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Competency Based Interview: STAR, Scorecards, 350+ Tools
8,053 students
Competency Based Interview: STAR, Scorecards, 350+ Tools
Hire on evidence: STAR method, assessment center exercises, behavioral interviews, hiring decisions, question banks
Last updated 10/2026
English
English [Auto],
What you'll learn
- Take away 350+ tools: 29 downloadable tool files plus question lists, procedures, checklists and scorecards in the lecture presentations
- Work with 29 tool files: STAR question library, interview and screening scorecards, competency dictionary and job profile workbook
- Use 22 ready AI prompts for competency profiles, STAR questions, answer analysis and finalist comparison
- Describe a competency with behavioral indicators so that every interviewer means the same thing
- Build a job profile and a candidate scorecard from role requirements
- Ask STAR, CARE and PARLA questions and check that the behavioral example is real
- Select and score test tasks, cases and work samples
- Design and run an assessment center and train assessors to observe and rate
- Use 360-degree feedback and structured debriefs to reduce bias in hiring decisions
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
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Course content
10 sections • 39 lectures • 20h 41m total length
Requirements
- No interviewing experience required: every method comes with a script, question bank or scorecard you can copy
- Nothing to buy for the course itself: tool files and presentations are attached to the lectures
- A spreadsheet program such as Excel or Google Sheets for the workbooks
- Start with the first three sections, then open the specialist sections you need
Description
This course contains the use of artificial intelligence.
361 tools for competency-based interviewing in one course: 29 downloadable tool files, 233 ready-to-use question lists, procedures, checklists, scorecards and AI prompts, 86 models and methods, and 13 services shown on screen.
Open a lecture, take the tool, use it in your next interview.
Why interviews give random results
Three interviewers meet the same candidate and come out with three opinions. One liked the confidence, another missed "analytical thinking", the third just had a good feeling. Without a definition of the competency, a set of questions and a rating scale, the decision depends on who happened to be in the room.
What changes after this course
You define what you are looking for before the first interview. Each competency has behavioral indicators. Each interview has questions that bring out real past behavior and a way to check it. Each interviewer rates on the same scale and brings evidence to the debrief. For senior and mass roles you add tests, work samples and an assessment center.
What is inside: 361 tools, counted file by file
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 29 downloadable tool files: scorecards, question libraries, workbooks, competency profiles, a 360-degree feedback sample report and job family references
- 233 ready-to-use tools inside the presentations:
- 58 question lists and conversation scripts: behavioral interview question bank, STAR interview, competency interview funnel script, 360-degree open-ended feedback
- 44 step-by-step procedures and workflows: competency-based interviewing, STAR interviewing, interview scorecard creation, 360-degree assessment communication
- 41 checklists: interview preparation, behavioral evidence quality, interview assessment bias, 360-degree questionnaire design
- 28 templates and sample documents: job competency profile, interview scorecard, 45-minute interview agenda, 360-degree questions and response scales
- 26 scorecards, rubrics and scoring matrices: STAR evidence completeness, five-level competency rating scale, candidate evaluation priorities matrix, communication competency rating scale
- 22 ready AI prompts: competency profile generation, STAR answer analysis, finalist comparison, interview scorecard generation
- 5 formulas and metric sets: hiring quality metrics, interview quality metrics, competency assessment metrics
- 9 other working tools: hiring decision tree, team lead feedback role-play, product manager test assignment
- 86 models and methods explained with examples: behavioral event interview, competency iceberg, SHL Universal Competency Framework, 360-degree feedback
- 13 services shown on screen, from a quick look to a detailed demo: TMA Competency Library, Culture Amp, 15Five, Spidergap, Google Forms and others
Where the tools are
- Competency interview core (3 sections, 65 tools). Competencies and candidate profiles, test tasks, behavioral interview techniques, motivation and cultural fit.
- Candidate screening and assessment (122 tools). Resume screening, structured interviews, soft skills, tests and scorecards. 15 tool files and most AI prompts are here.
- 360-degree feedback (50 tools). Questionnaire design, behavioral indicators, raters, reports and automation.
- Advanced interview techniques (47 tools). Structured interviews, active listening, testing skills and motivation, bias and feedback.
- Job profiles and competency criteria (59 tools). Role analysis, competencies, competency libraries and candidate evaluation.
- Assessment centers (63 tools). Design, exercises, assessor training, calibration and reports.
- Interview scorecards (23 tools). Diagnosing bias, building a scorecard and rolling it out.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
At the STB television channel managers often asked for an "analytical mind". Then I noticed that different managers, interviewing the same candidates, rated it very differently. We sat down and agreed how a person with an analytical mind behaves and how a person without it behaves; it turned out their ideas were far apart. I wrote the definition down, and we worked from it. Over my four and a half years there we described about 20 roles in detail and assessed two to three thousand people over several years. By the end our team no longer needed competency libraries: we could write any competency ourselves.
How to use the course
Watch the first three sections in order to prepare and run a competency-based interview. Then use the rest as a reference: section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 39 lectures across 10 sections, 20.5 hours
- 67 downloadable resources: 29 tool files and the lecture presentations
- 361 tools across the lessons, ready to copy into your own work
- A 10-question practice test, a quiz and a role play
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take one role you are hiring for. Open the first lecture, pick three competencies from the behavioral competency dictionary and write the behavioral indicators for each. Enrol now and start your first lesson today.
Who this course is for:
- Recruiters and talent acquisition specialists who want structured, defensible hiring decisions
- HR business partners and HR managers who build competency models and interview guides
- Hiring managers who interview candidates for their teams
- Assessment and talent specialists who run assessment centers and 360-degree feedback
- HR directors who want one interview standard across the company