git:20260810.8414308 to git:20260810.7f5bb69

10 added, 10 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>"

risk_level: LOW

rule_type: internal-policy

---

# Competency & Culture Fit Interview Scorecard

- Builds structured interview rubrics checking technical skills and workplace cultural alignment (*Integritas, Gotong Royong, Resiliensi*).

+ 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

- * Tiap metrik dinilai 1-5 dengan **contoh perilaku nyata (STAR)** — bukan kesan umum; wawancara terstruktur > impressionistic.

- * Anchor skala: 1 = tidak ada bukti, 3 = bukti parsial/situasional, 5 = bukti berulang & konsisten.

- * 2 interviewer terpisah menilai sendiri → bandingkan & diskusikan delta >1 poin sebelum final.

- * Hindari pertanyaan ilegal: status pernikahan, agama, suku, kehamilan (UU 13/2003 & non-diskriminasi) — ganti dengan kompetensi.

+ * 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 interview, promotion assessment.

- * **Do not use for**: penilaian kinerja berjalan (pakai framework kinerja terpisah), atau keputusan PHK berbasis wawancara saja.

- * **Data privacy**: catatan wawancara = data pribadi — simpan terbatas, hapus kandidat gagal sesuai kebijakan (UU PDP No. 27/2022).

+ * **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", "excel dasar"]`

- Scorecard: Technical (3.5: contoh riwayat kelola 200 order/hari saat pandemi), Integritas (4: jujur lapor selisih stok), Kolaborasi (3: konflik CS-logistik ditangani via meeting rutin), Adaptability (4: pindah sistem baru 1 bulan selesai). Rerata 3.6 → banding panel → keputusan. Pertanyaan STAR: *"Ceritakan saat Anda salah input pesanan — apa yang Anda lakukan?"*

+ 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?"*