Criteria & Competency Based Interviewing Skills

The programmes within this Communication pillar are not “off-the-shelf” courses. They are designed as a menu of development options that can be combined, adapted and shaped to reflect what is really happening inside your organisation. What initially presents as a “communication problem” frequently turns out to be something deeper – a question of confidence, trust, conflict, influence or clarity of management.

These outlines are therefore best read as catalysts for discussion – prompts to help you reflect on how people currently communicate, where friction or misunderstanding arises and what kind of development will genuinely shift behaviour. In practice, the most effective solutions often draw on complementary elements from across our other pillars – Personal Development, Management and Leadership, Business Development and Senior-Level Leadership and Talent Development. Every intervention we deliver is built in partnership with you, around your culture, your people and the outcomes you need to achieve.

By the end of this programme participants will be able to:

• Explain the principles and benefits of competency-based interviewing
• Define relevant competencies and translate them into clear selection criteria
• Prepare structured interview questions that prompt relevant examples
• Use probing techniques to gather deeper insight
• Apply consistent scoring methods to support objective decision-making
• Balance efficiency tools (including AI) with ethical and unbiased hiring practice
• Manage the interview process to ensure a positive candidate experience

1. Introduction to Competency-Based Interviewing

• Why competency-based interviewing improves hiring success
• Defining competencies linked to role requirements and organisational priorities

2. Developing Effective Interview Criteria

• Identifying must-have competencies and behaviours
• Setting clear, fair, measurable criteria for assessment

3. Formulating Competency-Based Questions

• Behavioural (STAR-style) and situational questioning
• Designing prompts that reveal real evidence of performance

4. Conducting Structured and Consistent Interviews

• Applying a repeatable process that reduces bias
• Using probing to explore depth without leading the candidate

5. Evaluating and Scoring Candidates

• Practical scoring scales and how to apply them
• Using evidence, not instinct, to reach decisions

6. Candidate Experience and Brand Representation

• Creating a professional and respectful interview environment
• Understanding how interview practice shapes

7. Responsible Use of AI in Recruitment

• Where AI can support hiring preparation and documentation
• Confidentiality, compliance and data protection considerations
• Ensuring human judgement remains central to hiring decisions

There are no specific prerequisites for this course.

Attendees may also be subsequently interested in

• Developing Productive Conversations and Deep Listening

Anyone involved in recruitment and selection decisions, including managers, HR professionals and talent-acquisition specialists who want to:

• Increase the quality and fairness of hiring
• Improve interviewing confidence and consistency
• Strengthen assessment against role requirements and organisational values
• Protect the employer brand through a professional candidate experience