Inconsistent hiring materials lead to inconsistent hiring: posts that miss what the role needs, interviewers who ask different questions, and candidates who cannot be compared fairly. A shared kit fixes that. These four steps build templates once, use an assistant to draft from them, and keep every decision with people.

Step 1 — Write the templates once

Goal: Agree the standard shape of every hiring document.

  1. Create a job description template: purpose, outcomes for the first year, must-have skills and practical details.
  2. Create a scorecard template with each skill and what good evidence looks like.
  3. Collect approved wording, required notices and inclusive-language guidance.
  4. Name an owner for the templates.

You finish with: Approved templates and language guidance.

Step 2 — Set up the assistant

Goal: Draft from your templates, not from generic examples.

  1. Configure a shared assistant with the templates and guidance as its only sources.
  2. Write a short brief form for hiring managers: outcomes, must-haves, team and level.
  3. Instruct it to draft the description, scorecard and structured questions from the brief.
  4. Make clear in its instructions that it does not screen, score or rank candidates.

You finish with: A shared drafting assistant and a brief form.

Step 3 — Review and approve

Goal: Keep people responsible for every document.

  1. The hiring manager edits the drafts for accuracy.
  2. HR reviews wording, notices and consistency with policy.
  3. Check the scorecard tests only what the role needs.
  4. Approve and store the kit in the role’s folder.

You finish with: An approved kit for each role.

Step 4 — Use it consistently

Goal: Make every interview comparable.

  1. Brief each interviewer on their part of the scorecard.
  2. Ask the same core questions of every candidate for the role.
  3. Record evidence against the scorecard straight after each interview.
  4. Review the templates after each hiring round.

You finish with: Consistent interviews and a template review after each round.

Common pitfalls

  • Letting an assistant screen or rank candidates.
  • Copying job posts from other companies instead of describing your role.
  • Interviewers improvising different questions.
  • Scorecards that test skills the role does not need.

See it as a workflow

People & HR

Job descriptions and interview kits

Draft a consistent job description, scorecard and interview questions from a hiring manager’s brief, using your approved templates and language.

See the workflow

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