THE COMPETENCY-BASED INTERVIEW

Competency-Based Interviewing (also known as Criterion-Based Interviewing, Behavioral Interviewing or Focused Interviewing) is based on the following principles:

  • Criteria are identified from an analysis of what is required to perform well in the job

  • Questions are well prepared and focus on job-related criteria

  • The interview is structured so that each interviewee is asked questions which are targeted at the criteria

By using such a structured approach, skilled interviewers can ensure that their decisions are at least three times as accurate as those arising from a traditional, unstructured interview.

You should try to prepare at least two examples for each of the competencies you are going to be questioned on.

The STAR model for framing answers to interview questions is very widely used and most interviewers find it part of their training too.

The interviewer will start their sequence of questions with a broad, open question about the competency area they want you to evidence. This will give you the opportunity to use the STAR model to both frame your answer and to mentally check that you have covered everything you wished to say.

Examples of Competence-Evidencing Questions

  • Tell me about a time when you have motivated someone or a team to achieve an important goal. How did you do that?

  • Give me an example of how you went about ensuring a team of people or an individual knew what they needed to do in order to meet a specific goal.

  • Give me an example of a time when you have created or improved a process to ensure a better service for your customers/stakeholders.

  • Give me an example of a time when you have gone out of your way to build an effective relationship with a customer/stakeholder.

  • Give me an example of a time when you have been instrumental in resolving a dispute or disagreement between individuals in a team you were in. How did you go about it?

  • Describe a time in any job you have had when you were face to face with a problem or pressures, which tested your ability to cope. What did you do?

  • Tell me how you coped with a time when you had to refrain from speaking, or when you were unable to finish a task, because you did not have enough information to go on? Be specific.

  • Give an example of a time when you had to be relatively quick in coming to a decision.

  • Give me an example of a time when you felt you were unable to motivate your colleagues or staff.

  • What did you do in your last job in order to be effective? Be specific.

  • Describe a situation in your job when you could structure your own work schedule. What did you do?

  • Describe the most creative work-related project which you carried out.

  • Describe a time when you felt it was necessary to modify or change your actions in order to respond to the needs of another person.

  • What experience have you had with a misunderstanding with a customer or fellow employee? How did you solve the problem?

  • What did you do in your last job to contribute towards teamwork? Be specific.

  • Describe a situation in which you were able to influence positively the actions of others in a desired direction.

  • What do you do when one of your people is performing badly, just not getting the job done? Give an example.

  • When you had to do a job that was particularly uninteresting, how did you deal with it?

  • Describe the most significant written document/report/presentation which you have had to complete?

  • Give me an example where you have had to collate or sift different sources of information to arrive at a decision. How did you do that?

  • Give me an example of a difficult problem you had to solve. How did you go about it?

  • Give me an example of a time when you were able to communicate with another person, even though that individual may not have liked you personally.

    REMEMBER:

    The questions are posed solely to give you the opportunity to shine. The STAR model allows you the best opportunity to do so by organising your answer to cover all the points looked for. Any supplementary questions you are asked are designed to give you the opportunity to give more detail in those specific areas.