As of 13 August 2026, AI can create interview questions from a job description.

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, chat-fluent skill, and roughly 30 minutes until you can act on the result.

   How to actually do it

   1. Open the final job description and remove outdated duties, unnecessary requirements and any personal information before copying it.
   2. Gather the essential criteria, desirable criteria, competencies, interview length, interviewers and interview format from the hiring manager or recruitment brief.
   3. Paste the job description and those details into a chatbot using the supplied prompt, then ask it to produce the question set and scoring guide.
   4. Open the output beside the job description and compare every question with the criterion it is meant to assess, deleting questions that test irrelevant personal preferences or invented requirements.
   5. Ask an HR colleague to check the questions, follow-ups, scoring guide, protected-characteristic exclusions and reasonable-adjustment note before the interview is scheduled.
   6. Send the approved question set and scoring guide to all interviewers, and agree that they will record evidence against the same criteria for every candidate.

   Prompt

   Create a structured interview question set for the UK job described below.
   
   Job description:
   [PASTE THE FULL JOB DESCRIPTION]
   
   Interview details:
   - Interview stage: [for example, first interview or final interview]
   - Length: [NUMBER OF MINUTES]
   - Interviewers: [ROLES OR NAMES]
   - Format: [for example, panel, video or in person]
   - Number of questions wanted: [NUMBER]
   
   Assessment requirements:
   - Essential criteria: [PASTE THEM]
   - Desirable criteria: [PASTE THEM]
   - Behaviours or competencies to assess: [PASTE THEM]
   - Any practical exercise or role-specific evidence required: [PASTE DETAILS OR WRITE NONE]
   
   Produce:
   1. A brief assessment plan showing which criterion each question tests.
   2. A balanced set of open questions, with no question testing more than one main criterion unless necessary.
   3. Two neutral follow-up prompts for each main question.
   4. A simple scoring guide from 1 to 5 with observable evidence for each score.
   5. A short list of acceptable evidence and red flags for each question. Red flags must concern evidence relevant to the role, not personality or protected characteristics.
   6. A suggested order that fits the stated interview length.
   7. Two questions the candidate can ask at the end.
   
   Use plain UK English. Base questions only on the information supplied. Do not invent duties, qualifications or company facts. Do not ask about age, disability, health, pregnancy, family plans, religion, race, sex, sexual orientation, gender reassignment, marital status or other protected characteristics. Do not infer anything about a candidate from their name, accent, appearance or background. Include a note telling the interviewers to apply the same core questions and scoring criteria to every candidate, while allowing reasonable adjustments. Flag any requirement in the job description that could create a fairness or accessibility concern for an HR reviewer rather than deciding the legal position yourself.

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