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BEI Certification Program

The Certified BEI Practitioner (C-BeiP)™ accreditation is an 8-hour BEI Certification Program. This Interviewing Skills Training is endorsed by HRCI for 8 Hours Recertification Units.

Certified BEI Practitioner

BEI Certification Program

The Certified BEI Practitioner (C-BeiP)™ accreditation is a 8-hour BEI Certification Program. This interviewing skills certification program is endorsed by Human Resource Certification Institute (HRCI) for 8 Hours of continuing education units.  Our behavioral interviewing certification helps you learn to design, conduct & evaluate interviews and master structured interviews.

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Certified BEI Practitioner (C-BeiP™)

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Take the guess work out of your hiring process.

Certified BEI Practitioner (C-BeiP™)

Our BEI Certification Program is designed on core principles of Behavioral Event Interviews. BEI based interviews are a structured method of interviewing that reduces the guess work in hiring. Master BEI concepts, learn to design, conduct and evaluate interviews. Make the right talent decisions across the employee lifecycle.

Wrong Hires

the cost of the candidates annual salary

Early Life Attrition

of workers quit a job within the first six months

Replacing Employees

more expensive than retaining an existing employee

Trusted by companies all over the world

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What our clients are saying

Synergogy has proved to be trusted partners for us. They have brought tons of expertise in shaping new, strategically significant processes and capabilities for the business. They are down to earth, forthright, adaptable and authentic - and became 'one of us' at Colgate rather quickly.

– MK Ajay, Director Human Resources, Asia Pacific at Colgate-Palmolive

Having worked with many a coach in over two decades of my professional career, I found Synergogy to be more strategic and innovative than many others. Thanks so much for being a strategic intervention in our growth story!

– Kedar Lele, Executive Director HUL & Chairman Unilever Bangladesh


I engaged the services of Synergogy when I was the HR Head of UTV, and subsequently for The 120 Media Collective. They created tailored leadership programmes, coaching and behavioral training, and were thoroughly professional as well as wonderful human beings.

– Heather Saville Gupta, Global HR Head – ZFX


Who Should Attend?

Course Methodology

Course Benefits

Endorsed by HRCI for 8 hours of Continuing Education Units

Get recognized as a Certified BEI Practitioner (C-BeiP)™

Digitally authenticated badges on your social media profiles

Course Content

Hiring Process

Introduction to a typical hiring process within an organisation and its nuances.

Cost of Wrong Hiring

A look at the hiring matrix and what it costs your organisation every time your hire a poor fit.


Through the sinker model, you will learn how behaviors work & how to apply it for hiring.

Types of Competencies

Define & differentiate between functional & behavioral competencies.

Global Competency Compendium (GCC)

25 Core Competencies that comprise our Global Competency Compendium.

Creating a Position Profile

Learn how to create a position profile in minute using our simple wireframe.

BEI – Principles, Process & Skills

Learn the Principles, Model and Skills needed to get conversant with the BEI system.

Behavioral Interview Questions

Take away questions cards with a collection of more than 250 ready-to-use questions.

Appreciative Listening™

Demonstration and real-play practice of Appreciative Listening will leave you feeling confident from the word go.

Catalytic Questioning™

Demonstration and real-play practice of Catalytic Questioning with focus on types of questions and how to ask them.

Questioning Funnel

This model helps you learn when to use what types of questions in the interiew process.

Questions to Avoid

Discriminatory Questions has been created to help companies equip their people with lawful conduct during interviews.

Interview Preparation: Before, During & After

Key moments in the interview journey that helps you prepare for interviews before, during and after.

Interview Practice – Real Play

Helping you practice interviews with learnings as an interviewer, candidate and observer.

Interview Assessment & Evaluation Form

Best practices in assessing candidates with a ready-to-se template.

Standards of Evaluation & Calibration

Scenarios that help you practice calibrating your responses using evidence scales .

Participant Takeaway


Participant course books that covers all BEI concepts and gets you ready to interview from the word go.

Competency Booklet

Our Global Competency Compendium (GCC) will help you with predefined competencies.

Question Cards

Ready to use questions with a repository of 250+ BEI questions covering 25 core competencies.

Evaluation Form

Fully customisable interview evaluation form that can be used in any team or organisation.

FAQs on our BEI Certification Program
What's the duration of this certification?

The Behavioral Interviewing Certification is offered over 8 Hours covered over one day.

How do I get certified?

You need to score 80% in your course end examination. This will be application based, multiple choice questions online. The examination is part of the course duration.

Can we get this certification done in-house?

Yes, indeed – that’s possible. We can conduct this Behavioral Interviewing Certification for your internal teams either face to face or virtually. Please write to us and we can share more details.

How does HRCI endorsement help?

The HRCI have endorsed our program for 8 hours of recertification units. You can claim this as part of your ongoing development & recertification with them.

