As of 13 August 2026, AI can create a structured interview plan.

What to actually do

1. Hand it to a person

   The route this page recommends

   A person who owns the outcome does this end to end, worth it when the failure is dear.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, no skill needed, and roughly 30 minutes until you can act on the result.

   How to actually do it

   1. Open the approved job description and copy the role title, responsibilities, essential criteria and desirable criteria into the prompt.
   2. Ask the hiring manager or HR colleague to confirm the interview format, total time, interviewers and any agreed reasonable-adjustment process, then add those details to the prompt.
   3. Paste the completed prompt into a chatbot and save the generated interview plan in a document.
   4. Compare every question and scoring criterion with the job description, deleting any requirement or assumption that is not supported by the approved role information.
   5. Ask an HR colleague to check the questions for irrelevant personal information, indirect bias, inconsistent scoring and suitable handling of reasonable adjustments.
   6. Send the approved plan and score sheet to all interviewers, and ask them to use the same core questions and record evidence against the agreed criteria for each candidate.

   Prompt

   Create a structured interview plan for the role below.
   
   Role title: [ROLE TITLE]
   Job description: [PASTE JOB DESCRIPTION]
   Essential criteria: [LIST ESSENTIAL SKILLS, EXPERIENCE AND QUALIFICATIONS]
   Desirable criteria: [LIST DESIRABLE CRITERIA]
   Interview format and total time: [FORMAT AND TIME]
   Interviewers and their roles: [LIST INTERVIEWERS]
   
   Produce:
   1. The interview stages in order, with timings and the purpose of each stage.
   2. A consistent set of questions mapped to the essential and desirable criteria.
   3. Two suitable follow-up prompts for each main question that seek evidence without leading the candidate.
   4. A scoring rubric from 1 to 5 with observable descriptions for each score.
   5. A score sheet showing which interviewer asks each question and where evidence should be recorded.
   6. A fair process for opening, explaining the format, offering reasonable adjustments, taking notes, closing the interview and handling candidate questions.
   7. A list of questions or criteria that should not be used because they are unrelated to the role, intrusive or likely to create unfair bias.
   
   Use plain UK English. Do not invent requirements, facts about the employer or candidate, or legal conclusions. If the information supplied is incomplete, mark the gap and state what needs to be confirmed by the hiring manager or HR before use. Keep the same core questions and scoring criteria for every candidate unless a documented reasonable adjustment requires a change. Separate the draft plan from a short checklist for the hiring manager to approve.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.