Competency-Based Recruitment Interviewing

Who Should Attend

This training will be of great benefit to those who are new to Competency-Based Recruitment Interviewing and also to those who have had some experience but feel the need to hone their skills again.


Recruitment and Selection processes are a necessity but they are time consuming, costly and potentially stressful. Interview panelists, as well as having their day jobs to do, feel the added pressure to make a wise choice of candidate from among the ‘others’. There’s a lot at stake. Our training leads delegates through all of the processes needed to arrive at that wise choice; one that both the recruiting manager and the candidate will be happy to live with for some time to come; one that brings knowledge, skills and experience relevant to the future needs of the organisation; one that has been arrived at by a legal, fair and transparent means.
It is much too risky to be ‘self-taught’ and so more and more organisations are investing in our training to give interviewers the thorough grounding they need for the competency-based approach to recruitment interviewing.


As a result of their active participation in this training, delegates will gain:

  • Vitally important knowledge of the Legal Framework that applies to recruitment interviewing and how to comply with it.
  • Experience of planning an efficient and effective Recruitment exercise.
  • Insight into how shortlisting criteria can be legitimately applied to reduce the applicants to a manageable number for interview.
  • The skills needed to organise and manage an interview panel as it structures and carries out competency-based interviews right through to candidate selection.
  • Interactive listening skills and questioning strategies that will find the strongest candidate and the next best reserve.
  • Techniques that take some of the potential stress out of the task.


The Trainer will lead the following interactive and practical sessions:

  • Knowing the Legal Framework that recruitment activities must comply with.
  • Identifying the costs entailed by a recruitment exercise.
  • Understanding the Job Description and Competency Specification (JD:CS).
  • Using the JD:CS for shortlisting decisions and interview preparation.
  • Preparing, structuring and managing the interview panel and the interview process itself.
  • Making proper provision for interviewees and managing their expectations.
  • Interactive listening skills and awareness of personal communication styles such as body language and its effect on others.
  • Questioning strategies that respect the candidate and avoid the risk of later allegations of illegal bias.
  • Dealing with problematic interview situations.
  • Recording the evidence offered by the candidate at interview.
  • Knowing when and how to end an interview.
  • Making the selection decision.
  • Giving feedback to unsuccessful candidates.
  • Maintaining and preserving the confidential documents that the Law requires.

Pre-Course Work