What is a competency based interview?
A competency based interview is an interview in which the interviewer asks questions about your past behavior in order to assess your suitability for a particular job. The idea behind this type of interviewing is that your past behavior is the best predictor of your future behavior.
Competency based interviews usually focus on four or five key areas, such as teamwork, customer service, problem-solving, and decision-making. The interviewer will ask you specific questions about times when you have demonstrated these competencies in the past.
For example, if you are applying for a job that requires excellent customer service skills, the interviewer might ask you to describe a time when you went above and beyond to help a customer.
Competency based interviews can be challenging, but they are also an excellent opportunity to showcase your skills and experience. If you preparation properly, you will be able to confidently answer the interviewer’s questions and impress them with your qualifications.
Key Areas of a Competency Based Interview:
As we mentioned earlier, competency based interviews usually focus on four or five key areas. These areas will vary depending on the job you are applying for, but some common ones include:
• Teamwork – this competency is important for jobs that require you to work closely with others in order to achieve common goals.
• Customer service – this competency is important for jobs that involve dealing directly with customers or clients.
• Problem-solving – this competency is important for jobs that require you to find creative solutions to difficult challenges.
• Decision-making – this competency is important for jobs that give you the responsibility to make decisions that will impact the company or organization.
What questions are asked in a competency-based interview?
Competency-based interviews usually focus on specific skills and abilities that are required for the job. Interviewers will ask questions about your past experience and behavior in order to gauge your suitability for the role. They may also give you hypothetical scenarios to test your problem-solving abilities.
How is competency-based interviewing different from typical interviewing?
In a traditional interview, the interviewer may ask general questions about your qualifications and experience. In a competency-based interview, the questions will be more specific and focused on your ability to do the job. This type of interview is designed to assess your skills and potential, rather than just your past experience.
What is your weakness best answer?
When preparing for a competency-based interview, it’s important to have a ready answer for the question “what is your greatest weakness?”. The best way to approach this question is to choose a weakness that is not critical for the job, and then discuss how you’re working to improve upon it. For example, if you’re applying for a customer service role, you might say that you sometimes have trouble staying calm when dealing with difficult customers. However, you could also mention that you’re taking steps to improve your patience and better handle difficult situations.
What is a good score in a competency-based interview?
A good score in a competency-based interview depends on the specific job and company you’re interviewing with. In general, however, a score of 70% or higher is considered good. This means that you answered most questions correctly and demonstrated adequate skills for the job.
How do I know if my competency interview went well?
One way to tell if your competency interview went well is to ask for feedback from the interviewer. Most companies will be happy to provide you with feedback on your performance. Alternatively, you can look for signs that the interviewer was impressed, such as extended periods of eye contact or enthusiastic body language.
What are the top 5 questions to ask an interviewer?
The best questions to ask an interviewer depend on the specific job and company you’re interviewing with. However, some general questions that are always good to ask include:
-What are the biggest challenges in this role?
-What does success look like in this position?
-What would you say is the company’s biggest accomplishment in the past year?
-What are the company’s values?
-How do you see this department/team evolving in the next few years?
Asking questions shows that you’re interested in the role and the company, and it can give you a better sense of whether or not it’s a good fit for you.
How long do competency-based interviews last?
Competency-based interviews usually last between 30 and 60 minutes. However, the length of the interview will depend on the specific job and company you’re interviewing with. Some interviews may be shorter or longer than others.
How do you ace a competency-based interview?
The best way to ace a competency-based interview is to be prepared and confident. Do your research ahead of time so you know what to expect, and practice answering questions out loud. Be sure to focus on your strengths and how they relate to the job you’re interviewing for. Finally, stay calm and collected during the interview itself – it’s important to project confidence even if you’re feeling nerves inside.
Some tips for acing a competency-based interview include:
-Preparing in advance by doing research on the company and the specific role you’re interviewing for.
-Practicing your answers to common interview questions.
-Focusing on your strengths and how they align with the job requirements.
-Staying calm and collected during the interview itself.
How long does it take to prepare for a competency-based interview?
The amount of time you need to prepare for a competency-based interview depends on the specific job and company you’re interviewing with. However, it’s generally a good idea to do some research on the company and the role in advance, and to practice your answers to common interview questions. You should also take some time to think about your strengths and how they relate to the job you’re applying for. Preparing in advance will help you feel more confident and relaxed during the actual interview.