What if I pay and I am unable to attend?

If you pay up and are unable to attend on the scheduled dates, you are always welcome to join our next batch.

Do I need to re-certify after a few years?

This is a one-time accreditation with life-time validity. However, you can re-attend the course at 50% of the prevailing course fees at a future date.

Still have any questions?

BEI Certification

What is BEI?

BEI stands for Behavioral Event Interviews

A behavioral interview is a structured interview that is created after a thorough analysis of the job skills needed for a successful job performance. The competencies are then selected that define the knowledge, skills, and abilities which must be assessed during the interview process. This paves the way to develop interview questions designed to identify the presence of these competencies.

The goal of the Behavioral Event Interview process is to predict future job performance based on examples of previous specific behaviors, which illustrate the desired competencies through tactful probing.

The interviewers are looking for behaviors in situations similar to those that will be encountered in the new job. By relating a candidate’s answers to specific past experiences, you’ll develop much more reliable indicators of how the individual will most likely act in the future.

What are the principles of BEI?

BEI is based on the interaction of the following principles:

  1. The best predictor of future performance is past performance in similar circumstances.
  2. The more varied the situations in which a behavior is demonstrated, the more deeply rooted the behavior.
  3. The more recent the behavior, the more predictive it is of future performance.
  4. People reveal examples if past behaviors in instances where they experience greatest successes or setbacks.
  5. The more frequency noted of a certain behavior, the more possibility of that behavior being repeated.

What are the types of BEI Models?

Over the years, many BEI models have emerged. Here are some often used BEI Models.

  1. S.T.A.R Model: Situation – Task – Action – Result
  2. C.A.R Model – Context – Action – Result
  3. S.A.R Model – Situation – Action – Result

Although they may appear different, they all eventually end up doing similar things. At Synergogy, we follow our homegrown, tried and tested model of S.A.R.

What are some examples of BEI Questions?

Results Orientation

Situation: Tell me about a time when none of your supervisors were available to guide or direct you on a particular project or problem.

Action: How did you approach the situation so that you could continue with your work?

Result: What was the outcome?

Problem Solving

Situation: Give me an example of how you have approached a complex or difficult problem in the past.

Action: How did you go about it? or What techniques did you use?

Result: What was the result of that?

Developing Others

Situation: Give me an example of a time when you delegated a project to someone for the purpose of developing that individual.

Action: How did you go about delegating?

Result: How successful were they?

Flexibility / Adaptability

Situation: Give me an example of a time when you had to suddenly change directions on an assignment or project at work.

Action: How did you accomplish this? Were deadlines still met?

Result: What did you learn about yourself?


Situation: Can you give me an example of a time you faced conflict while working on a team?

Action: How did you handle/manage that situation and still fulfil your responsibilities?

Result: What results did you see?

What are some tips to conduct a professional interview?

Here are 5 tips that should be non-negotiable for every interviewer:

  1. Before time is on time, on time is late and late is unprofessional.
  2. Read the profile well in advance and prepare before the interview.
  3. Short open questions with a spirit of genuine curiosity is the best way to get information on the candidate. Be a scientist not a judge – listen with presence and without distractions.
  4. Leave room for discussion and Q&A. Let the candidate know what’s coming next.
  5. Avoid asking discriminatory questions. In many countries it is even unlawful.

What are some bestpractices to manage the interview process?

We have divided the list of bestpractices into 3 parts viz. Before, During & After an interview.

Bestpractices Before an Interview

  1. Share the job description with Candidate
  2. Schedule Interview well in advance
  3. Prepare a position profile
  4. Review candidate resumé well in advance
  5. Prepare Interview Form & Questions

Bestpractices During an Interview

  1. Welcome Candidate
  2. Rapport Building
  3. Share Interview Agenda
  4. Sell The Company & Role
  5. Ask Questions & Actively Listen
  6. Take Notes & Assess Real Time
  7. Q&A
  8. Share Next steps

Bestpractices After an Interview

  1. Get back to the candidate as promised
  2. De-Brief internal stakeholders
  3. Be courteous and provide feedback to all candidates that you do not end up selecting

Get Your Hiring Game RIght

Interviewing to hire potential employees is a core activity in any organization, large or small. However, most organizations still get it wrong. In fact, the costs associated with hiring a wrong employee can soar to as much as 3X to 5X the annual salary of the candidate. Our interviewing systems ensure you hire the right candidate for the job.

BEI Certification Synergogy


Wrong hires cost 3X to 5X the candidates annual salary.

Go beyond just interviews. Using psychometric tools to hire people dramatically increases your success rates during the selection process.

Explore our HolisticHiring™ system where we assess candidates on 3 dimensions viz. 4 Core Behaviors, 12 Core Drivers/Motivators and 25 business-related competencies.

BEI Certification Synergogy

Schedule a 30 minute call to discuss your talent acquisition plans and long term goals.

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