Building rubrics and interview questions with AI

AI for Human Resources

Chris Klaus

Senior AI Architect, Chalice AI

From description to decision

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Rubrics

  • Define skills and criteria upfront

  • Ensure consistent evaluation across all interviewers

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AI assistance

  • Extract relevant skills and generate measurable criteria

  • Design fair, open-ended interview questions

AI for Human Resources

Why structure builds fairness

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Without Structure With Structure
Vague impressions Defined criteria
Subjective scoring Ratings based on observable actions
Bias-prone outcomes Consistent evaluations

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AI for Human Resources

Working with files

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How AI Tools Work with Files

  • Upload or share files to give AI context (e.g., job descriptions, policies)

  • Generate structured outputs like Word docs or tables

  • Summarize, compare, or build from uploaded content

  • Export or reuse results across HR templates

AI for Human Resources

Using AI to build rubrics

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Create a five-criteria 
hiring rubric scored 1-5

Add examples of behaviors
for each rating level
Skill Example Behavior Strong Performance Looks Like
Collaboration Sharing ideas and feedback Leads effective teamwork
Analysis Interpreting complex data Draws clear, data-driven insights
Initiative Identifying improvements Proactively enhances processes
AI for Human Resources

Crafting bias-aware questions with AI

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Generate open-ended interview 
questions for each skill in 
this rubric that avoid
assumptions about background
or personality

Rephrase these questions to
emphasize observable behaviors

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Use AI to create questions that are:

  • Fair
  • Specific
  • Aligned with measurable skills
AI for Human Resources

Reviewing and scoring with AI

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For each question, outline 
the difference between weak,
average, and strong answers

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Rating What It Sounds Like
Weak Vague, general, no clear outcome
Adequate Some relevant detail, moderate clarity
Strong Specific, detailed, results-oriented
AI for Human Resources

Protect candidate privacy

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  • Handle candidate information with care

  • Never include names or contact info in prompts

  • Avoid demographic or identity details

  • Use anonymized or placeholder data

AI for Human Resources

Let's practice!

AI for Human Resources

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