What are some common mistakes candidates make in competency-based interviews?
One of the most common mistakes candidates make in competency-based interviews is not being prepared. It’s important to do your research on the company and the specific role you’re interviewing for in advance, and to practice your answers to common interview questions. Candidates also sometimes make the mistake of not focusing enough on their strengths, or of not relating their strengths to the job they’re interviewing for. Finally, some candidates come across as nervous or unprepared during the actual interview, which can make a bad impression.
To avoid making these mistakes, be sure to:
-Do your research on the company and the role in advance.
-Practice your answers to common interview questions.
-Focus on your strengths and how they relate to the job you’re interviewing for.
-Stay calm and collected during the actual interview.
What are competency strengths?
Competency strengths are qualities or skills that make you particularly good at your job. They can be hard skills like knowledgable in a certain software program, or soft skills like excellent communication. When preparing for a competency-based interview, it’s important to focus on your strengths and how they relate to the job you’re applying for. Doing this will help you come across as confident and prepared during the interview.
Some examples of competency strengths include:
-Hard skills like knowledgable in a certain software program:
This is a specific skill that can be learned and is essential for some jobs. For example, if you’re applying for a job as a web developer, employers will expect you to have competency in HTML and CSS. If you don’t have these skills, you likely won’t be considered for the position.
-Soft skills like excellent communication:
Communication is a key soft skill that is important in almost any job. Being able to communicate effectively with others will make you a more valuable employee and help you build better relationships with colleagues and customers.
-Ability to work well under pressure:
Some jobs require employees to be able to handle high-pressure situations. If you’re applying for a job that has this requirement, you’ll need to be able to demonstrate your ability to stay calm and collected under pressure.
-Conflict resolution skills:
If you’re applying for a job that involves working with others, employers will want to see that you have the ability to resolve conflicts. This is an important skill to have in any collaborative environment.
-Leadership ability:
Employers are always looking for employees who have leadership potential. If you can show that you have the ability to take charge and motivate others, you’ll be more likely to get the job.
-Ability to take initiative:
Taking initiative is another quality that employers value. If you can demonstrate that you’re the type of person who is always looking for ways to improve and grow, you’ll be more likely to get the job.
-Problem solving skills:
Employers want to see that you have the ability to identify and solve problems. This is an important skill in any job, as it shows that you’re able to think critically and come up with solutions.
-Creativity:
Being creative is a valuable asset in any job. If you can show employers that you have the ability to think outside the box and come up with new ideas, you’ll be more likely to get the job.
-Flexibility:
Flexibility is another quality that employers value. If you can demonstrate that you’re able to adapt to change and handle different tasks, you’ll be more likely to get the job.
-Organizational skills:
Organizational skills are important in any job. If you can show employers that you have the ability to keep track of tasks and meet deadlines, you’ll be more likely to get the job.
-Time management skills:
Time management skills are another valuable asset in any job. If you can demonstrate that you have the ability to prioritize tasks and manage your time effectively, you’ll be more likely to get the job.
-Patience:
Patience is an important quality to have in any job. If you can demonstrate that you’re able to remain calm and collected in difficult situations, you’ll be more likely to get the job.
-Persistence:
Persistence is another quality that employers value. If you can show that you’re the type of person who is always willing to put in the extra work to get the job done, you’ll be more likely to get the job.
-Detail oriented:
Detail oriented is another important quality to have in any job. If you can demonstrate that you have the ability to pay attention to details and complete tasks accurately, you’ll be more likely to get the job.
-Adaptability:
Adaptability is another key quality to have in any job. If you can show that you’re able to adapt to change and handle different tasks, you’ll be more likely to get the job.
These are just some of the skills that employers value. If you have these skills, you’ll be more likely to get the job.
Answering Questions about Your Past Behavior:
As we mentioned earlier, the interviewer will ask you specific questions about times when you have demonstrated the key competencies in the past.
It is important to remember that the interviewer is not interested in hearing about your general skills or abilities. They want to hear concrete examples of times when you have put those skills into practice.
For example, if the interviewer asks you to describe a time when you had to solve a difficult problem, they are not interested in hearing about the various strategies you considered. Instead, they want to hear about the specific problem you faced and how you ultimately solved it.
To prepare for a competency based interview, it is a good idea to review some common questions and think about specific examples you can use to answer them.
