The Competency Based Interview

Many companies use competency-based interviewing as part of their recruitment selection process, especially if one of the interviewers is from the Human Resources department.  Human Resources analyse roles within the company on the basis of the competencies needed to perform each position and so are keen to utilise this in the selection process.

What is a competency?

A competency is an ability or attribute described in terms of skills and behaviours that are key to effective performance within a job.  A competency can be further defined as what you know, what you do and how you do it, which when applied leads to positive outcomes within a role.

Why are they used?

Companies interview against competencies as they are applicable across a range of jobs, unlike specialist technical skills that are job specific.  They provide a common, un-scientific language for describing performance and compare candidates on a specific range of skills.  They reflect achievements and experiences so can provide reliable data about ability in certain key areas that can be used as part of the selection process. 

How are they assessed?

Questions are devised to find evidence of competence.  The interviewer will have prepared a list of key competencies for the position you have applied for and will assess your capability against them during the interview process.

For example, the competency “Creativity and innovation” looks at challenging the established way of working as well as creating and developing new ideas to improve outcomes.   Another competency that may be assessed is “Problem solving and decision making”, which looks at a broad approach to working with an issue leading to practical decisions for the benefit of the team.

Usually Human Resources complete a thorough job analysis so may have available a job specification including a list of the core competencies required for the role.

You will need plenty of relevant examples for these sorts of interviews that demonstrate your past experience.

How can you prepare?

You may or may not be told which competency is being assessed – it depends upon how the interviewer wishes to conduct the interview.  The best approach is to treat every interview as a competency-based interview and prepare examples to demonstrate that you have a number of identified competencies.

The most commonly assessed competencies are:

• Communication at all levels internally and externally
• Problem solving and decision-making
• Organisation and time management
• Planning and implementation
• Gathering, analysing and interpreting data
• Creativity and innovation
• Flexibility and adaptability
• Team-working

For each competency prepare an example describing a recent situation from your own experience inside or outside of work.  Obviously, the best example to use would be a work-based example.  However, if you have not had the chance to use a particular competency at work you can use one outside of your work in a social setting.  For example, you may be asked about budgetary management but if this is not your area of responsibility in your current role you may be able to demonstrate this competency through your experience managing budgets as the church or club treasurer.

For each example you will be expected to briefly describe a situation, describe what actions you took and then describe the outcome or results.

Situation

• How did the situation arise?
• What were the key stages?
• What were the tasks involved?

Action

• What was your contribution?
• What specific actions did you take?  (Describe them as “I” not “we”)

Results

• How were the results achieved?
• What were the impacts of your contribution?
• What did you learn?

This will clearly indicate whether or not you can demonstrate the competency through this process. 

During a competency-based interview the interviewers are likely to write down much of what you say in order that they can refer to it at a later stage.

One of the recognised limitations of competency-based interviews is that highly articulate candidates may be able to make a credible case at interview and so have an advantage over other candidates. 

So now you know!!  If you are well prepared with good examples you will have a distinct advantage over other candidates.

Listen carefully to the question and choose a relevant example.  Remember – take time to think about your answer, keep calm and enjoy the experience.