Competency Based Interview & Selection Techniques Certification Course
Join the Competency-Based Interview & Selection Techniques Certification Course to master structured interviews, behavioral assessments, and effective hiring strategies. Learn to evaluate candidates, reduce hiring bias, and make confident recruitment decisions to build high-performing teams.
Overview
This Competency-Based Interview and Selection Techniques course equips HR professionals, hiring managers, supervisors, and recruiters with practical, structured skills to conduct effective and unbiased interviews that lead to better hiring decisions. In today’s competitive job market, where poor hiring can impact productivity and team morale, the course introduces a competency-based approach focused on job-relevant behaviours and measurable outcomes. Participants learn to prepare for interviews, design competency-based questions, objectively assess responses, and integrate interviews with tools like psychometric tests and assessment centres, enabling confident, consistent, and evidence-based recruitment decisions that enhance organisational performance.
Course Outline
1.1 Evolution of the Basel Standards
- Basel I → Basel II → Basel 2.5 → Basel III → Basel III Final (2017 Reforms)
- Why "Basel IV" is an industry term rather than an official BCBS standard
- Post-financial crisis reforms and global implementation variations
1.2 The Three Pillars Framework (Applicable Under Basel III Final)
- Pillar 1: Minimum Capital Requirements
- Pillar 2: Supervisory Review Process
- Pillar 3: Market Discipline
2.1 Composition of Regulatory Capital
- Common Equity Tier 1 (CET1)
- Additional Tier 1 (AT1)
- Tier 2 Capital
- Regulatory deductions and capital adjustments
2.2 Basel III Capital Ratios
- CET1 Capital Ratio
- Tier 1 Capital Ratio
- Total Capital Ratio
2.3 Capital Buffers
- Capital Conservation Buffer (CCB)
- Countercyclical Capital Buffer (CCyB)
- Global Systemically Important Banks (G-SIB) and Domestic Systemically Important Banks (D-SIB) Capital Surcharges
2.4 Macroprudential Reforms
- Systemic Risk Buffers (jurisdiction-specific)
- Interaction between stress testing, Pillar 2 Requirements (P2R), and Pillar 2 Guidance (P2G)
3.1 Liquidity Risk Concepts and Lessons from the 2008 Financial Crisis
- Bank runs and liquidity spirals
- Role of short-term wholesale funding
- Interaction between leverage and liquidity risk
3.2 Regulatory Response
- Introduction of the Liquidity Coverage Ratio (LCR) and Net Stable Funding Ratio (NSFR)
- Intraday liquidity monitoring
- National implementation differences across the EU, U.S., UK, and South Africa (SARB)
4.1 Understanding the LCR
- A 30-day liquidity stress metric
4.2 High-Quality Liquid Assets (HQLA)
- Level 1 Assets
- Level 2A Assets
- Level 2B Assets
- Haircuts and operational eligibility requirements
4.3 LCR Calculation Methodology
- Cash outflows and cash inflows
- LCR = HQLA ÷ Net Cash Outflows
4.4 Global Implementation Status (2026)
- Global consistency with regional implementation differences
5.1 Purpose and Objectives
- Long-term structural funding requirement
5.2 Calculation Components
- Available Stable Funding (ASF)
- Required Stable Funding (RSF)
5.3 Global Implementation Status
6.1 Role Within the Basel Framework
- A backstop to risk-weighted capital requirements
- Preventing excessive leverage
6.2 Exposure Measure Components
- On-balance sheet exposures
- Off-balance sheet exposures
- Derivatives and Securities Financing Transactions (SFTs)
6.3 Global Implementation
- G-SIB Supplementary Leverage Ratio (SLR)
- Regional implementation differences across the EU, UK, and South Africa (SARB)
7.1 Key Changes Introduced by the 2017 Final Reforms
- Revised Standardised Approach for Credit Risk
- Restrictions on Internal Ratings-Based (IRB) models
- Output Floor (72.5% of Standardised Approach RWA)
- Standardised Measurement Approach (SMA) for Operational Risk
- Fundamental Review of the Trading Book (FRTB) for Market Risk
- Revised Leverage Ratio framework
7.2 Implementation Timeline (2026 Status)
- EU: CRR III effective from January 2025
- U.S.: Basel III Endgame phased implementation (2025–2028)
- UK: Basel 3.1 implementation from 2026 onwards
- South Africa (SARB): Phased adoption aligned with BCBS standards
8.1 Revised Standardised Approach (SA)
- Restructured exposure classes
- Revised risk-weighting methodologies for:
- Corporates (rated and unrated)
- Banks (new category-based approach)
- Commercial real estate (income-producing and non-income-producing)
- Retail, SME, and specialised lending exposures
- Enhanced due diligence requirements
- Updates to Credit Risk Mitigation (CRM)
- Revised collateral eligibility and haircut requirements
- Practical Exercises (Optional)
- Standardised RWA calculations