Top 25 questions include:
Tell me about a time when you had to work with a difficult team member:
Answer:
I was once assigned to a team that was working on a very important project for the company. One of the team members, we’ll call her Jane, was not pulling her weight and it was starting to affect the rest of the team. I spoke with Jane about the situation and she agreed to try to do better. I also spoke with our team leader and asked him to keep an eye on Jane and give her some additional support. In the end, Jane did improve and the project was a success.
Tell me about a time when you had to deal with a angry customer.
Answer:
I was working in customer service when I received a call from a very angry customer. He was yelling and swearing and it was clear that he was very upset. I remained calm and tried to understand the problem. Once I understood the problem, I was able to resolve it quickly and the customer calmed down.
Tell me about a time when you had to solve a complex problem.
Answer:
I was working on a project that required me to solve a complex problem. The problem was difficult and it took some time to figure out the best solution. In the end, I was able to find a solution that worked and the project was successful.
Tell me about a time when you had to make an important decision.
Answer:
I was working on a project and we had to make an important decision about the direction of the project. We discussed the options and weighed the pros and cons of each option. In the end, we made a decision that I believe was the best for the project.
Tell me about a time when you had to deal with a challenging situation.
Answer:
I was working on a project and we ran into some challenges. We were able to overcome the challenges by working together as a team and brainstorming some solutions. In the end, we were able to complete the project successfully.
Tell me about a time when you had to manage a difficult project.
Answer:
I was once assigned to manage a project that was in danger of failing. I worked closely with the team and identified the problems that were causing the project to fail. We implemented some changes and I monitored the situation closely. In the end, we were able to turn the project around and it was successful.
Tell me about a time when you had to lead a team.
Answer:
I was once assigned to lead a team that was working on a very important project. I worked closely with the team and provided them with guidance and support. I also helped to motivate the team and keep them on track. In the end, we were able to complete the project successfully.
Tell me about a time when you had to give feedback to someone.
Answer:
I was working with a team member who was not meeting my expectations. I spoke with him about the situation and gave him some specific feedback. I also told him what I expected from him in the future. As a result, he made some improvements and was able to meet my expectations.
Tell me about a time when you had to deal with conflict.
Answer:
I was working with a team on a project and we ran into some conflict. We were able to resolve the conflict by communicating openly and honestly with each other. We also worked together to find a solution that everyone could agree on. In the end, we were able to complete the project successfully.
Tell me about a time when you had to make a presentation.
Answer:
I had to make a presentation to a large group of people. I prepared for the presentation by practicing and making sure that I knew my material well. I also tried to be as clear and concise as possible. In the end, the presentation went well and I received positive feedback from the audience.
Tell me about a time when you had to negotiate something.
Answer:
I had to negotiate with a vendor for the purchase of some equipment. I worked out a fair price for the equipment and we were able to reach an agreement that was satisfactory for both parties. In the end, we were able to complete the transaction and I was happy with the result.
Tell me about a time when you had to take on additional responsibility.
Answer:
I was asked to take on additional responsibility at work when one of my colleagues went on maternity leave. I took on her projects and made sure that they were completed on time. I also kept her informed of any developments and made sure that she was up to date with everything. In the end, everything went well and she was happy with the results.
Tell me about a time when you had to solve a difficult problem.
Answer:
I was once asked to solve a difficult problem that had been troubling the company for some time. I gathered all of the relevant information and then brainstormed possible solutions. I also consulted with other experts to get their input. In the end, I was able to come up with a solution that was accepted by the company and the problem was resolved.
Tell me about a time when you had to make an important decision.
Answer:
I had to make an important decision when my team was working on a project. We were facing a deadline and we had to decide whether to cut corners or not. I consulted with my team and we decided to not cut corners and to do the best job possible. In the end, we were able to complete the project on time and to a high standard.
Tell me about a time when you had to lead a team.
Answer:
I was asked to lead a team on a project. I made sure that everyone knew what their roles were and what was expected of them. I also communicated regularly with the team and provided feedback. In the end, we were able to complete the project successfully.
Tell me about a time when you had to give feedback to someone.
Answer:
I had to give feedback to a colleague who was not meeting my expectations. I sat down with him and explained what he was doing wrong. I also gave him some specific feedback. I also told him what I expected from him in the future. In the end, he made the necessary changes and improved his performance.
Tell me about a time when you had to manage a complex project.
Answer:
I was asked to manage a complex project. I made sure that all of the different pieces were coordinated and that everyone knew what they had to do. I also communicated regularly with the team and provided updates. In the end, we were able to complete the project on time and to a high standard.
