What are competency-based interviews?

Competency-based interviews are used to test three specific areas – knowledge, skills and attitudes. Each question is designed to test one or more of these specific abilities. The answers the interviewee gives are then compared to pre-decided criteria and marked accordingly.

What makes a competency-based interview different to other normal/unstructured interviews?

Normal interviews are more like a conversation, with the interviewer asking a variety of questions without specific objectives to get an overall sense of who the interviewee is. There is no format to the questions being asked. Each question is random and may be quite open. This type of interview is used to gather general information about an individual and does not test any specific skill or competency. In a normal interview, the individual is judged by the overall impression he/she leaves. Therefore, this process is likely to be subjective.

Competency-based interviews are a lot more systematic and structured. The goal is to target specific skills or competencies. The candidate will be asked questions related to their behaviour in specific situations. They should respond using concrete examples from their previous experience in order to back up their answer. The interviewer will then dig deeper into the examples by asking for specific explanations about the candidate’s behaviour and skills.

Know what to expect

Many interviews nowadays are competency based, which means that interviewees should expect to answer questions about their abilities and experience in the context of actual events. It is worth preparing at least two examples of each competency mentioned on your CV. It is not uncommon for interviewers to ask the candidate for a second example, especially if they have already used one on their application form.

Even though most questions will tend to be requesting examples of situations where you have demonstrated specific skills, they can be phrased quite differently. The key to answering the questions is to demonstrate that you have the right skills and illustrate this by using examples to show how you can apply them to real life situations.

Prior to the interview, the interviewers will have decided which answers would score positively and which would score negatively against the candidate. Marks are allocated depending on the extent to which the candidate’s answers match both positively and negatively. If the interviewers feel that there are areas that the candidate has failed to address, they may help them along by probing appropriately.

As a candidate, you should focus on how you dealt with the situation and the results of your actions. Secondly, make sure to focus on yourself in particular – how you personally handled the stress during and after the event or situation. This part of the interview may be subjective. Preparation is key in order to answer every question thrown at you on the day without having to think too much on the spot.

It is vital to identify the competencies you are being asked and expect to demonstrate. Before the interview go through the brief-job specification and research what the role will entail. From your findings pick appropriate examples, which demonstrate that you possess all the necessary skills they require in order to fulfil the position.

Organise your thoughts using the STAR method

Learn to narrate your examples using the STAR method. This method is used for setting the scene of the situation, explaining how you handled the situation by placing emphasis on your role and detailing the results.

The acronym STAR stands for

  • Situation
  • Task
  • Action
  • Results

This is a method commonly used in order to give complete and meaningful answers to a question that is requesting examples. This technique is also popular due to its simplicity and easy application. Many interviewers would have been trained using the STAR method, and even if they haven’t they will recognise its value when they see it. The information they seek will be presented to them in a structured manner; as a result they will be more receptive to the message you are trying to communication towards them.

Step 1: Situation or Task

Firstly you should set the scene at the beginning of your answer. Here you will describe the situation you were confronted with or the task you needed to accomplish. This section is where you set the context. It should be short but informative.

Step 2: Action

This is the most important section of the STAR approach. This is when you illustrate the action you took in order to overcome the situation or to fix a problem.

  • Be personal
  • Go into some detail
  • Steer clear of technical information
  • Explain what you did, how you did it and why you did it

Step 3: Results

Here you can explain how the action you took had a positive effect on the situation. In this part of the answer, it is vital to convey what you learnt from that situation and how you have grown from that particular event or experience.

Skills and Competencies

Interview questions can vary a lot between sectors and depend on the seniority of the role for to which the candidate is applying. The more senior the role, the more detail is expected in the candidate’s answer. The interview will begin by asking a framing question which will highlight which competency they want to find out about. It will be a broad question; however, depending on the detail of your response they may continue further with that particular skill.

Below is a list of commonly expected competencies:

  • Adaptability
  • Compliance
  • Communication
    – Verbal
    – Listening
    – Written
  • Conflict Management
  • Creativity and Innovation
  • Decisiveness
  • Delegation
  • External Awareness
  • Flexibility
  • Independence
  • Influencing
  • Integrity
  • Leadership
  • Leveraging Diversity
  • Organisational Awareness
  • Resilience and Tenacity
  • Risk-Taking
  • Sensitivity to others / empathy
  • Teamwork

Now you know what the interviewers are looking for, and you have the tools to provide structured and thoughtful answers. Have a look at your own CV and apply what you have learned in this article, making sure to prepare answers for your core competencies. Good luck in seeking your next exciting opportunity! And remember, there is a hidden job market to explore as well.