Competency-Based Interviewing Course

Lesson 1 • What Is Competency-Based Interviewing

Defines competency-based interviewing and contrasts it with unstructured approaches. Grounds learners in core terminology before any technique is introduced.

Lesson 2 • Legal and Ethical Foundations

Covers equal-opportunity principles and anti-discrimination obligations that govern interviewing. Establishes the ethical baseline all subsequent techniques must respect.

Lesson 3 • Core Competency Frameworks Overview

Surveys widely used competency frameworks and explains how organisations select or build their own. Prepares learners to map competencies to job roles in later chapters.

Lesson 1 • Building a Competency Profile Document

Guides learners through assembling a formal competency profile for a target role. Produces the reference document used throughout question design and scoring.

Lesson 2 • Prioritising and Weighting Competencies

Teaches methods for ranking competencies by criticality and frequency. Ensures interview time is allocated to the most predictive success factors.

Lesson 3 • Translating Job Data into Competencies

Converts raw job analysis data into clearly defined, observable competencies. Links each competency to specific on-the-job behaviours for measurability.

Lesson 1 • Building and Managing a Question Bank

Covers organisation, storage, and governance of a reusable question library. Ensures question quality is maintained and updated as roles evolve.

Lesson 2 • Writing Questions for Each Competency

Applies question-writing principles to produce multiple questions per competency. Builds a diverse question bank that reduces candidate preparation gaming.

Lesson 3 • The STAR Response Framework

Introduces the Situation-Task-Action-Result model as the expected response structure. Teaches interviewers to design questions that naturally prompt STAR-formatted answers.

Lesson 4 • Situational and Hybrid Question Design

Extends the toolkit to situational questions for roles with limited candidate experience. Combines behavioural and situational formats for comprehensive competency coverage.

Lesson 1 • Screening and Shortlisting Candidates

Establishes criteria-based screening methods that align with the competency profile. Reduces bias in early-stage filtering before the structured interview begins.

Lesson 2 • Coordinating Panels and Interviewers

Covers role assignment, briefing, and calibration of interview panel members. Prevents overlap and ensures each competency is assessed by the most qualified evaluator.

Lesson 3 • Designing the Interview Guide

Builds a standardised interview guide that sequences questions and allocates time per competency. Ensures all interviewers follow an identical structure for comparability.

Lesson 1 • Closing the Interview Professionally

Guides interviewers through candidate questions, next-steps communication, and formal closing. A consistent close protects the candidate experience and organisational brand.

Lesson 2 • Probing for Complete STAR Responses

Develops skill in using follow-up probes to surface missing STAR components. Probing ensures depth of evidence without leading or coaching the candidate.

Lesson 3 • Effective Questioning Techniques

Teaches delivery of behavioural questions with neutral tone and precise language. Consistent questioning technique is the foundation of comparable candidate data.

Lesson 4 • Opening and Setting the Stage

Covers rapport-building, agenda-setting, and explaining the interview format to candidates. A strong opening reduces candidate anxiety and improves response quality.

Lesson 1 • Aggregating Scores Across Competencies

Covers methods for combining individual competency scores into an overall candidate rating. Applies the weighting decisions made during competency profiling to final evaluation.

Lesson 2 • Developing Behaviourally Anchored Rating Scales

Teaches construction of BARS with specific behavioural examples at each performance level. Anchored scales dramatically reduce rater subjectivity and improve inter-rater reliability.

Lesson 3 • Recognising and Mitigating Rater Bias

Identifies common cognitive biases that distort interview scores and teaches mitigation strategies. Bias awareness is essential for equitable and legally defensible hiring decisions.

Lesson 1 • Communicating Decisions to Candidates

Covers offer communication, rejection messaging, and feedback delivery to candidates. Consistent, respectful communication protects employer brand and reduces legal exposure.

Lesson 2 • Comparing Evidence Across Panel Members

Teaches techniques for surfacing and reconciling score differences among interviewers. Focuses discussion on behavioural evidence rather than impressions or gut feelings.

Lesson 3 • Structuring the Debrief Meeting

Defines the agenda, roles, and ground rules for a productive post-interview debrief. Structure prevents dominant voices from overriding evidence-based evaluation.

Lesson 1 • Building Organisational Interview Capability

Scales competency-based interviewing across the organisation through training and governance. Transforms individual skill into a sustainable institutional hiring capability.

Lesson 2 • Tracking Hiring Outcome Metrics

Identifies key performance indicators that link interview scores to post-hire success. Data-driven measurement validates the predictive power of the competency framework.

Lesson 3 • Updating Competencies and Questions Over Time

Establishes a governance cycle for reviewing and refreshing competency profiles and question banks. Keeps the system aligned with evolving role requirements and organisational strategy.

Lesson 4 • Conducting Inter-Rater Reliability Audits

Teaches statistical and qualitative methods for assessing consistency among interviewers. Reliability audits identify raters who need recalibration before bias affects decisions.