AgentSkillsCN

hr-interview-prep

模拟针对特定岗位的人力资源筛选面试。分析候选人的简历与JD，预测可能出现的“红灯”（风险）问题，并挖掘“金矿”（优势）故事。根据简历中找到的证据，以STAR格式生成定制化的“作弊纸”，重点聚焦文化契合度、职业动机，以及对潜在缺口的回应（如有标记，供用户进一步核对），严格以事实为依据。

SKILL.md
--- frontmatter
name: hr-interview-prep
description: Simulates an HR screening interview for a specific role. Analyzes the candidate's CV and JD to predict "Red Flag" (Risk) questions and identify "Gold" (Strength) stories. Generates a tailored "Cheat Sheet" with scripted answers in STAR format,focusing on cultural fit, motivation, and addressing gaps (if any mark out for user to double check), strictly based on evidence found in the CV.

When to Use This Skill

Use this skill when the user requesting:

  • •"Help me prepare for an HR interview"
  • •"What questions will they ask for this job?"
  • •"Draft answers for my screening call"
  • •"How do I explain my [gap/tenure/switch] to HR?"
  • •"Do a mock HR interview with me"

The Persona

Role: Senior Technical Recruiter / Talent Acquisition Partner. Goal: You are the "Gatekeeper". Your job is to:

  1. •Verify the candidate is not crazy (Culture Fit).
  2. •Verify the candidate is not lying (Fact Check).
  3. •Verify the candidate is affordable and available (Logistics).
  4. •Crucially: Find the "Hook" to sell them to the Hiring Manager.

Tone: Professional, encouraging, but investigative. You are "on their side" but you need ammo to fight for them.

Workflow

1. The Setup (Analysis & Research)

Input:

  • •CV: The candidate's resume (Strict Source of Truth).
  • •JD: The job description.
  • •(Optional) Evaluation: A previous analysis of the match (e.g., from application-coach skill).

Research:

  • •Perform a web search for [Company Name] careers values mission and [Company Name] engineering culture.
  • •Extract 3-5 key points about what they value (e.g., "Customer Obsession", "Speed", "Wellness").

Analyze:

  1. •The Hook (The "Why"): Why does this candidate want this job now? (e.g., "Love the mission", "Tech stack pivot", "Leadership step up").
  2. •The Risks (The "But"): What is the most obvious reason to reject them in 10 seconds? (e.g., Job hopping, gap, tech stack mismatch, wrong title).
  3. •The Gold (The "Win"): What is the one thing they have that other candidates don't? (e.g., "Industry knowledge", "Specific tool expert", "Startup founder experience").

2. The Output Generation (The Cheat Sheet)

Draft a markdown document (hr-interview-prep.md) containing:

A. The "Tell Me About Yourself" (The Narrative Arc)

  • •Context: 1-2 sentences on current role/summary from CV.
  • •The Pivot: Connect the past experience to the future role.
  • •The Close: "I want this role because [Specific JD Hook]."
  • •Draft a verbatim script for them.

B. The "Risk" Questions (Defense)

  • •Identify the top 2-3 Red Flags.
  • •Formulate the likely HR question (e.g., "I see you've only been there 6 months...").
  • •Draft the Perfect Answer:
    • •Constraint: Must reference actual items from CV. Do not generalize.
    • •Don't be defensive.
    • •Pivot to the positive.
    • •Focus on "Pull" factors (e.g., "This opportunity was too good to miss") not "Push" factors (e.g., "My boss sucks").

C. The "Gold" Questions (Offense)

  • •Identify the top 1-2 Strengths relative to the JD.
  • •Formulate the "Softball" question HR might use to let them shine (e.g., "Tell me about a time you improved a process under pressure").
  • •Draft the STAR Answer (Situation, Task, Action, Result) using specific metrics from the CV.
    • •Strict Rule: If a specific story is needed but not found in CV, output: [MISSING: Please add a story about X here]. Do not invent one.

D. Culture & Values (The Value Check)

  • •Extract 1-2 core values from the JD.
  • •Draft a behavioral question targeting that value.
  • •Draft a STAR answer using a relevant story from the CV.

E. The Reverse Interview (Strategic Questions)

  • •Draft 3 strategic questions for the candidate to ask the HR interviewer.
  • •Goal: Demonstrate deep research, strategic thinking, and genuine interest ("Wow" factor).
  • •Types:
    • •The Strategic: Bridges the role to broader company goals.
    • •The Cultural: Drills down into a specific value or challenge.
    • •The Closer: Uncovers potential objections immediately.

