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Competency-Based Interviewing for Hiring Managers

Most bad hires are decided in the first four minutes of an unstructured interview and justified for the remaining fifty. This one-day programme replaces that with a structured approach: define the competencies the role actually needs, write behavioural questions that reach real past behaviour, probe through the rehearsed answer, and score against a rubric that different interviewers can apply consistently. Participants leave with an interview guide built for one of their own live vacancies.

Programme Agenda

Why Unstructured Interviews Fail
What the evidence says about the predictive value of gut feel, and the specific biases that produce it: first impressions, similarity, halo, contrast and recency. Seeing them operate on a recorded interview before trying to counter them.

Building the Competency Profile
Turning a role into four to six assessable competencies with observable behavioural indicators at different proficiency levels. Separating what can be taught after hiring from what the person must arrive with.

The STAR Method
Situation, Task, Action, Result. Why past behaviour under specified conditions predicts better than hypotheticals, and how to recognise the three incomplete answers candidates give most often: the hypothetical, the collective we, and the theory.

Writing Questions That Reach Real Behaviour
Drafting behavioural questions per competency, including negative-evidence questions about failure and conflict. Sequencing the interview, allocating time, and dividing competencies across a panel so nobody is assessed twice on the same thing.

Probing and Follow-Up Technique
The follow-up questions that convert a polished non-answer into evidence. Handling the candidate who generalises, the one who takes credit for team work, and the one who has clearly rehearsed. Note-taking that captures behaviour rather than impressions.

Scoring, Rubrics and the Hiring Decision
Anchored rating scales, independent scoring before discussion, and running a calibration conversation that does not simply defer to the most senior voice. Documenting the decision, and giving a declined candidate feedback that does not create a problem.

Lawful and Fair Interviewing in Malaysia
Questions to avoid on marital status, family plans, religion, ethnicity and health, and the discrimination provisions in the 2022 Employment Act amendments. Reference checks, background verification and consent under the PDPA.

Live Interview Practice
Participants interview each other against their own competency profiles, are observed and scored, and receive structured feedback on probing depth, coverage and bias. Each participant leaves with a completed interview guide for a real vacancy.

Learning Outcomes:
Name the biases that drive unstructured hiring decisions and counter them
Build a competency profile with observable behavioural indicators
Write STAR-based behavioural questions for each competency
Probe through incomplete and rehearsed answers to reach evidence
Score candidates against an anchored rubric and calibrate as a panel
Keep interview questions and reference checks lawful in Malaysia
Leave with a ready interview guide for one of your open roles

Duration: 1 Day (8 Hours)
Training Hours: 9:00 AM to 5:00 PM
Level: Beginner to Intermediate
Training Mode: Physical, Online, or Hybrid
HRD Corp SBL-KHAS Claimable
Certificate of Completion included

Frequently Asked Questions

Hiring managers, department heads, recruiters and talent acquisition staff, HR business partners, and SME owners who do their own hiring. Sending a full interview panel together is the fastest way to get consistent scoring.

Yes. The final session is live practice. Participants interview each other against their own competency profiles while being observed, then receive structured feedback on probing depth, competency coverage and bias.

Yes, ideally. Participants build the competency profile, question set and scoring rubric for a role they are actually hiring for, so they leave with a usable interview guide rather than a worked example.

It covers job profiling, question design, panel structure, scoring, reference checks and candidate feedback. Sourcing strategy, employer branding and applicant tracking system configuration are outside the scope.

Yes, this programme is HRD Corp SBL-KHAS claimable. Our team can assist your HR department with the documentation required for the grant application.

Yes. Any programme can be booked as a team day. Everyone works the same brief together, so your people come away having built something and knowing each other better.

If you are claiming under HRD Corp, the session has to fall at least 14 days after your HRD Corp approval. If you are not claiming, the date is flexible and we work around your calendar.

Put them on the self-paced e-learning instead. Your team works through the modules on our LMS in their own time, sits the assessment, and earns the same certificate, so nobody has to clear a full day together.