How to structure a competency-based interview

A well-planned set of interview questions can go a long way to helping businesses recruit effectively. If you want to utilise the interview time well, preparation is key. This is certainly the case if you want to conduct a competency-based interview.  

A competency-based interview is where each question is designed to test one or more specific skills, with candidates having to use situational examples from life experiences when answering. The answers given are then matched against pre-decided criteria and marked accordingly. This allows the interviewer to gain a full picture of a candidate's abilities and potential, being a systematic way of interviewing.  

Below, we look at how to structure a competency-based interview. 

Key competencies employers should look for 

 

Uncovering a candidate’s individual competencies should be your priority. The most sought-after competencies include:  

• independence
• flexibility
• leadership
• adaptability
• commercial awareness
• communication
• conflict resolution
• decisiveness
• problem-solving
• organisation
• resilience
• teamwork

Uncovering whether or not a candidate possesses these skills can be achieved by asking the right questions. Below are some example questions you may want to include in your interview:  

• "Tell us about a time you have had to take on the role of a leader." - The answer will allow the candidate to demonstrate whether or not they possess leadership skills.
• "Give an example of how you have solved a big problem at work." - The answer will allow the candidate to demonstrate problem-solving skills and abilities.
• "When have you taken responsibility for a difficult task at work?" - The answer will allow the candidate to show how responsible they are and how well they respond to new tasks.

Looking to recruit? 

 

If you are looking to introduce competent staff members into your team, contact our team today and learn more about our award-winning recruitment services.