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test/skills/interview-designer/references/design_rationale.md
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Expert Critique: Interview Designer Skill

Simulated Review Panel:

  • Geoff Smart (Author of "Who", Topgrading methodology)
  • Lou Adler (Founder of Performance-based Hiring)
  • Daniel Kahneman (Nobel Laureate, Behavioral Economics, Decision Noise Research)

1. Geoff Smart's Perspective: Only "Autopsy," No "Definition"

  • Comment: "The starting point of this design is good (Forensic investigation), which aligns well with Topgrading's spirit—digging for truth. However, you made a fatal error: the sequence is reversed."
  • Critique:
    • The current flow is Resume Scan → Scorecard. This is reactive. You're setting standards based on the candidate's resume, which is the trap of "creating positions around people."
    • The A Method's first step is always Scorecard—before looking at any resume, you must define the role's mission (Mission), outcomes (Outcomes), and competencies (Competencies).
    • Risk: Without an independent Scorecard first, your "investigation" becomes "nitpicking," not "validation of fit." You might prove they lied, but not that they can deliver.
  • Recommendation: Mandate Step 0 as "Define Success", not "Scan Resume".

2. Lou Adler's Perspective: Overemphasis on "Past," Neglecting "Future"

  • Comment: "I see you're very enthusiastic about uncovering resume 'inflation.' That's interesting, but can someone perform the job just because their resume is perfect?"
  • Critique:
    • Current Torpedo Questions mainly expose past lies.
    • Performance-based Hiring believes the best prediction is having candidates solve future problems.
    • Gap: Lacks Project-based Problem Solving. Beyond asking "how did you coordinate in the past," also ask "this is our new project, if you were responsible, what would you do in the first week?"
  • Recommendation: Add "Future Performance Simulation" section.

3. Daniel Kahneman's Perspective: Breeding Ground for Confirmation Bias

  • Comment: "You're calling this skill 'Forensic' and throwing 'torpedoes.' This plants very strong negative priming in the interviewer's mind."
  • Critique:
    • Once an interviewer enters the room with "this person might be lying" colored glasses, they'll unconsciously seek evidence to confirm this (Confirmation Bias), while ignoring the candidate's genuine highlights.
    • This is the source of Noise.
  • Recommendation: Balance the mindset. Change "Torpedo" to "Evidence Stress Test", and explicitly require seeking "Green Signals" simultaneously, not just red flags.

4. Comprehensive Optimization Recommendations (Action Plan)

  1. Architecture Adjustment (Re-order):
    • Step 1: Define Scorecard (based on JD/business pain points, independent of resume)
    • Step 2: Resume Forensic (scan resume gaps based on Scorecard)
  2. Content Enhancement (Add Future Focus):
    • Add Problem Solving Case generation logic.
  3. Tone Correction (Neutrality):
    • Maintain sharpness, but remove "presumption of guilt" undertones. Goal is Truth-seeking, not Witch-hunting.