Behavioural Interviewing: Hire for Proof, Not Promises
Participants learn to ask the same behavioural questions of every candidate and score the answers against a rubric. They leave with a question bank for their roles and a scoring sheet.
Skills you can use back at work
Why teams need this
Many interviews run on gut feel, chat and "culture fit". Each candidate gets different questions, and the loudest candidate wins. Gallup says companies "miss the mark on high managerial talent in 82% of their hiring decisions".
Define what the role needs
e.g., three or four attributes, such as problem solving and customer focus
Write behavioural questions
e.g., "Tell me about a time a customer was angry with you. What did you do?"
Probe for evidence
e.g., ask what the candidate personally did and what the result was
Score with a rubric and decide on the evidence
e.g., describe what a poor, borderline, solid and outstanding answer looks like
Built around your real work, not generic demos
Exercises use your open roles and the attributes you need. Participants use the STAR format (Situation, Task, Action, Result) to listen for complete answers.
The research
Sackett and colleagues (2022) found structured interviews had the highest validity of the selection methods they reviewed, at r = .42, ahead of job knowledge tests (.40) and cognitive ability (.31). This revised earlier estimates that put cognitive ability first.
Google's approach
Google re:Work says structured interviews use vetted questions, recorded feedback, standardised rubrics and interviewer training. It reports they save on average 40 minutes per interview, and that rejected candidates who had a structured interview were 35% happier. It also advises separating behavioural from hypothetical questions.
Group work and role-play
Teams write questions and a rubric for one real role. Then they role-play an interview with a candidate who gives vague answers, practising follow-up probes.
Who is this for?
Ideal participants
- Line managers who interview
- HR and recruitment staff
- Business owners hiring their first team
- Supervisors who sit on interview panels
- Managers who want fairer, more consistent hiring
Upcoming sessions
Small groups, so you get feedback on your own work.
| Date | Venue | Seats | Fee | |
|---|---|---|---|---|
| 14 – 15 Apr 2027 | Kuala Lumpur | Open | On request |
Standard fee
On requestPer participant.
HRDC/HRDF claim
This course is claimable under HRD Corp.
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Frequently asked questions
Is this course HRDC/HRDF claimable?
Yes. ClimbX Academy is an HRD Corp (HRDC/HRDF) registered training provider, so this course is claimable.
Can I bring my whole team?
Yes. For a larger group, an in-house session can be built around your own tools and tasks.
Want this for your whole team?
Tell us what your team is facing. We will come back with a plan built around it.
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