How to Prepare for a Competency-Based Interview

Employers will often perform a competency-based interview (also known as a behavioral interview) to determine whether or not the interviewee possesses the core competencies needed to successfully perform the duties of the job description. This interview technique is common when an employer is looking for a candidate with specific skills. In a competency-based interview, the interviewer will ask for specific examples of how your past experience reflects your abilities. In addition to inquiring about your past work experience, they may also ask questions related to problem-solving, decision-making, time management, communication skills, management skills, and interpersonal skills (how well you work as part of a team).

There are several notable benefits to a competency-based interview process.

1. 1. Competency-based interviews provide structure to the interview process. A well-planned interview focuses on questions and answers aimed at quickly understanding the prospective employee’s skills.
2. 2. Competency-based interviews build cohesive teams. By selecting candidates based on specific skill sets—such as teamwork, adaptability, and conflict resolution—employers ensure that each team member possesses the qualities needed to work in harmony with their coworkers.
3. 3. Competency-based interviews are more impartial. Rather than dwelling on the specific previous experience of every candidate, competency interviews focus on a candidate’s ability to perform the duties of the job description. This helps keep the recruitment process impartial and gives candidates the chance to focus on their core competencies.

Some common competency questions that an employer may ask during a competency interview include:

1. 1. Have you ever received negative feedback from a manager? If so, how did you respond?
2. 2. When working on a project as part of a team, what role do you typically assume if you’re not the one in charge?
3. 3. Can you give an example of a situation where you had to make a difficult decision at work? What was the challenge and outcome?
4. 4. Provide an example of a time when you had to use creative problem-solving to overcome a challenge. How did you approach the situation, and what was the result?
5. 5. Describe a time when you successfully handled a conflict in your previous job.

Consider these tips for preparing for a competency-based interview.

• Read the job description thoroughly. A thorough reading of the job description includes identifying the key competencies needed for the role. For example, if the job description requires candidates to be able to work in a fast-paced environment and meet strict deadlines, you’ll know that time management is a key competency for the role.
• Write out specific examples that demonstrate key competencies. Once you’ve identified the key competencies for the role, make a list of specific examples from times in your career in which you exhibited these key competencies. For example, if you’re applying for a management role and have identified conflict resolution as a critical competency, share an example of a time from your work experience when you helped team members overcome conflict in the workplace. How did you handle the situation, and what was the result?
• Prepare using the STAR method. The STAR method—which is an acronym for situation, task, action, result— is a strategy for answering behavioral interview questions in a job interview. Use the STAR model to demonstrate how you have risen to the challenge on previous occasions and produced results. This shows hiring managers that you have the requisite experience and abilities to step up when a difficult situation arises.

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