Competency-Based Interviews: What You Need to Know

Responding to irrelevant questions requires skills and experience. How to maneuver questions that have no apparent relevance to the job at hand and showcase the candidate's transferable skills in their response - is a very interesting piece of knowledge most interviewee seeks after a failed interview. Especially, when you are facing a competency-based interview, then this piece of knowledge is your key to success.

Competency-based interviews have gained significant popularity among employers seeking to identify candidates with the right skills and abilities for the job. But what exactly is a competency-based interview, and how does it differ from traditional interview formats? Let's delve into the essence of competency-based interviews and understand why they have become a preferred method for assessing candidates.

Understanding Competency-Based Interviews:

A competency-based interview is an approach used by employers to assess a candidate's suitability for a specific role based on their demonstrated competencies, skills, behaviors, and past experiences. Unlike traditional interviews that may focus more on hypothetical scenarios or general questions, competency-based interviews are structured around specific competencies or key attributes required for success in the role.

Key Components of Competency-Based Interviews:

1. Defined Competencies:

Employers identify and define the key competencies essential for the job. These competencies could include communication skills, problem-solving abilities, leadership qualities, adaptability, teamwork, and more.

2. Behavioral Questions:

Competency-based interviews typically involve asking candidates behavioral questions that prompt them to provide real-life examples of situations they've encountered in the past. These questions aim to assess how candidates have demonstrated the required competencies in their previous experiences.

3. STAR Technique:

The STAR technique (Situation, Task, Action, Result) is often used in competency-based interviews. Candidates are asked to describe a specific Situation or Task they faced, detail the Actions they took to address it, and outline the Results or outcomes of their actions. This structured approach helps interviewers evaluate candidates' responses consistently.

4. Probing and Clarification:

Interviewers may probe further to gain a deeper understanding of the candidate's experiences and behaviors. They may seek clarification, ask follow-up questions, or request additional examples to assess the breadth and depth of the candidate's competencies.

5. Evaluation Against Criteria:

Candidates' responses are evaluated against predefined criteria aligned with the identified competencies. Interviewers assess the extent to which candidates demonstrate proficiency in each competency based on the examples they provide.

Benefits of Competency-Based Interviews:

1. Objective Assessment:

By focusing on specific competencies and behaviors, competency-based interviews enable a more objective evaluation of candidates' suitability for the role. This reduces the influence of subjective biases and personal preferences in the hiring process.

2. Predictive of Performance:

Research suggests that past behavior is a strong indicator of future performance. Competency-based interviews provide insights into how candidates have approached similar situations in the past, allowing employers to assess their potential for success in the role.

3. Tailored to the Role:

Competency-based interviews are tailored to the specific requirements of the role, ensuring that candidates are evaluated based on the skills and attributes most relevant to the job. This enhances the likelihood of selecting candidates who are the best fit for the position.

4. Engagement and Interaction:

By prompting candidates to share real-life examples and experiences, competency-based interviews foster engaging conversations that allow interviewers to gain a deeper understanding of candidates' capabilities and potential cultural fit within the organization.

Tips for Success in Competency-Based Interviews:

1. Understand the Job Requirements:

Familiarize yourself with the competencies and skills outlined in the job description to prepare relevant examples that demonstrate your suitability for the role.

2. Use the STAR Technique:

Practice structuring your responses using the STAR technique to ensure clarity and effectiveness in conveying your experiences and accomplishments.

3. Be Specific and Concise:

When providing examples, be specific about the situation, actions you took, and results achieved. Avoid vague or general responses, and focus on quantifiable achievements whenever possible.

4. Highlight Transferable Skills:

Even if you lack direct experience in certain areas, emphasize transferable skills and qualities that demonstrate your ability to learn and adapt to new challenges.

5. Prepare a Range of Examples:

Anticipate a variety of competency-based questions and prepare multiple examples from different aspects of your professional and personal experiences to showcase your versatility.

6. Reflect on Feedback:

If you've received feedback from past interviews or assessments, reflect on areas for improvement and incorporate them into your preparation strategy for competency-based interviews.

Competency-based interviews offer a structured and effective approach for evaluating candidates' competencies, skills, and experiences relevant to the job. By understanding the key components of these interviews, leveraging the STAR technique, and preparing relevant examples, candidates can position themselves for success and demonstrate their suitability for the role. As organizations continue to prioritize hiring candidates who possess the right blend of competencies and capabilities, competency-based interviews are likely to remain a valuable tool in the recruitment process, providing mutual benefits for employers and candidates alike.