As of 13 August 2026, AI can design a practical interview task.

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 current job description and copy out the role purpose, essential duties, seniority and required competencies.
   2. Ask the hiring manager for the time limit, interview format, permitted equipment or systems, expected candidate output and any accessibility adjustments.
   3. Paste those details into the prompt and ask the chatbot to produce the candidate brief, interviewer instructions, rubric, follow-up questions and pilot checklist.
   4. Run the draft task yourself or with a colleague using only the materials candidates will receive, and record whether the instructions and time limit work.
   5. Compare each scoring criterion with the job description and remove any criterion that is not necessary for the role or cannot be observed consistently.
   6. Give the same final brief, information and time limit to a colleague for a blind review, then revise the task before sending it to candidates.

   Prompt

   Design one practical interview task for the role described below.
   
   Role: [job title]
   Organisation and work context: [brief description]
   Level: [seniority]
   Core competencies to assess: [list]
   Essential technical or practical skills: [list]
   Interview format: [in person, remote or hybrid]
   Time available for the task: [duration]
   Materials, systems or equipment candidates may use: [list]
   Candidate experience and accessibility requirements: [details]
   What a strong response should demonstrate: [details]
   What the task must not require: [details]
   
   Produce:
   1. The purpose of the task and the competencies it assesses.
   2. A candidate-facing brief written in plain UK English.
   3. Exact instructions, inputs, deliverables and time limit.
   4. Any information the interviewer must provide consistently to every candidate.
   5. A scoring rubric with four observable criteria and clear descriptions for weak, acceptable and strong performance.
   6. Follow-up questions that test the same competencies without introducing new requirements.
   7. A short accessibility and fairness check.
   8. A pilot checklist for testing that the task can be completed within the stated time.
   
   Use only the information supplied. Do not invent company facts, technical requirements or candidate data. Keep the task relevant to the role, avoid unnecessary personal or protected-characteristic information, and distinguish observable evidence from assumptions about personality. Flag any decision that requires human judgement rather than presenting it as settled.

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