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Helping organisations and people grow Last updated: July 19, 2018
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* In partnership with 3rd party

Our clients:


People and Partners


020 8374 3985

Our blog…

Competency based interviewing (1 day)

Custom designed:

Quality, in-house training for your organisation’s needs


Bringing in capable, and suitable people into your organisation is a key challenge, and one full of potential risks. This programme will help you and your team develop highly effective competency based interviewing techniques, ensuring value adding recruitment decisions. In particular the programme focuses on getting closer to the truth about a candidates skills and experience.

Competency based interviewing

"Candidates like to make their experience sound impressive - so they polish and wordsmith their CV's. In interviews they learn to stretch the realities of their experience. Your job (as an interviewer) is to get closer to the truth - and do it with charm"!

More Information:

If you want to know more about this course or its suitability for you or a colleague, call us on 020 8374 3985 and speak informally to one of our course leaders, or email:

Training Style:

Interactive, enjoyable  and thought provoking. The workshop uses inputs from the course leader, group and individual exercises, and simulated interviews.

Who will benefit:

Any employee who conducts in-house recruitment and needs a competency based interviewing approach. Also highly suitable for professional recruiters.


By the end of this course you will be able to:

  • Build on existing Interview skills, specifically by developing a competency based approach
  • Practice the approach in simulated competency based interviews
  • Review the types of questions that lead to the retrieval of more of the candidates ‘real’ experience and competencies
  • Be able to develop a systematic means of collecting and analysing behavioural data to support a competency based evaluation of candidates


  • The benefits of competency based interviewing
  • Common pitfalls for new interviewers
  • A five step model for structuring competency based interviews
  • Building rapport with candidates
  • Develop a "I'm curious" approach that disarms candidates
  • Planning for successful recruitment
  • How reliable is interviewing?
  • What is an assessment centre?
  • The organisational costs of getting it wrong
  • What are competencies?
  • How do organisations determine, structure and use competency frameworks?
  • What questions are useful to ask in competency based interviewing?
  • How to get to "nuggets" of highly relevant experience
  • Note taking
  • A model for competency based interviewing
  • Body language and non-verbal clues
  • Combating candidates that "stretch" the truth
  • Focusing on competency rather than their CV.
  • Evaluating competency based interviews
  • Weighing the evidence
  • Making a legally defensible decision