A competency-based interview evaluates the candidate by asking how they’ve dealt with specific problems and challenges in their past experience. It’s an excellent method to uncover how they’ll apply the skills, knowledge, and behavior in real-life scenarios.
For that reason, these types of questions are often referred to as situational or behavioral. Unlike the traditional interview method, which focuses on qualifications and work experience, this method digs deeper into how the candidate will respond in certain situations.
Now, let’s dive deeper into competency-based interviews, learn how to prepare for them, and explore some common questions and answers that will help you stand out.
Key Takeaways
- A competency-based interview means evaluating candidates by asking behavioral and situational questions regarding past work experiences.
- The main focus is on competencies such as teamwork, adaptability, problem-solving skills, communication skills, creativity, and leadership.
- The competency-based interview is used across many industries, such as healthcare, education, finance, and customer service.
- Preparation is key to acing the competency-based interview, and the STAR method is a great way to structure your answers.
- During the competency-based interview, demonstrate self-criticism, opt for measurable examples, and be ready for follow-up questions.
What is a Competency-Based Interview & How Does it Work?
A competency-based interview is all about showing off your skills through real-life experiences.
It’s a chance to demonstrate how you handle real challenges instead of just talking about your qualifications.
Why is this important?
Well, unless you’ve been hiding under a rock, you’ve probably noticed that the job market is getting increasingly competitive. Industries evolve and change constantly, and people are upgrading their skills to catch up. So, it’s only natural that employers will be more selective when hiring.
This is where competency-based interviews come into play. The main focus is behavioral questions about your past experiences and how you apply specific skills in real-life situations.
Employers want to get a feel for how you’ve handled tricky scenarios so they can predict how you’ll perform in the future. For example, they might ask how you prioritize tasks when the deadline is looming. Or how you’ve come up with a solution while working under pressure.
You’re most likely to encounter competency-based interviews where soft skills are a must. These include industries such as healthcare, education, customer service, and finance, just to name a few.
Here are some key competencies they’ll be looking for:
- Teamwork
- Adaptability
- Achieving measurable professional results
- Decision-making skills
- Problem-solving skills
- Communication skills
- Flexibility
- Creativity
- Leadership skills
- Organization and time management
How to Prepare for a Competency-Based Interview
Preparation is key if you want to nail the competency-based interview. Let’s take a look at how you can approach it.
First thing’s first, make a list of the core competencies for the role you want to apply for. Then, go through your CV and take note of where your experience matches those competencies.
Now, here comes the fun part— we’re going to use the good old STAR method.
It stands for:
- Situation
- Task
- Action
- Result
You’ll find it really useful because it helps you structure your answers and keep them concise, and it can be applied to any competency-based questions you might face.
Basically, you’ll think of a situation or challenge from your past work experience that resonates with the core competencies of the role you’re applying for. Then, you’ll walk the interviewer through your responsibility in that situation and the action you took to deal with it.
In the end, you’ll charm them with the amazing results you achieved.
Remember, practice makes perfect. So, grab your toughest critic and run through all the answers with them. It’s the best way to sharpen your answers and get real feedback!
Want to level up your prep? Look into some competency-based interview training. There are tons of online coaches out there who will help crush your next job interview.
10 Competency-Based Interview Questions w/ Answers
Now you know how important preparation is when it comes down to competency-based interviews. However, you might be struggling to think of the possible questions or how to answer them.
Don’t worry; we’ve got you covered.
Here are ten competency-based questions and answers that will help polish your responses.
#1. Tell me about a time when you solved a problem in a creative way.
When hiring managers raise this question, they want to evaluate your ability to think on your feet. It paints a clearer picture of your problem-solving capabilities when the solution is hidden from plain sight.
Sample answer: “In my previous role as a Demand Generation Manager, I consistently saw a low webinar turnout. So, I decided to implement a personalized cold email strategy tailored to each attendee’s role and industry. I collaborated closely with the content team, came up with a good copy, and soon after, saw an increase in attendance of 35%.”
#2. Describe a time when you were given a new responsibility you hadn’t done before. How did you handle it?
This is another common competency-based interview question. With it, the interviewer will get a sense of your willingness to step outside of your comfort zone.