- Collateral and guarantee recognition
- Corporate borrower case study
8.2 Internal Ratings-Based (IRB) Approach
- Removal of Advanced IRB for corporate, bank, and financial institution exposures
- Minimum parameter floors for PD, LGD, and EAD
- Revised downturn LGD methodology
- Measures to reduce RWA variability
8.2.1 Foundation IRB (F-IRB)
- Components:
- Probability of Default (PD) – Bank estimated
- Loss Given Default (LGD) – Regulatory prescribed
- Maturity (M)
- Exposure at Default (EAD)
- Eligible asset classes under F-IRB (2026)
- Credit Risk Mitigation under IRB
8.2.2 Advanced IRB (A-IRB)
- Continued availability for limited portfolios in selected jurisdictions
- Practical Exercises
- IRB PD/LGD calculations
- Standardised vs. IRB RWA comparison
- Impact assessment of revised parameter floors
9.1 Introduction to Operational Risk
9.2 SMA Components
- Business Indicator (BI)
- Business Indicator Component (BIC)
- Internal Loss Multiplier (ILM)
- Loss Component
9.3 Regulatory Capital Calculation
- SMA calculation methodology
- Internal loss data requirements
- Impact on banks transitioning from the Advanced Measurement Approach (AMA)
- Practical Exercises
- SMA capital calculation using sample data
10.1 Purpose
- Limiting excessive reductions in RWA under internal models
10.2 Calculation
- Total RWA ≥ 72.5% of Standardised Approach RWA
- 10.3 Transition Arrangements (2026 Status)
- EU multi-year phase-in
- Jurisdiction-specific implementation in the U.S. and UK
11.1 Trading Book vs. Banking Book Boundary
11.2 Standardised Approach (SA)
- Sensitivities-Based Method (Delta, Vega, Curvature)
- Default Risk Charge (DRC)
- Residual Risk Add-On (RRAO)
11.3 Internal Models Approach (IMA)
- Expected Shortfall (ES)
- Non-Modellable Risk Factors (NMRFs)
- Profit and Loss Attribution (PLA) Tests
11.4 Regional Implementation
- EU: Reporting requirements prior to full capital implementation
- U.S. and UK: Phased implementation
- Emerging Markets: Varying implementation timelines
- Practical Exercises
- Sensitivities-Based Method (SBM) calculations
- Default Risk Charge (DRC) examples
12.1 CIU Treatment Under CRR (Outside FRTB)
- Look-through approach
- Mandate-based approach
- Fall-back approach
- Articles 323a–323c of CRR III
Note
- Legacy equity risk rules remain applicable in certain EU regulatory reporting templates.
- RWA treatment under the revised Standardised and IRB Approaches
- Updated Credit Conversion Factors (CCFs) for off-balance sheet exposures
- Credit Risk Mitigation (CRM) treatment for trade finance products
- Supply chain finance considerations
15.1 South Africa (SARB)
- Local implementation of Basel III reforms
- Domestic systemic risk buffers
- Liquidity requirements
- Internal model approval process
15.2 United States – Basel III Endgame
- Standardised and Expanded Risk-Based Approaches
- Revised Credit Risk, Market Risk, and Operational Risk frameworks
- Phased implementation (2025–2028)
15.3 European Union – CRR III / CRD VI
- Effective from January 2025
- Output Floor transition arrangements
- Restrictions on IRB approaches
15.4 United Kingdom – Basel 3.1
- Implementation from 2026 onwards
- UK-specific regulatory calibrations
15.5 Other Emerging Market Jurisdictions
- Phased implementation strategies
- National discretions and jurisdiction-specific adaptations
Prerequisites
- Basic understanding of HR or recruitment processes is helpful but not mandatory
- Suitable for HR professionals, hiring managers, supervisors, and recruiters at all levels
- No prior certification required; beginners and experienced professionals can enroll
- Familiarity with interviewing or candidate evaluation is an advantage
- Willingness to participate in interactive sessions, role plays, and case studies
- Interest in improving hiring decisions, interviewing skills, and talent selection practices
Who Should Attend
- Hiring managers and line managers involved in recruitment decisions
- Supervisors and team leaders responsible for selecting new staff
- HR professionals supporting or advising on recruitment and selection
- Panel interview members seeking a structured and consistent interviewing approach
- Managers looking to improve hiring quality and reduce mis-hire risk
Certification
- 20 multiple-choice questions covering all course modules
- Passing requirement: at least 15 correct answers
- Two attempts allowed to achieve a passing score
- Certificate issued upon successful completion of the exam
Benefits
- Gain practical skills to conduct fair, effective, and legally compliant interviews while designing structured and competency-based questions, applying behavioral interviewing techniques, minimizing unconscious bias, and objectively evaluating candidate competencies using structured assessment frameworks
