Recruitment and HR
Interview practice on both sides of the table
Hiring managers practise structured interviewing against candidates who answer vaguely under pressure. Candidates practise against interviewers who probe.
A scenario in this field
- Participant
- Interviewer or candidate
- Character
- Candidate or interviewer
- The case
- A capable candidate whose answers stay abstract until they are asked for a specific example.
- Evidence
- CVs, work samples and scorecards appear at the point they are discussed.
Material teams upload
- Competency frameworks
- Interview guides
- HR policies
- Scoring rubrics
What sessions are marked on
- Structure
- Probing
- Bias awareness
- Candidate experience
- Decision quality
These criteria are a starting point. Rubrics are defined per organization, so yours replace them entirely.