# Create a candidate screening and interview kit

> Turn a role need into structured screening questions, interview scorecards, scheduling, and candidate summaries.

- Canonical: https://gptnavi.com/workflows/candidate-screening-to-interview-kit
- Category: Operations
- Difficulty: Intermediate
- Setup time: 2 hours
- Estimated time saved: 4-10 hours
- Last materially updated: 2026-08-24
- Best for: Founders, Hiring managers, Recruiters, Small teams
- Tools: Typeform, Airtable, ChatGPT, Calendly, Notion

## Quick answer

This workflow helps small teams hire more consistently by separating role criteria, screening signals, interview notes, and decision evidence.

## When to use it

- First hires
- Freelancer screening
- Agency recruiting
- Interview standardization

## Steps

1. **Define role outcomes** — Write the outcomes the hire must deliver in the first 30, 60, and 90 days. Tool: Notion. Expected output: A role outcome brief.
2. **Build the screen** — Create a short form with deal-breakers, work samples, availability, compensation range, and context questions. Tool: Typeform. Expected output: A candidate screen form.
3. **Score consistently** — Store candidates in a table with required criteria, evidence notes, stage, and next action. Tool: Airtable. Expected output: A candidate pipeline.
4. **Generate interview kits** — Create role-specific questions, scorecards, and red-flag checks from the outcome brief. Tool: ChatGPT. Expected output: Interview kits.
5. **Schedule and summarize** — Book interviews and summarize notes into a decision memo after each conversation. Tool: Calendly. Expected output: Scheduled interviews and memos.

## Prompt templates

### Interview kit

Create an interview kit for this role. Include outcome criteria, screening questions, structured interview questions, scorecard, work sample idea, red flags, and decision memo template. Role: [paste]

### Candidate decision memo

Turn these interview notes into a candidate decision memo. Include strengths, risks, evidence, scorecard, open questions, and recommendation. Notes: [paste]

## Common mistakes

- Screening for vibes instead of outcomes
- Changing criteria mid-process
- Letting AI make final hiring decisions without human review

## Related workflows

- https://gptnavi.com/workflows/meeting-notes-to-action-items
- https://gptnavi.com/workflows/company-knowledge-to-onboarding-course
- https://gptnavi.com/workflows/screen-recordings-to-sops-and-training-docs