Inspired by yesterday’s post about AI software replacing human interviewers to assess things like empathy, likability, and coachability, I asked Claude how it would assess a candidate on those attributes. Its answers, at the bottom of the post, aren’t bad, although they’re not earth-shaking.
AI is a great thought partner, but dangerous as a substitute for thinking.
This answer is a good beginning if you are preparing for an interview, and you’re worried about how you might demonstrate attributes like likability or coachability. To take it further, here are the prompts I’d recommend:
First, I’d ask the AI to prepare interview questions and a scoring rubric, designed to have multiple interviewers create consistent feedback for a hiring committee, and give candidates a structured and replicable experience. I’d specify the 5 or 6 most important characteristics, including likability and coachability, that I want in a candidate, and seek questions designed to evoke those characteristics.
With that rubric in place, I’d record my authentic answers to the interview questions. I’d share the rubric and my answers, and prompt for suggestions about how I might revise my answers, by adding details, adjusting my phrasing, or asking clarifying questions, in order to earn a top rating for the characteristics the question is measuring.
Never forget this step: I would critically evaluate its suggestions through my gut and my truth filter. Is this fair advice? Can I figure out a way to amend my answers along the lines suggested and still be myself? AI is a good co-editor, but it cannot be the author of your story.
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Here’s how Claude would create a panel of interviews to assess whether you are likable and coachable.
For likability, we’re essentially evaluating interpersonal skills and how well someone builds rapport and relationships. For coachability, we’re looking at self-awareness, openness to feedback, and growth mindset.
Here’s how I’d structure the four interviews:
Interview 1 – Past Experiences & Self-Awareness
- Ask about a significant piece of feedback they received and how they handled it
- Request an example of when they had to change their approach to something
- Explore a conflict situation and how they managed relationships through it
- Note their self-reflection abilities and how they talk about others
Interview 2 – Learning & Growth
- Discuss their learning style and how they prefer to receive guidance
- Ask about a skill they recently developed and their process
- Explore what they look for in a mentor or coach
- Observe how they respond to gentle pushback or clarifying questions
Interview 3 – Team Dynamics
- Have them describe their ideal team environment
- Ask about experiences adapting their communication style for different colleagues
- Discuss how they’ve helped others succeed
- Watch for active listening skills and conversational give-and-take
Interview 4 – Situational Scenarios
- Present hypothetical challenging feedback situations
- Explore how they’d handle team disagreements
- Ask about their approach to building relationships with new team members
- Observe their ability to stay positive while discussing difficulties
Throughout all interviews, I’d pay attention to:
- How easily they build rapport with different interviewers
- Their ability to read social cues and adjust accordingly
- Whether they take ownership of mistakes or tend to blame others
- How they frame challenges and learning opportunities
- Their curiosity and question-asking behavior
- Non-verbal cues like eye contact, smile, and engagement level
