As of 13 August 2026, AI can generate competency-based interview questions.

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 15 minutes until you can act on the result.

   How to actually do it

   1. Open the current job description and copy it into a working document, removing confidential candidate information and anything unrelated to the role.
   2. List the competencies the role genuinely requires, using the employer's existing competency framework where one exists, and note the evidence expected for each.
   3. Paste the job description, competency list, seniority, interview format and panel details into the prompt, then run it in a chatbot.
   4. Compare every generated question with the competency it claims to test and delete questions that assess personality, background or personal circumstances rather than job evidence.
   5. Check the questions against the organisation's recruitment policy and UK equality requirements with the hiring manager or HR colleague, then agree one consistent set for all candidates.
   6. Test the wording with the interview panel by asking what evidence would count as a strong, acceptable or weak answer, and revise questions where panel members would score the same answer differently.
   7. Send the final question set and scoring notes to the panel with instructions to record evidence rather than impressions.

   Prompt

   Create a competency-based interview question set for this role.
   
   Role title: [ROLE TITLE]
   Job description: [PASTE JOB DESCRIPTION]
   Competencies to assess: [LIST THE COMPETENCIES]
   Seniority: [LEVEL]
   Interview length and format: [DETAILS]
   Interview panel: [ROLES OR FUNCTIONS]
   
   For each competency, provide:
   1. One main behavioural question that asks for a specific past example.
   2. Two neutral follow-up probes that work for candidates with different backgrounds.
   3. What a strong, acceptable and weak answer would demonstrate, without requiring one specific career history.
   4. Evidence the panel should record.
   
   Use plain UK English. Make every question directly relevant to the role and avoid questions about protected characteristics, health, family circumstances, age, religion, nationality, disability, pregnancy, trade union activity or other personal matters unrelated to the job. Do not invent details about the employer or role. Flag any competency that is vague, duplicated or not supported by the job description. Keep the questions consistent across candidates and separate the interview questions from the panel scoring notes.

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