Behavioral & Structured Interviews — Full Course Syllabus

Teach talent-acquisition specialists practical, atomic skills to design and run structured behavioral interviews using the STAR method to reliably assess candidate fit.

1. 1. Job-Profile BreakdownHow to decompose a role into measurable competencies and observable behaviors to assess in interviews.
2. 2. Behavioral Interviewing DefinitionWhat behavioral interviewing is and why past behavior predicts future performance.
3. 3. Structured Interview DefinitionWhat structured interviews are and how they standardize questions and evaluation across candidates.
4. 4. STAR Framework OverviewThe components of Situation, Task, Action, and Result used to elicit clear behavioral examples.
5. 5. Writing Competency-Based QuestionsHow to turn a competency into a clear, observable behavioral question to ask candidates.
6. 6. Behavioral vs Situational QuestionsDistinguishing past-behavior questions from hypothetical situational questions and when to use each.
7. 7. Avoiding Leading QuestionsTechniques to identify and rephrase leading or suggestive questions that bias candidate responses.
8. 8. Taking Effective NotesHow to record observable facts and verbatim quotes during interviews to support objective evaluation.
9. 9. Consistent Candidate Rating WorkflowA step-by-step process for completing ratings immediately after each interview for consistency.
10. 10. Time-Boxing Interview QuestionsHow to allocate and enforce time per question to keep interviews on schedule and comparable.
11. 11. Cold-Screen Phone Call ChecklistA concise script and checklist for an initial screening call to assess basic suitability.
12. 12. Resume Evidence MappingLinking specific resume claims to targeted behavioral questions to verify experience.
13. 13. Structured Interview Guide TemplateA reusable template containing competencies, questions, probes, and rating anchors for one role.
14. 14. Closing and Candidate ExperienceTechniques for ending interviews professionally and managing candidate expectations.
15. 15. Post-Interview Debrief StructureA concise agenda for debriefs that surfaces evidence, disagreements, and next steps.
16. 16. Probing Follow-up QuestionsSpecific short probes to use when candidates give vague answers to elicit full STAR details.
17. 17. Anchor Rating ScalesCreating anchored numeric or descriptive rating scales tied to observable evidence for each competency.
18. 18. Rubric AlignmentMapping interview questions to rubric criteria so each answer is evaluated against the same standards.
19. 19. Minimizing Confirmation BiasPractical steps interviewers can take to avoid seeking information that only confirms prior beliefs.
20. 20. Panel Interview Role DefinitionAssigning clear roles and question domains to panel members to avoid redundancy and bias.
21. 21. Conducting Remote Behavioral InterviewsPractices specific to phone/video interviews, including tech checks and adapting nonverbal observation.
22. 22. Evaluating STAR ResultsHow to judge the completeness and relevance of each STAR component when scoring answers.
23. 23. Cultural Add vs Cultural Fit QuestionsHow to craft questions that assess candidate contribution to culture without endorsing homogeneity.
24. 24. Interview Legal SafephrasesWhat types of questions to avoid and how to rephrase potentially discriminatory topics into lawful alternatives.
25. 25. Competency WeightingAssigning different importance weights to competencies to reflect role priorities during scoring.
26. 26. Red-Flag Identification in ScreeningCommon resume or answer signals that warrant deeper probing or disqualification.
27. 27. Calibration MeetingsHow to run interviewer calibration sessions to align scoring interpretations across raters.
28. 28. Giving and Receiving Feedback as an InterviewerHow interviewers solicit feedback on the process and incorporate improvements into guides.
29. 29. Handling Evasive AnswersStrategies to redirect or reframe when candidates avoid or deflect a behavioral question.
30. 30. Documenting Selection RationaleHow to write concise, evidence-backed reasons for hire/no-hire decisions tied to rubric items.
31. 31. Adapting STAR for Junior vs Senior RolesHow to change question framing and success criteria when assessing experience levels.
32. 32. Inclusive Language in QuestionsHow to write and ask questions that avoid culturally specific assumptions and jargon.
33. 33. Detecting Fabrication SignsRed flags and follow-up techniques to assess authenticity when candidate examples seem rehearsed or vague.
34. 34. Bias Interruption TechniquesShort interventions interviewers can use to call out or correct biased talk in panel settings.