- Learn to document interviews clearly to support transparent, consistent, and evidence-based hiring decisions, improving both the quality of hires and overall candidate experience through real-world examples and guided practice
- Enhance professional credibility, employability, and career growth with in-demand skills across HR, recruitment, talent acquisition, and people management roles, preparing for positions such as Talent Acquisition Specialist, HR Business Partner, Recruitment Coordinator, and Hiring Manager
- Unlock competitive salary opportunities ranging from $60,000 to $95,000 annually, with senior and strategic HR roles exceeding $110,000+, increasing long-term earning potential and career advancement
- Validate your expertise with a recognized certification and practical training, positioning yourself as a trusted contributor to strong talent pipelines and long-term organizational success
About Trainer
He is an experienced HR and recruitment professional specializing in competency-based interviewing and talent selection. He delivers practical, hands-on training using real-world examples and proven frameworks, enabling participants to conduct structured, unbiased interviews and make confident, evidence-based hiring decisions.
Learning Outcomes
- Explain the importance of structured and competency‑based interviewing in improving hiring quality and reducing the risk of poor hires.
- Differentiate between traditional unstructured interview methods and competency‑based interview techniques.
- Develop job‑relevant competency frameworks and map them to interview questions that assess required skills and behaviours.
- Design and ask behavioural, situational and STAR‑style interview questions that elicit evidence‑based responses from candidates.
- Apply structured scoring and evaluation techniques to assess candidate responses objectively and consistently.
- Manage the end‑to‑end interviewing process, from preparation and panel setup through to feedback, decision‑making and documentation.
- Integrate interviews with other selection tools (e.g., psychometric tests, assessment centres) to strengthen overall candidate evaluation.
- Demonstrate confidence in conducting fair, lawful and inclusive interviews while avoiding bias and discrimination.
Student Reviews
"This course sharpened my interviewing skills and gave me structured techniques that immediately improved the quality of our hires, the practical frameworks were invaluable."
"The instructors shared actionable guidance and real‑world examples that helped me ask better questions, assess candidate fit more effectively, and reduce bias in interviews."
"I now approach selection with confidence and clarity. This training boosted our team’s hiring quality and consistently delivered stronger candidates."
"Completing this course strengthened my ability to conduct fair and insightful interviews. It’s one of the most practical HR trainings I’ve attended."
Frequently Asked Questions
All the participants will be added to WhatsApp/SMS group and email thread. You can clarify doubts at any time via WhatsApp, SMS or email.
Yes, we provide mentorship, doubt resolution and guidance for assessment preparation.
We offer live online sessions, self-paced modules and in-person workshops.
No, the certification is valid indefinitely, demonstrating interviewing proficiency. While not mandatory, refresher training every 3-4 years is recommended to update skills.
Yes, you will be able to pay the course fees in instalments. Reach out to [email protected] to see the options available to you.
Yes, there will be an assessment of 20 questions based on the training topics at the end of the course, you will have to score 75% to pass.
You will get 2 attempts to pass the test.
Sure, you can watch the recordings of the sessions you cannot attend and get back to us if you have any doubts to clear.
Group discounts are available to groups of more than three candidates. You can get up to 20% discount depending on the number of participants.
Yes, if you notify at least 24 hours in advance before the 1st class of the training and there is an availability in a different batch then you will be able to switch your start date.
Our courses are designed to provide high quality learning and outcomes that exceed expectations. If for some reason your expectations are not met. You will be given a refund in accordance with our 100% satisfaction policy.
You will receive meeting login for Zoom live classes and training materials.
The assessment tests practical understanding of interviewing and selecting concepts. With active participation, most participants pass on the first attempt.
The digital certificate is issued immediately upon passing the assessment.
Yes. The online training is accessible worldwide.
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