Skilling Managers with the Behavioral Event Interviewing Competency

Behavioral Event Interviewing (BEI) is a science-based interview technique that increases your probability of hiring the right talent and finding a better fit for your existing talent.



This straight forward approach limits the amount of discretion for each individual interviewer, making it easier for the employer to evaluate and compare applicants fairly because all applicants are asked the same questions and evaluated using the same criteria. Thus, structured interviewing is not only effective for making a hiring decision, it can be crucial in defending against allegations of discrimination in hiring and selection.

Beyond their structured approach, there are additional benefits to using behavioral interviews. Because behavioral interviews are based on an analysis of job duties and requirements of the job, bias and ambiguity are reduced because candidates are evaluated on job-related questions. In addition, job relatedness and consistency of the interview process may increase the perception of fairness among candidates. The job-related questions may also help candidates obtain a realistic perspective of the job.

Interview Questions

Behavioral interview questions can provide the interviewer with insight into employee's personality, skills, and abilities, because each behavioral interview question requires employee to share a specific story that highlights strengths and skills.

The premise guiding the Behavioural Event Interviews (BEI) is that the most accurate predictor of future performance is past performance in similar situations. Behavioral Event Interviews are a combination which can yield efficient team members by accessing best fit for the job.

Program Modules

A two-module workshop to help you and your team learn how to hire and allocate the best and the right talent and remove unconscious bias using proven job candidate interviewing techniques and support tools.

Understanding the Behavioral Event Interviewing Framework (Why & What)

  • Conducting a BEI:
  • Essential Elements for preparation - Ground setting
  • Structuring a BEI - Components

Conducting-Process by (Role play/Demonstration):

  • Selecting Interviewers
  • Opening Interviews
  • Question design (Type of questions to be asked)
  • Criteria for preparation of Behavioral Event questions
  • Essentials while asking
  • How to record response
  • Taking Notes
  • Avoiding bias during interviewing
  • Closing the Interview

Implementation & Evaluation - Conducting a Behavioral Event Interview

  • Conducting-Process by (Role play/Demonstration) - Using STAR model
  • Understanding one's own style and its impactLeverage BEI in different situations for effective results
  • Document and reporting
  • Practice and Evaluate

Participants Outcome

Re-evaluate your recruitment process

Design behavioral interview questions that evaluate a job candidates' beliefs, values, and needs

Train on how to recognize and eliminate biases from the hiring process

Develop a job interview assessment scorecard that will provide consistent, quantifiable results

Successfully conduct group interviews, panel interviews & individual interviews

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