Some tips for answering these questions include:
1) Be specific:
When you answer these questions, it is important to be as specific as possible. The interviewer wants to hear about a specific time when you demonstrated the competency in question.
Additionally, the more specific you are, the more likely it is that the interviewer will be able to see how your past experience is relevant to the job they are hiring for.
2) Use concrete examples:
Your answer should include concrete examples and details of what you did in the situation you are describing.
The interviewer wants to hear about what steps you took to solve the problem or accomplish the task at hand. They want to know what methods you used and why you chose those methods.
3) Describe the results:
When you are describing a specific example, it is important to include information about the results of your actions.
The interviewer wants to know not only what you did, but also how effective your actions were. Did you achieve the desired outcome? Why or why not?
Answering these questions effectively will help the interviewer get a better sense of your past behavior and whether or not you have the skills and abilities they are looking for in a candidate.
4) Be prepared:
As we mentioned earlier, it is a good idea to review some common questions and think about specific examples you can use to answer them. This will help you be better prepared for the interview and increase your chances of impressing the interviewer.
5) Practice:
In addition to preparing ahead of time, it is also a good idea to practice answering these questions out loud. This will help you gain confidence and make sure you are conveying your answers in a clear and concise manner.
By following these tips, you can increase your chances of acing a competency based interview and landing the job you want.
Glossary:
Competency: A specific skill or ability that is required to perform a certain task.
Competency based interview: An interview in which the candidate is asked questions about their past behavior in order to assess their suitability for the job.
Lead: To take charge of or be responsible for something.
Team: A group of people working together towards a common goal.
Feedback: Information about someone’s performance, typically given in order to help them improve.
Complex: Consisting of many different and connected parts.
Coordinate: To bring different elements into proper relationship with each other.
Communicate: To share information with someone.
Outcome: The result or consequence of an action or event.
Job description:
A job description is a document that describes the duties, responsibilities, and required skills for a particular job. It usually also includes information about compensation and benefits.
Competency based questions:
Competency based questions are questions that assess a candidate’s past behavior in order to predict their future performance. They are commonly used in competency based interviews.
Communication skills:
Communication skills are the ability to communicate effectively with others. This includes speaking, writing, listening, and body language.
Competency based interviews test:
A competency based interview is an interview in which the candidate is asked questions about their past behavior in order to assess their suitability for the job.
Negative feedback:
Negative feedback is feedback that points out areas of improvement. It is usually given in order to help the person improve their performance.
Behavioral interviews:
Behavioral interviews are interviews in which the candidate is asked questions about their past behavior in order to assess their suitability for the job.
Future performance:
Future performance is a prediction of how someone will perform in the future. It is often based on past behavior.
Job interviews:
A job interview is a meeting between an employer and a potential employee, typically conducted to assess whether or not the person is suitable for the job.
Follow up questions:
Follow up questions are questions that are asked after the initial question in order to get more information.
Leadership styles are the different ways that leaders can lead their teams. Some common leadership styles include democratic, autocratic, and laissez-faire.
Interview structure:
Interview structure is the way that an interview is organized. It typically includes an introduction, a body, and a conclusion.
Customer complaint:
A customer complaint is a complaint that a customer has about a product or service.
Personal attributes:
Personal attributes are qualities or characteristics that belong to a person.
Team effort:
Team effort is the combined effort of a group of people working together towards a common goal.
Organisational awareness:
Organisational awareness is the ability to understand how an organisation works and how it fits into the wider context.
Star method:
The star method is a way of answering questions in which the candidate gives a specific example from their past to illustrate each point.
Core competencies:
Core competencies are the skills and abilities that are essential for a particular job.
Past behavior:
Past behavior is a predictor of future behavior. It is often used to assess a candidate’s suitability for a job.
Conflicting agendas:
Conflicting agendas are when two or more people have different goals that are in conflict with each other.
Difficult task:
A difficult task is a task that is challenging or mentally demanding.
Company policy:
Company policy is the set of rules and guidelines that an organisation has in place.
showed integrity:Showing integrity means behaving in a way that is consistent with the moral principles of honesty and fairness.
Influence people:The ability to influence people is the ability to persuade or convince others to do something.
Overall impression:
The overall impression is the general feeling or opinion that someone has about something.
Good working relationships:
Good working relationships are relationships between employees that are positive and productive.
