What’s a Competency-Based Interview?
A competency-based interview (also called behavioural or criterion-based interviewing) is designed to find out how you’ve handled real-life situations at work — because how you’ve acted in the past is usually the best indicator of how you’ll perform in the future.
In these interviews:
The interviewer knows exactly what skills and behaviours are needed for the job.
Questions are based around those key areas (called competencies).
Every candidate is asked similar questions to keep things fair and consistent.
Because of this structured approach, interviewers can make much more accurate hiring decisions — around three times more accurate than traditional interviews!
How to Get Ready
Try to prepare two examples for each competency listed in the job description.
For example: teamwork, leadership, problem-solving, or communication.
The easiest way to structure your answers is to use the STAR model, which helps you stay clear and focused.
STAR stands for:
S – Situation: What was going on? Give some context.
T – Task: What was your goal or what needed to be done?
A – Action: What did you do? (Focus on your contribution.)
R – Result: What happened in the end? What was the outcome or impact?
Most interviewers will start with open questions like:
“Tell me about a time when…”
This is your cue to use STAR to guide your answer.
Example Competency Questions
Here are some examples of the types of questions you might be asked:
Tell me about a time you motivated someone or a team to achieve a goal.
Describe how you made sure your team knew exactly what needed to be done.
Give an example of when you improved a process or service for customers.
Tell me about a time you built a strong relationship with a stakeholder.
Describe a situation where you helped resolve a disagreement at work.
Give an example of a time you had to make a quick decision.
How did you handle a challenge or setback in your last role?
What did you do in your last job to be effective?
Describe a time you had to adapt your style to work better with someone.
Tell me about a time you contributed to great teamwork.
Share an example of when you influenced others in a positive way.
How did you deal with a task that you found boring or repetitive?
Tell me about a project or presentation you were proud of.
Give an example of solving a difficult problem or working with limited information.
Remember
These questions are designed to help you show what you’re capable of — not to catch you out.
The STAR method is your best friend here. It keeps your answers focused, structured, and easy to follow.
If the interviewer asks follow-up questions, that’s a good sign — it means they’re interested in hearing more about your experience.
