Mastering Behavioural and Competency-Based Interviewing

Course Category : Strategy

A specialised programme that develops the ability to design and conduct behavioural and competency-based interviews for more accurate and fair hiring decisions.
Duration: 5 Days
Level: Intermediate to Advanced

Introduction

Modern hiring environments require more than traditional interviews to predict job performance and evaluate candidate alignment with organisational expectations. Leading organisations use behavioural and competency-based interviewing as structured methods that connect role requirements, past behaviour, and future performance indicators. This course provides a professional framework for designing questions, managing interview dialogue, analysing responses, reducing bias, and documenting selection decisions using objective standards that enhance recruitment quality and support sustainable organisational performance.

Targeted Audience

Human Resources Managers
Recruitment and Talent Acquisition Specialists
Department Managers Involved in Interviews
Competency Assessment Professionals
Organisational Development Officers
HR Consultants
Selection and Hiring Panel Members

Targeted Skills

Designing effective behavioural interview questions
Structuring competency-based interviews
Analysing candidate responses using the STAR method
Reducing bias in hiring decisions
Linking competencies to job requirements
Objectively documenting and evaluating interview outcomes

Expected Outcomes

Understand the methodological differences between traditional, behavioural, and competency-based interviews.
Design interview questions linked to core and functional competencies.
Use structured scoring models to analyse candidate responses.
Apply practical methods to reduce bias and improve fairness in selection.
Conduct interviews professionally while maintaining consistency and objectivity.
Prepare evidence-based hiring recommendations using behavioural indicators.

Training Topics Index

Concept of behavioural interviewing and its role in performance prediction
Differences between general questions and behaviour-based questions
Relationship between competencies and job requirements
Behavioural performance indicators in selection decisions

Identifying core, technical, and leadership competencies
Linking competencies to job descriptions and role requirements
Defining observable behavioural indicators
Preparing a competency-based interview matrix

Developing questions based on past situations and experiences
Using the STAR method to analyse responses
Distinguishing general answers from behavioural evidence
Building probing questions to obtain deeper information

Managing interview opening and time structure
Listening skills and control of interview flow
Common biases in candidate evaluation
Applying fairness and consistency standards across candidates

Designing scoring forms and rating standards
Documenting behavioural evidence during the interview
Comparing candidates using objective criteria
Preparing professionally defensible selection recommendations

Course Features

Updated and Interactive Content
Hypothetical Examples and Case Studies
Pre- and Post-assessments to Measure Impact
Verified Certificate with a QR Verification Code

Mastering Behavioural and Competency-Based Interviewing