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Course Overview

Competency based interviews  are increasingly superseding other interview formats within the selection and assessment scene. Research has shown that structured, competency based interviewing is the most effective method of selection interview, outperforming less structured interviewing in their predictive power.

This competency based  interview skills training course concentrates on developing competency based  interview techniques.


By the end of this competency   based Interview skills training course  participants will be able to:

  • Take a logical approach to selection interviewing using a  structure and Question Plan.
  • Prepare effectively for selection interviews.
  • Build and maintain appropriate rapport with candidates.
  • Conduct selection interviews effectively and professionally.
  • Manage the expectations of candidates when closing selection interviews.
  • Evaluate the interview to help select the best possible candidate.
  • Develop an  action plan  for  implementation   post the  training.




This training  is designed for  anyone involved in interviewing candidates. This includes;

  • HR Managers
  • Line Managers



1-2  days


The second day is for practice and is  optional.




  • The Selection Interview - We explain what a selection interview is with particular reference to competency based interviewing. The learners then participate in an activity to identify the benefits and drawbacks of this approach before looking at ways to overcome those drawbacks.
  • Diversity and Equality of Opportunity - In this brief look at the topic participants are reminded of the importance of treating job candidates fairly.
  • The PRICE structure - Learners are introduced to a structure.
  • Practice   - Participants conduct a short interview activity to demonstrate the difficulty of interviewing without adequate preparation.
  • The Selection Process - Learners are reminded that interviews are a part of a selection process and do not normally stand alone.
  • Question Plans - Preparing a question plan is identified as key to good preparation. Participants are encouraged to use a structured approach supported by a Question Plan template.
  • Traffic Lights - In this activity learners consider nine different question types and decide whether they should be used in interviews.
  • Effective Listening - Learners identify barriers to effective listening and ways to overcome those barriers.
  • The Close Phase - This provides advice on what to cover with the candidate at the end of the interview.
  • The Evaluation Phase - Learners are encouraged to suspend judgment until the interview is over. They are then taken though an approach for evaluating and scoring the interview linked to their question plan.
  • Interview Practice - Learners take part in two or three interview simulations. They act as interviewer once and then as an interviewee and/or observer. Each of these roles gives them a different perspective of interviewing and will help them to apply the principles covered in this program when they conduct real selection interviews in the workplace.


Action  planning– Identify  3  to 4  main  areas  of  action and prepare  an action  plan.