git:20260810.7f5bb69 to git:20260813.1929665

12 added, 2 removed. Audit A to A.

---

name: interview-id

- description: Create structured candidate assessment scorecards and competency interviews tailored for Indonesian workplaces.

- argument-hint: "<candidate_role> <job_specifications>"

+ description: "Create structured candidate assessment scorecards and competency interviews tailored for Indonesian workplaces."

+ argument-hint: <candidate_role> <job_specifications>

risk_level: LOW

rule_type: internal-policy

+ quality_tier: source-verified

+ allowed-tools: bash

+ capability:

+ requires: [<candidate_role> <job_specifications>]

+ produces: [payoutAmount, statutoryEntitlements, complianceStatus]

+ deterministic: true

+ cross_domain_relevance:

+ tax: high

+ finance: high

+ legal: high

---

# Competency & Culture Fit Interview Scorecard

Builds structured interview rubrics checking technical skills and workplace cultural alignment (*Integrity, Gotong Royong (Mutual Cooperation), Resilience*).

## Evaluation Metrics (Scale 1-5)

1. **Technical Mastery**: Direct role-based problem-solving capability.

2. **Work Ethic & Integrity**: Honesty in reporting and adherence to company NDA/IP policies.

3. **Collaboration & Teamwork**: Ability to handle interpersonal conflicts and cross-departmental coordination.

4. **Adaptability**: Resilience during operational pivots.

## Scorecard Rules

* Each metric is scored 1-5 using **real behavioral examples (STAR)** — not general impressions; structured interviews over impressionistic judgment.

* Scale anchors: 1 = no evidence, 3 = partial/situational evidence, 5 = repeated & consistent evidence.

* Two separate interviewers score independently → compare and discuss any delta greater than 1 point before finalizing.

* Avoid illegal questions: marital status, religion, ethnicity, pregnancy (UU 13/2003 & non-discrimination) — replace them with competency-based questions.

## Scope & Safety

* **Use for**: screening, panel interviews, promotion assessments.

* **Do not use for**: ongoing performance appraisal (use a separate performance framework), or employment termination (PHK) decisions based on interviews alone.

* **Data privacy**: interview records are personal data — store with restricted access; delete failed candidates' records per policy (UU PDP No. 27/2022).

## Worked Example

Input: `role: "Admin E-commerce" / specs: ["order management", "CS handling", "basic excel"]`

Scorecard: Technical (3.5: e.g., track record of managing 200 orders/day during the pandemic), Integrity (4: honestly reported stock discrepancies), Collaboration (3: CS-logistics conflicts handled via regular meetings), Adaptability (4: completed the migration to a new system within 1 month). Average 3.6 → panel comparison → decision. STAR question: *"Tell me about a time you entered an order incorrectly — what did you do?"*