Behavioral & Competency – Based Interviewing Skills

Introduction

Before carrying out an interview, it is crucial for the hiring manager or interviewer to know clearly the competencies required for the position. By matching the required competencies to the candidate’s character, the chances of getting the right hire will increase. Observing the character of a candidate and using the right questions will also help narrow down the screening process. This course will equip participants with the knowledge and skills of carrying out a behavioural-based interview.

Learning Outcomes / Benefits

After this training workshop, participants will be able to:

• Apply behavioral and competency-based interviewing techniques to predict job performance.
• Structure interviews using competencies, STAR method, and scoring guides.
• Reduce bias and improve objectivity in hiring decisions.
• Conduct consistent, fair, and legally defensible interviews.

Key Content

Module 1: Opening & alignment

• Programme overview & expectations
• Interviewing challenges faced by participants
• Link between poor hiring decisions & business impact
• Outcome: Participants understand why structured interviewing matters.

Module 2: Understanding competencies

• What are competencies? (Knowledge, Skills, Behaviours)
• Core vs Functional vs Leadership competencies
• Aligning competencies to role requirements
• Activity: Group exercise – Identify key competencies for a sample role
• Outcome: Participants can identify and define job-relevant competencies.

Module 3: Behavioral interviewing principles

• Why past behaviour predicts future performance
• Traditional vs behavioral interviewing
• Common interviewer mistakes & biases
• Activity: Interview video critique / role-play observation
• Outcome: Participants recognise effective vs ineffective interview behaviours.

Module 4: STAR technique for interviewing

• STAR explained (Situation, Task, Action, Result)
• Probing beyond rehearsed answers
• Follow-up questioning techniques
• Activity: Practice crafting STAR-based questions
• Outcome: Participants can design effective behavioral interview questions.

Module 5: Question design & interview structure

• Competency-based question banks
• Structuring interviews for consistency
• Panel vs individual interviews
• Activity: Design a structured interview guide for a real role
• Outcome: Participants can create a structured interview flow.

Module 6: Interviewer bias & fair hiring

• Unconscious bias in interviews
• Halo, horn, similarity & confirmation bias
• Fair, inclusive, and defensible hiring practices
• Activity: Bias awareness scenarios
• Outcome: Participants increase objectivity and fairness in interviews.

Module 7: Interview scoring & evaluation

• Behavioural indicators & rating scales
• Evidence-based assessment
• Documenting interview decisions
• Activity: Score sample candidate responses using a rating guide
• Outcome: Participants can evaluate candidates consistently.

Module 8: Mock interview practice (High Impact)

• End-to-end mock interviews
• Interviewer, candidate & observer roles
• Facilitated feedback & coaching
• Outcome: Participants gain confidence conducting real interviews.

Module 9: Making the hiring decision

• Comparing candidates objectively
• Avoiding “gut feel” decisions
• Integrating interview data with other assessments
• Outcome: Participants make better, defensible hiring decisions.

Action planning & programme close

• Personal action plan
• Application to current hiring needs
• Programme evaluation

Target Audience

Hiring Managers, People Managers, HR Business Partners, Talent Acquisition Professionals.

Methodology

• Experiential Learning
• Role Play and Case Study
• Table Discussion
• Reflective Journaling