Structured Interviewing Training
This two-day program is for HR professionals and leaders involved in selection who want to base their decisions on candidates' actual behavior. We try out the behavior-based questioning method in video-recorded role-plays, complemented by the basics of employer branding.
- When does it start?
- 2026. november 23-ától
- Application deadline
- 2026. október 15. (early bird)
- Participation fee
- HUF 195,000 + VAT
Behavioral Event Interviewing (BEI)
Licensed / external methodologyA competency-based selection methodology that increases the likelihood of a successful hire.
- Can be used in any corporate culture and at every level of the hierarchy
- Draws conclusions from the candidate's actual behavior, not their self-description
- Works with specific measurement indicators and an evaluation technique
Behavioral event interviewing starts from the premise that the best predictor of future performance is past behavior. The interview is therefore not about what candidates think of themselves, but about how they thought, reacted and acted in specific past situations. The method is based on the Spencer & Spencer competency theory: it uses a set of questions tailored to the company culture, the position and the competencies, and makes candidates comparable through specific measurement indicators and a consistent evaluation technique. It can be used in any corporate culture, at every level of the hierarchy and for any position, and it significantly improves the chances of a successful hire. In the programs, participants practice the technique from structuring the interview through evaluation to giving appraising and developmental feedback, both as interviewer and as interviewee.
Related programs: Structured Interviewing Training · Structured Interviewing
DISC
Licensed / external methodologyA behavioral style model: recognizing natural behavioral preferences.
- Participants recognize their own preferences and other people's types
- Fosters a more open, accepting attitude toward different behavioral styles
- We also use it in selection and customer communication
DISC behavioral typology describes behavior along four main factors: dominance, influence, steadiness and conscientiousness. All four are present in everyone, just in different proportions, and the model captures not character but observable behavior and natural preferences: the situations in which someone feels at home, and those that are a strain. Its key idea is that better collaboration usually does not require changing our character; adjusting our behavior is enough. In the programs, we work with a questionnaire, small-group exercises and film clips: from recognizing your own type and using your strengths consciously to treating and communicating with others in a way that suits their type. We use it in leadership development, selection and customer communication alike.
Related programs: DISC-Based Self-Awareness · Effective Face-to-Face Sales Communication · Integrated Leadership Program (Foundation) · Structured Interviewing Training · Structured Interviewing · Customer-Tailored Communication – Customer Typology
Spencer & Spencer Competency Model
Licensed / external methodologyA competency theory that provides a basis for predicting top on-the-job performance.
- The theoretical basis of our selection methodology
- Works with benchmarking tailored to the company culture, the position and the competencies
The Spencer & Spencer competency model is one of the most widely used frameworks for predicting job success: it describes a competency as a characteristic, manifested in measurable behaviors, that is causally related to superior performance in a job. Using the iceberg metaphor, the model distinguishes visible knowledge and skills from deeper-lying motives, self-concept and traits, and makes both examinable through behavioral indicators. GROW uses the model in selection: the competencies tailored to the company culture and the position, together with the corresponding benchmark, form the basis of Behavioral Event Interviewing, while the competency matrix is used to compare candidates.
Related programs: Structured Interviewing Training
What is the program about?
2 in-person training days in a group format, built on Behavioral Event Interviewing, DISC and the Spencer & Spencer Competency Model.
In an interview, candidates tell you what they want you to hear about them. Behavioral Event Interviewing (BEI) goes deeper: it assesses on the basis of competencies and reveals how the candidate thought, reacted and acted in specific past situations. It can be used in any corporate culture and for any position, and it significantly improves the chances of a successful hire.
What you take away: a competency-based, structured interviewing methodology (BEI), from structuring the interview to evaluation; hands-on experience as both interviewer and interviewee, with video feedback; DISC-based recognition of behavioral types; the basics of employer branding and effective job ads.
Who is the program for?
For HR professionals, recruitment and selection specialists, and leaders who make hiring decisions. It is especially timely if you need to see beyond the surface of candidates' motivations and abilities in interviews.
When is it worth starting?
- a new hire's likelihood of success needs to be assessed methodically, on the basis of competencies rather than gut feeling
- your employer brand and the impact of your job ads also need work.
How we work
The two days start with a theoretical foundation and continue with role-plays: DISC test, competency matrix, analysis of traditional and behavior-based interviews. In video-recorded spontaneous interview situations, you try out both the interviewer's and the interviewee's side and get trainer feedback on both.
The program closes with the basics of employer branding and effective job ads.
The fine art of selection
Can you really get to know a candidate? How can you guarantee that they will succeed in a role? How much time should you set aside for an interview? What does behavior reveal? How does self-awareness help the interviewer? How can you initiate action during an interview? What is the secret of competencies, what are tests for, and how does knowing the organization help? What is the difference between detective work and interviewing technique, and what are the truly good questions? The training answers these questions.
Training topics
Theoretical foundation:
- predicting the best possible job fit: the Spencer & Spencer competency theory
- tailoring to company culture, position and competencies: benchmarking
- the methodology of structuring the interview: the BEI technique
- the specific BEI metrics: the evaluation technique
- evaluative and developmental conversations: feedback.
Role-plays:
- completing and evaluating the DISC test, recognizing behavioral types, identifying yourself and others
- building a competency matrix
- analyzing traditional and behavior-based interviews
- spontaneous interview situations with video recording: every participant gains first-hand experience of how BEI works in practice, as both interviewer and interviewee
- analyzing difficult interviews: where useful, we deepen the learning by discussing and reconstructing participants' real interview situations
- practicing feedback.
Employer branding:
- how to make job ads effective
- what makes an employer attractive, and how to communicate it
- external and internal corporate communication
- a well-positioned employer brand.
Participants receive a certificate on completing the program.
Venue and contact
Venue: GROW Training Room, 1037 Budapest, Montevideo u. 3/A.
If you have questions or would like to apply, contact Almási Éva: +36 30 411 4143, almasi.eva@grow-group.com
Participation fee
195.000 Ft + ÁFA/fő. 2026. október 15-éig early bird kedvezménnyel 165.000 Ft + ÁFA/fő.
