Behavioral Interviewing Course

Lesson 1 • Legal and Ethical Foundations

Covers equal-opportunity principles and bias-avoidance obligations in hiring. Ensures learners apply the methodology within ethical and regulatory boundaries.

Lesson 2 • Key Roles in the Interview Process

Identifies responsibilities of interviewers, candidates, and hiring managers. Clarifies accountability structures that support fair, effective interviews.

Lesson 3 • The Science Behind Past Behaviour

Explains why past behaviour predicts future performance using psychological research. Grounds the methodology in evidence-based practice.

Lesson 1 • Building a Competency Model

Guides learners through structuring a competency framework with defined behavioural anchors. Produces a reusable model that drives question and rubric design.

Lesson 2 • Mapping Competencies to Interview Structure

Aligns each competency to specific interview questions and evaluators. Ensures full coverage without redundancy across the interview panel.

Lesson 3 • Conducting a Job Analysis

Teaches methods for identifying critical tasks and required behaviours for a role. Connects job data directly to competency selection.

Lesson 1 • Anatomy of a Behavioural Question

Breaks down the structure of a well-formed behavioural question and its components. Establishes the template learners use throughout question writing.

Lesson 2 • Avoiding Weak and Biased Questions

Identifies question patterns that produce unreliable or legally risky responses. Teaches revision techniques to strengthen question quality.

Lesson 3 • Sequencing and Organising the Question Set

Arranges questions to build rapport, then probe depth across competencies. Produces a structured interview guide ready for use.

Lesson 1 • STAR Model Components

Defines Situation, Task, Action, and Result with concrete examples for each element. Gives learners a shared reference for evaluating response quality.

Lesson 2 • Handling Incomplete or Vague Answers

Provides strategies for recognising and responding to partial or hypothetical answers. Equips interviewers to redirect without leading the candidate.

Lesson 3 • STAR Variations and Extensions

Introduces STAR-L and other extended models that add reflection or learning components. Expands evaluative range for senior or complex roles.

Lesson 1 • Purpose and Principles of Probing

Explains why probing is essential and what distinguishes effective probes from leading questions. Establishes the ethical and methodological rules for follow-up.

Lesson 2 • Types of Probing Questions

Categorises probes by function: clarifying, elaborating, and verifying. Gives learners a toolkit for addressing any gap in a STAR response.

Lesson 3 • Managing Difficult Response Patterns

Addresses candidates who over-share, deflect, or give team-only answers. Provides scripted techniques to refocus without damaging rapport.

Lesson 1 • Effective Note-Taking Strategies

Teaches shorthand, keyword, and structured note formats suited to behavioural interviews. Ensures notes are complete enough to support post-interview scoring.

Lesson 2 • Active Listening in Interviews

Defines active listening behaviours and their impact on data capture and candidate experience. Establishes the attentional discipline required for accurate evaluation.

Lesson 3 • Reviewing and Organising Notes Post-Interview

Guides learners through converting raw notes into organised behavioural evidence. Prepares notes for use in the scoring and calibration process.

Lesson 1 • Cognitive Biases in Hiring

Catalogues the most impactful biases—affinity, confirmation, and attribution—with interview-specific examples. Builds self-awareness as the first step toward mitigation.

Lesson 2 • Inclusive Language and Question Design

Reviews question and communication practices that create equitable conditions for all candidates. Extends bias mitigation from process to language.

Lesson 3 • Monitoring and Improving Equity Over Time

Establishes metrics and review cycles to detect and correct disparate outcomes in hiring data. Moves bias mitigation from one-time training to ongoing practice.

Lesson 1 • Making and Documenting Hiring Decisions

Translates calibrated scores into a final hiring recommendation with documented rationale. Ensures decisions are auditable and aligned with organisational standards.

Lesson 2 • Panel Calibration Sessions

Facilitates structured discussions among interviewers to align scores and resolve discrepancies. Reduces bias and improves decision consistency across the panel.

Lesson 3 • Designing Behavioural Scoring Rubrics

Builds rating scales anchored to behavioural evidence for each competency. Produces rubrics that reduce subjectivity and support inter-rater reliability.