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.
Participants work on one of their own live vacancies throughout, and leave with a finished interview guide for it: the competency profile, the behavioural questions per competency, the probing follow-ups, and an anchored scoring rubric a panel can apply consistently.
HRD Corp SBL-Khas Claimable
Programme Agenda
9:00 AM - 9:15 AM
Welcome and Programme Overview
Introduction to the session, objectives, and housekeeping.
9:15 AM - 10:15 AM
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.
10:15 AM - 10:30 AM
Break
10:30 AM - 11:10 AM
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.
11:10 AM - 11:50 AM
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.
11:50 AM - 12:30 PM
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.
12:30 PM - 1:30 PM
Lunch
1:30 PM - 2:20 PM
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.
2:20 PM - 3:15 PM
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.
3:15 PM - 3:30 PM
Break
3:30 PM - 4:10 PM
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.
4:10 PM - 4:45 PM
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.
4:45 PM - 5:00 PM
Wrap-Up and Q&A
Key takeaways, next steps, and close.
Key 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
Training Mode Physical / Online / Hybrid / e-learning
HRD Corp SBL-Khas Claimable
Level Basic to intermediate. Suitable for hiring managers, department heads, recruiters, HR business partners and SME owners who do their own hiring. Sending a full interview panel together is the fastest way to get consistency.
Duration 1 Day (8 Hours) | 9:00 AM to 5:00 PM
Venue In-house at the client's premises, or delivered via the client's preferred platform (Microsoft Teams, Zoom, or equivalent)
Assessment A completed interview guide and scoring rubric for a real open role, plus observed live interview practice
Certificate Certificate of Completion issued to all participants upon full attendance