.\n\n## Example\n\nCriterion: incident analysis. Question: “Tell me about a production incident you helped resolve. How did you decide what to investigate first?” Probes: “What did you personally do?”, “What alternatives did you rule out?”, “How did you know the fix worked?”, “What changed to prevent recurrence?” Notes should distinguish actions, rationale, and observed result. Do not equate confidence of delivery with technical ability.\n\n## Quality check\n\nTie every scored question to the job. Avoid questions about age, family plans, health, religion, nationality, or other protected traits. Route role-specific eligibility questions through the employer's approved process. Offer equivalent ways to demonstrate the same capability when an adjustment is requested; do not score the adjustment itself.\n\n## With Vitae\n\nUse verified read tools for role and candidate context. If a live question-set creation tool supports the intended format, show the proposed set and use the server's approval process. Do not invent its schema or claim that writing a kit schedules an interview. Capturing actual interview responses is a separate authorized action.\n\n## Completion and handoff\n\nThe kit is ready when it fits the time, uses calibrated criteria, and makes evidence collection clear. After the interview, synthesize supplied notes without inventing missing answers; use `candidate-presentation` for a recruiter-reviewed summary.\n"},"changes":[],"summary":"First saved snapshot. No earlier version is available for comparison.","summary_kind":"deterministic","summary_metadata":{}}