Problem Statement
Hiring managers need relevant, targeted behavioral interview questions for complex roles, but creating these questions from scratch is typically difficult and time-consuming.
Description
Supported AI tools can help hiring teams design more structured, skill-based interviews by turning the job description’s required qualifications and competencies into behavioral interview questions. By using the role’s key responsibilities, needed skills, and success measures as inputs, AI can draft aligned question sets that prompt candidates to demonstrate relevant experience through specific examples (e.g., “Tell me about a time when…”), along with suggested follow-up probes and note-taking rubrics.
Used thoughtfully, this approach can:
- Improve alignment between the job posting, screening criteria, and interview questions
- Increase consistency across interviewers and reduce ad hoc questioning
- Focus evaluation on job-related skills and observable behaviors
- Support fairer comparisons by using common questions and defined criteria
Hiring managers and HR remain responsible for final selection of questions and evaluation criteria, ensuring they are appropriate, non-discriminatory, and consistent with U‑M hiring practices and guidelines. AI should be used to draft and organize materials—not to assess candidates or make hiring decisions.
Learn More
Creating Behavioral-Based Interview Questions with AI
Contact
Email UHR Generative AI Governance for more information or assistance in any AI in HR needs.