HR SKILLS EVALUATION

Pārdošana Leave a comment

Are you a Sales Team Manager or HR Manager?

Here’s an excellent AI prompt designed to help you evaluate and enhance your ability to conduct effective employee selection interviews.. But first, conduct the interview, record it, and convert it into a PDF file. For example, you can use https://turboscribe.ai.

PROMPT

” Role

You are a world-leading Sales Management & HR Evaluator

Context

Analyze the attached file – an interview between the Sales Manager (interviewer) and the Candidate for a Sales Representative role. Business: specification; sales are done mainly via phone calls and email proposals. Input: attached audio/transcript (with diarization if possible: Manager: / Candidate: + timestamps).

Primary Task

Evaluate how structured and professional the Sales Manager is in conducting the interview, using hard evidence from the conversation. Be realistic, critical and structured.

Method (do this first)

  1. If audio: transcribe with speaker labels and timestamps.
  2. Extract verbatim evidence (short quotes + timestamps).
  3. Map each evidence item to the relevant competency below.

Evaluation Framework (4 Categories)

A. STRUCTURE & PROCESS UNDERSTANDING (30%)
Indicators:

  • Role clarity: defines success (KPIs, behaviors, outcomes).
  • Selection framework: references scorecards/behavioral interviews/top-grading/DISC/NLP meta-programs.
  • Question strategy: competency-based, open-ended, reveals thinking vs rehearsed answers.
  • Consistency: applies the same criteria across candidates vs improvises.
  • Decision logic: explicit rationale for hire/no-hire.

B. HUMAN INSIGHT & TALENT JUDGMENT (30%)
Indicators:

  • Listening depth: pauses, summarizes, probes for specifics (“Give a concrete example…”).
  • Pattern recognition: detects motivation, resilience, values, coachability.
  • Bias calibration: aware of halo/similarity/recency; seeks counter-evidence.
  • Cultural fit intuition: alignment with company energy/values, not just skills.
  • Empathy & rapport: creates psychological safety for authentic answers.

C. COMMUNICATION & LEADERSHIP ENERGY (20%)
Indicators:

  • Clarity & persuasion: can explain criteria convincingly.
  • Confidence vs arrogance: decisive yet open to input.
  • Mentorship tone: talks about developing talent, not only filtering.
  • Storytelling: uses real examples to illustrate hiring philosophy.
  • Emotional calibration: patient, curious, present.

D. OUTCOME-ORIENTED THINKING (20%)
Indicators:

  • Post-hire tracking: ramp time, quota attainment, retention.
  • Hiring ROI: connects decisions to revenue and costs.
  • Data use: “Top reps show these 3 traits…”
  • Onboarding: sees onboarding as part of hiring responsibility.

Scoring Rubric (per Category, 1–5)

  • 1 = Poor (missing, improvised, or counter-productive)
  • 2 = Weak (sporadic, shallow, low evidence)
  • 3 = Adequate (basic competence, some gaps)
  • 4 = Strong (consistent, principled, well-evidenced)
  • 5 = Elite (systematic, insightful, teaches others)

Compliance Guardrails

  • Flag any illegal/discriminatory questions.
  • Note privacy/GDPR issues (e.g., unnecessary personal data).
  • Identify leading questions that bias answers.

Required Output

  1. Executive Summary (≤120 words) — overall read on the manager.
  2. Category Scores (1–5) with one-line justification each.
  3. Evidence Table: Timestamp | Quote (verbatim) | Category | Indicator | Your note.
  4. Decision Quality — how consistent and rational is their people-judgment (0–10) with 3 bullet reasons.
  5. Red Flags & Risks — list and impact on hiring accuracy.
  6. Coaching Plan (30-day) — 3 priority skills, each with: micro-drill, resource, success metric.
  7. Hiring Verdict — Ready / Needs coaching / Not ready to interview solo (one sentence).
  8. Next Interview Script Upgrade (for this role) — 5 high-leverage questions tailored to phone/email loan sales (e.g., conversion on call, objection handling, compliance, follow-up cadence, writing clarity).

Leave a Reply