A strong answer would highlight your preparedness to learn, adapt, and take on new challenges.
Sample answer: “I was assigned to create the company’s knowledge base from scratch. I started by researching competitors and gathering inspiration. Then, I made a list of all the product questions and collaborated with the developers and the design team to create a user-friendly layout. Breaking the project into steps made all the difference in launching this valuable resource hub.”
#3. Tell me about a time that you made a decision and then changed your mind.
This question explores your critical thinking competency.
Often, you’ll have to face new information and be able to re-evaluate your decisions. It’s a great way for the interviewer to check how open you are to admitting your mistakes.
Honesty is the best policy, so when answering the question, be truthful about why you changed your mind and how it benefited the situation.
Sample answer: “As an instructional designer, I was assigned a project where I decided to implement a video-based approach. Then, I started gathering feedback and realized it wasn’t engaging enough for the learners. So, I switched to a quiz and short scenario format, which resulted in improved engagement and better learning outcomes.”
#4. Give an example of a time you had to adapt to a major change.
The work environment is much more dynamic now than it used to be. Naturally, hiring managers are looking at flexibility and adaptability as key competencies.
This competency-based interview question can be applied to any admin role. It highlights your ability to stay productive even when there are changes in the work setting.
Sample answer: “As an admin, I was used to working from the office. My responsibility was to make sure things got done and to keep the office spirit by organizing events and activities. Then COVID hit, and I had to adapt quickly. This was a big shift for me. However, I set aside my anxiety and quickly came up with new ways to work. I kept engaging the team with informative and fun daily vlogs. In addition, I coordinated with the IT department and ensured everyone had all they needed to work efficiently from their home offices.”
#5. Tell me about a time you had to deliver bad news.
No one wants to be the bearer of bad news. But when you are, it’s an opportunity to show off key competencies that can get you the role you’re applying for.
These include:
- Emotional intelligence
- Communication style
- Ability to stay composed and respectful
Sample answer: “I’m a recruiter, so delivering bad news comes in the job description. I had a candidate who had gone through several rounds of interviews, and I had to inform them that we had chosen another person for the role. I respectfully thanked them for their time, gave them constructive feedback, and even shared a list of companies they might be interested in.”
#6. Describe a situation where you had to meet a tight deadline. What did you do?
This question gives you a chance to show how well you’re able to work under pressure.
It’s also a great way to highlight your task prioritization and organizational competencies that contribute to meeting a tight deadline.
Sample answer: “In my previous role, I was tasked to redesign a company’s website in just two weeks. To meet the tight deadline, I carefully planned the project, prioritized tasks, and made a list of web developers I wanted to work with. We completed the project in ten days by coordinating efforts and working long hours.”
#7. Describe how you have positively contributed to a team.
“Teamwork makes the dream work.” – Thank you, Captain Obvious.
Whatever role you’re interviewing for, chances are, you’ll be working in a team.
So, to answer this question successfully, provide an example of how your unique skills played a role in achieving a positive outcome. It’s also a good opportunity to highlight your amazing communication skills.
Sample answer: “I’m a vet with over ten years of experience. Over the years, I’ve had many emergencies where I had to work closely with my team to stabilize an animal or perform surgery. For example, in one case, a dog was critically injured, and the situation was intense. But I managed to stay calm and focused. Thanks to our teamwork and clear communication, we saved the dog’s life.”
#8. Tell me about a time you had to explain something complicated to someone with less experience.
This is another common interview question. The interviewer tests your ability to break down complicated processes in a more digestible way.
Strong communication skills are crucial for any role, especially when guiding a less experienced team.
Sample answer: “In my previous role as a Software Tester, we had a new hire who wasn’t familiar with the software we used. I created a step-by-step plan and broke it down into manageable chunks. By the end of the training, they were able to find their way around the software independently.”
#9. Have you ever received negative feedback from a manager? How did you handle it?
With this competency-based interview question, the interviewer wants to see how well you can handle criticism. At the end of the day, no one is expected to know everything or not make mistakes.
What’s important is to acknowledge the mistakes and take them as an opportunity to learn and grow in your role.
