Competency Based Interview & Selection Techniques Certification Course

This Competency Based Interview & Selection Techniques course equips HR professionals, hiring managers, supervisors and recruiters with structured, practical skills to conduct effective and unbiased interviews that lead to better hiring decisions. In today’s competitive labour market, the cost of a poor hire ranges from reduced productivity to decreased team morale; this course helps organisations avoid these pitfalls by introducing a competency‑based approach focused on job‑relevant behaviours and measurable performance indicators. Participants learn how to prepare for interviews, design competency‑aligned questions, objectively assess responses and integrate interviewing with other selection tools such as psychometric testing and assessment centres. Through real‑world examples, role plays, scoring frameworks, and best practices, learners will build confidence in making consistent, evidence‑based hiring decisions that enhance organisational performance.

1. Consequences of a Wrong Hire

• Why effective interviewing is critical for the organisation
• Role of hiring managers and supervisors in making the right choice
• Costs and risks associated with a poor hiring decision



2. Traditional vs. Competency-Based Interviews

• Limitations of traditional unstructured interviews
• Key principles of competency-based interviewing (CBI)
• Types of questioning techniques: behavioural, situational and STAR method



3. Developing Competency-Based Questions

• Aligning questions with job competencies and role requirements
• Structuring questions to elicit behavioural evidence
• Evaluating responses objectively
• Legal, ethical and DEI considerations: what not to ask



4. The Interviewing Process

• Preparing for interviews: job analysis, competency mapping and panel setup
• Conducting interviews: structured questioning, scoring and probing
• Post-interview: evaluation, decision-making, feedback and documentation
• Integrating interviews with other selection tools (psychometrics, assessment centres and work samples)



5. Practical Application: Role Play and Simulation

• Conducting mock interviews
• Applying structured scoring and feedback
• Developing interviewer confidence and consistency

• Basic understanding of recruitment or people-management processes
• Some experience participating in job interviews (as interviewer or panel member)
• General familiarity with organisational roles and job descriptions
• No prior experience with competency-based interviewing is required

• Hiring managers and line managers involved in recruitment decisions
• Supervisors and team leaders responsible for selecting new staff
• HR professionals supporting or advising on recruitment and selection
• Panel interview members seeking a structured and consistent interviewing approach
• Managers looking to improve hiring quality and reduce mis-hire risk

• 20 multiple-choice questions covering all course modules
• Passing requirement: at least 15 correct answers
• Two attempts allowed to achieve a passing score
• Certificate issued upon successful completion of the exam

Obtaining the Interview & Selection Techniques Certification with training equips professionals with structured, practical skills to conduct fair, effective and legally compliant interviews that lead to better hiring decisions. Instead of just learning theory, this training teaches participants how to design structured and competency‑based interview questions, apply behavioural interviewing techniques, minimise unconscious bias, evaluate candidate competencies objectively and document assessments in ways that support sound decision‑making. With real‑world examples and guided practice, learners gain confidence in managing interviews that are consistent, transparent and aligned with organisational needs - improving the overall quality of hires and candidate experience.

From a career and financial perspective, earning this certification with hands‑on training can enhance professional credibility, employability and earning potential. Strong interviewing and selection skills are valued across industries - especially in HR, recruitment, talent acquisition, and people management roles - where hiring quality directly impacts organisational performance. Depending on experience and role, certified professionals such as Talent Acquisition Specialists, HR Business Partners, Recruitment Coordinators or Hiring Managers can command annual salaries ranging from $60,000 to $95,000, with senior or strategic HR roles often exceeding $110,000. By combining a recognised certification with practical training, participants not only validate their interviewing expertise but also position themselves as trusted contributors to stronger talent pipelines and long‑term workforce success.

A senior emerging markets HR and talent management professional with over 25 years of experience, bringing global best practices and real-world case studies gained from working with leading multinational organizations and global brands. A former CHRO and HR/Talent Director, he has extensive experience across sectors including financial services, logistics, government, advertising and media. He is highly skilled in integrating talent management strategies for both local and expatriate workforces, successfully navigating diverse cultures, labour laws and regulatory environments to drive organizational performance and profitability.

By the end of this course, participants will be able to:

• Explain the importance of structured and competency‑based interviewing in improving hiring quality and reducing the risk of poor hires.
• Differentiate between traditional unstructured interview methods and competency‑based interview techniques.
• Develop job‑relevant competency frameworks and map them to interview questions that assess required skills and behaviours.
• Design and ask behavioural, situational and STAR‑style interview questions that elicit evidence‑based responses from candidates.
• Apply structured scoring and evaluation techniques to assess candidate responses objectively and consistently.
• Manage the end‑to‑end interviewing process, from preparation and panel setup through to feedback, decision‑making and documentation.
• Integrate interviews with other selection tools (e.g., psychometric tests, assessment centres) to strengthen overall candidate evaluation.
• Demonstrate confidence in conducting fair, lawful and inclusive interviews while avoiding bias and discrimination.