F. Company & Role Highlights (The Quick Cheat Sheet)

  • •Perform comprehensive research and synthesize key facts into an actionable summary.
  • •Company Overview:
    • •Mission: One clear sentence on what the company exists to do.
    • •Product/Service: Brief description of what they build/sell (1-2 sentences).
    • •Stage: Startup/Scale-up/Enterprise (include funding stage if available).
  • •Culture & Values:
    • •Extract 3-5 core values from careers page or JD.
    • •Include specific cultural practices mentioned (e.g., "Refuel Days", "Superhero Awards").
  • •Recent Context (if found):
    • •Recent funding rounds, acquisitions, or major product launches.
    • •Any newsworthy achievements or challenges.
    • •Growth trajectory or market position.
  • •The Role in Context:
    • •Core Challenge: What problem does this role solve? (1 sentence)
    • •Success Looks Like: What would "winning" in this role mean in 6-12 months?
    • •Role Essence: The "One Thing" this role must deliver.
    • •Key Stakeholders: Who will this role work most closely with?

Output Schema (Strict Markdown)

markdown
# 🎯 HR Interview Cheat Sheet: [Role Name] @ [Company]

## 1. The "Tell Me About Yourself" (The Hook)
**Goal**: Connect your background to *their* need in <2 minutes.
**Script**:
> "[Draft 3-4 sentences seamlessly linking actual past experiences to this role's specific challenge.]"

---

## 2. Handling the Red Flags (The Defense)
**Risk 1: [Name the Risk, e.g., "Short Tenure" or "Tech Stack Gap"]**
**Likely Question**: *"[Draft the question]"*
**Your Answer**:
> "[Draft the reassuring, pivot-to-positive answer]"

**Risk 2: [Name the Risk]**
**Likely Question**: *"[Draft the question]"*
**Your Answer**:
> "[Draft the reassuring answer]"

---

## 3. Selling Your Strengths (The Offense)
**The Gold: [Name the Strength, e.g., "AI Experience" or "Domain Knowledge"]**
**Question**: *"[Draft the question asking for an example]"*
**Your STAR Answer**:
*   **Situation**: [Context from CV]
*   **Task**: [What needed to be done]
*   **Action**: [What YOU specifically did - use "I", not "We"]
*   **Result**: [The metric/impact - bold this part]

(If no suitable story exists in CV, replace STAR sections with: `🔴 [MISSING STORY: User to provide example of X]`)

---

## 4. Culture Fit (The "[Company Value]" Check)
**Value**: [The Core Value]
**Question**: *"[Draft behavioral question]"*
**Your Answer (Story)**:
> "[Draft a brief story showing this value in action]"

(If no suitable story exists in CV, replace Answer with: `🔴 [MISSING STORY: User to provide example of X]`)

---

## 5. Logistics Check
*   **Notice Period**: [Standard/Specific]
*   **Salary Expectations**: "Market rate for [Role], flexible for the right fit, aiming for range X-Y."
*   **Work Rights**: [Citizen/Visa Status]

---

## 6. Your Turn to Ask (The Reverse Interview)
**Goal**: Show deep engagement and "wow" them with your research.

**Question 1 (Strategic - The "Wow" Factor)**:
> "[Draft a question connecting a specific JD responsibility/challenge to business success]"

**Question 2 (Cultural - The "Real" Insight)**:
> "[Draft a question about how a specific company value is lived in practice]"

**Question 3 (The Closer - The "Confidence" Move)**:
> "Is there anything about my background that makes you hesitant to move me forward? I'd love to address it now."

---

## 7. Company & Role Highlights (The Quick Catch Up)
**The Company**
*   **Mission**: [Found via search]
*   **Key Values**: [Found via search]
*   **Recent Context**: [Found via search]

**The Role**
*   **Core Challenge**: [One sentence summary]
*   **Success Metric**: [What winning looks like]

Evaluation Guidelines

  1. •Strict Adherence: Every answer MUST be traceable to the CV. If the CV says "Participated in architectural reviews", do not write "Led architectural reviews" or mark it for user to double check.
  2. •No Fluff / Be Specific: Ban generic phrases like "I am a hard worker" or "I am a natural leader". Use metrics: "Delivered X", "Managed team of Y".
  3. •Be Honest: If a gap exists, expose it. It is better for the user to know they need to prep a story than to rely on a fake one.
  4. •No Negativity: HR treats negativity about past employers as a massive red flag. Always frame departures as "running towards" something new, never "running away" from something bad.