Behavioural-Based Interviewing (BBI) For Effective Talent Selection

Introduction

Traditional interview methods often fail to uncover true behavioural competencies such as accountability, safety awareness, and problem-solving under pressure. This program is designed to equip hiring managers with structured behavioural-based interviewing (BBI) techniques, enabling them to make consistent, objective, and high-quality hiring decisions.

Through a combination of theoretical learning and interview practice, participants will gain hands-on experience in conducting, evaluating, and improving interviews aligned with IWK’s operational needs.

Learning Outcomes / Benefits

After this training workshop, participants will be able to:

• Apply structured Behavioural-Based Interviewing (BBI) techniques using the STAR-i framework
• Design competency-based interview questions aligned with operational and technical roles
• Conduct interviews with improved professionalism, structure, and consistency
• Identify warning signs such as vague responses, inconsistencies, and lack of ownership
• Recognise and minimise unconscious bias in hiring decisions
• Apply objective evaluation and scoring methods for candidate assessment
• Demonstrate improved confidence through live interview practicum

Key Content

Module 1: The Realities Of Hiring: Challenges, Risks & Impact

• Common hiring challenges in technical & operational roles
• Cost of poor hiring decisions
• Importance of structured interviews in high-risk environments
• Understanding personal interviewing habits and tendencies
• Shifting mindset from opinion-based to evidence-based assessment

Activity: Reflection Exercise: “A Bad Hire Experience” (group sharing & insights)

Module 2: Fundamentals Of Behavioural-Based Interviewing (BBI)

• What is BBI and why it works
• Traditional vs structured interviews
• Introduction to competency-based hiring using the Iceberg Model of Competency:
  • Visible elements (skills and knowledge)
  • Underlying elements (attitudes, traits, values)
• Translating competencies into observable behaviour
• Identifying evidence of competency

Activity: Mapping Exercise: Participants work in teams to map visible and underlying elements, and identify what needs to be explored during interviews.

Module 3: Designing Effective Behavioural Questions (STAR-i Framework)

• Understanding STAR-i (Situation, Task, Action, Result, Impact)
• Translating job competencies into questions
• Probing techniques for deeper insights

Activity: “Build the Best Question” Challenge (team-based competition)

Module 4: Conducting Professional & Structured Interviews

• Interview flow and structure
• Building rapport while maintaining control
• Active listening and probing techniques

Activity: Live Role-Play Simulation (Interviewer vs Candidate scenarios)

Module 5: Identifying Red Flags & Behavioural Warning Signs

• Detecting:
  • Vague answers
  • Inconsistencies
  • Lack of ownership
  • Avoidance behaviour

Activity: Case Analysis: “Spot the Red Flags” using sample responses

Module 6: Managing Unconscious Bias & Applying Objective Evaluation

• Types of unconscious bias in hiring
• Impact on decision-making
• Structured scoring and evaluation tools

Activity: Bias Simulation Game + Debrief

Module 7: Interview Practicum (The Hiring Decision Lab)

• Structured Interview Practicum with real-time coaching and behavioural evaluation
• Participants work in teams to:
  • Review candidate profiles
  • Conduct mini interviews
  • Evaluate and select candidates
  • Apply STAR questioning, probing, and evaluation

Activity: Facilitated Practicum with peer & trainer feedback

Wrap-Up & Reflection

• Key takeaways
• Personal action planning
• Q&A

Methodology

This program adopts a 70:20:10 experiential learning model:

• Experiential Learning & Simulation (70%)
  • Interview practicum
  • Role-play scenarios
• Social Learning (20%)
  • Group discussions
  • Peer feedback
• Theoretical Input (10%)
  • Frameworks (STAR, bias, evaluation models)

Additional approaches:

• Gamification (team challenges, scoring)
• Case-based learning
• Facilitated reflection & debrief