Sample answer: “When I started my career in sales, my manager used to give me negative feedback every once in a while. Anything from the tone of my voice to sounding too robotic when following a script. Instead of getting frustrated, I took it as a learning opportunity and practiced daily. Implementing the feedback led to my promotion as an SDR lead a year after starting the role.”
#10. Give an example of how you show initiative at work.
Showing initiative at work can take many forms. You might want to talk about a time when you noticed a struggling colleague and stepped in to help them out. Maybe an unexpected problem came up, and you took charge.
The goal is to provide an answer showing how you took ownership and exceeded your everyday responsibilities.
Sample answer: “In my previous role as a Content Executive, we had a lot of podcast episodes that were piling up, and the video team was overwhelmed. So, I took the initiative and found an AI editing software to handle the video editing myself. This sped up the whole process significantly and allowed the video team to focus on high-priority tasks.”
20 More Competency Based Interview Questions
Need more questions? Here are 20 more competency-based interview questions that will help you stand out.
#1. Leadership and problem-solving
- What’s the toughest project you’ve ever worked on?
- Describe a time when you had to solve a problem with limited information.
- Describe a situation in which you led a team.
- Can you give an example of how you’ve handled a difficult client?
- Can you provide an example of a time you demonstrated leadership skills?
- Can you give an example of a project you managed from start to finish?
- Tell me about a time when you supported a leader or manager within an organization.
- Have you ever used your initiative to solve a difficult problem?
- Tell me about a big decision you’ve made recently.
#2. Communication skills and relationships
- How do you keep a good working relationship with your colleagues?
- Describe a situation where you supported diversity.
- Tell me about a time you went above and beyond for a client.
- Tell me about a project or task you were involved in that failed.
- Tell me about a time when you communicated a difficult message to an individual or group of people.
- Describe a situation where you delivered outstanding customer service.
- Tell me about a time when you had to deal with a difficult person.
#3. Adaptability and personal growth
- What is your biggest accomplishment so far?
- Describe a time when you had to learn something new quickly.
- Tell me about a time you changed your way of working following feedback from someone else.
- Describe a time when you turned a negative situation into a positive one.
Tips for Having a Successful Competency-Based Interview
So, let’s assume that you’ve implemented everything we mentioned so far. You’ve done your company research, made a list of competency-based interview questions and answers, and practiced them thoroughly.
Now it’s time for the interview itself. What can you do to make sure you leave a lasting impression?
Follow these four tips to achieve great results:
#1 Demonstrate self-criticism
You’ve probably heard the saying, “We’re our own worst critics,” often with a negative connotation.
But the truth is that healthy self-criticism can only lead to self-improvement.
When the interviewer asks you about your past challenges, don’t shy away from sharing what you could’ve done differently. This demonstrates that you are self-aware, that you’ve learned from your mistakes, and that you are committed to personal growth.
#2. Be ready for follow-up questions
The competency-based interview is a conversation, after all.
Even if your initial answers are perfect, the interviewer might want to dig deeper into a certain situation or challenge you faced.
This links back to the importance of staying present and actively listening. Sometimes, you’ll catch a clue to the best answers right from the questions they’re asking.
#3. Ask clarifying questions when needed
Never suffer in silence. If you’re not sure about a competency-based interview question that you’re being asked, always ask for clarification.
This highlights that you’re present at the moment and really thinking things through. It’s a good practice that will also help you come up with a more insightful response.
#4. Be specific and measurable
Numbers are your best friend in competency-based interviews.
Think about it; which of the following statements is more impactful:
- “I improved blog traffic.”
- “I increased organic traffic by 42% in the last six months.”
Whether it’s percentages or deadlines you’ve met, it’s always a good idea to quantify your achievements. It not only shows the interviewer exactly what you’re capable of but also adds credibility.
Final Thoughts
Competency-based interviews allow employers to evaluate candidates based on how they apply their expertise in real-life scenarios. Using their past experience in practice as a guide allows the hiring manager to make a far more informed decision about whether someone is a good fit for the role.
Preparation is crucial for a successful competency-based interview. Always use examples of competencies that match the role you’re applying for, and take advantage of the STAR method to provide the best answers.
