- THE GOLD STANDARD IN BEI CERTIFICATION
Certified BEI Practitioner
(C-BeiP)™
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.
- Endorsed by HRCI
- Digital Badge
- Professional Certification
- Online or Face-to-face formats
Certified BEI Practitioner (C-BeiP™)
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
TESTIMONIALS
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?
- Startup Professionals looking to scale
- Entrepreneurs
- CXOs
- HR Generalists & HR Business Partners
- Recruitment Specialists
Course Methodology
- Pre-Work
- Cohort Learning
- Socratic Discussions
- Real Play & Demonstrations
- Cases & Scenarios
Course Benefits
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.
Behaviors
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
- SUPPORT
FAQs on our BEI Certification Program
The Behavioral Interviewing Certification is offered over 8 Hours covered over one day.
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.
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.
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.
If you pay up and are unable to attend on the scheduled dates, you are always welcome to join our next batch.
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?
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:
- The best predictor of future performance is past performance in similar circumstances.
- The more varied the situations in which a behavior is demonstrated, the more deeply rooted the behavior.
- The more recent the behavior, the more predictive it is of future performance.
- People reveal examples if past behaviors in instances where they experience greatest successes or setbacks.
- 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.
- S.T.A.R Model: Situation – Task – Action – Result
- C.A.R Model – Context – Action – Result
- 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?
Teamwork
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:
- Before time is on time, on time is late and late is unprofessional.
- Read the profile well in advance and prepare before the interview.
- 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.
- Leave room for discussion and Q&A. Let the candidate know what’s coming next.
- 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
- Share the job description with Candidate
- Schedule Interview well in advance
- Prepare a position profile
- Review candidate resumé well in advance
- Prepare Interview Form & Questions
Bestpractices During an Interview
- Welcome Candidate
- Rapport Building
- Share Interview Agenda
- Sell The Company & Role
- Ask Questions & Actively Listen
- Take Notes & Assess Real Time
- Q&A
- Share Next steps
Bestpractices After an Interview
- Get back to the candidate as promised
- De-Brief internal stakeholders
- Be courteous and provide feedback to all candidates that you do not end up selecting
- Go Beyond Gut Feeling
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.
- Objective Assessment
- Consistent and transparent
- Based on the competencies & job proficiency
- Reliable prediction of performance
HolisticHiring™
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.
