Competency-Based Interviews

What is a competency-based interview?

A competency-based interview is a structured interview format where candidates are asked to provide examples from their previous experience that demonstrate specific competencies, such as teamwork, problem-solving, or leadership.

The aim is to assess how well a candidate’s past behaviours align with the skills needed for the job.

Reasons to use competency-based interviews in the hiring process

CBIs help ensure a fairer, more consistent, and insightful hiring process. Benefits include:

• Better predictive power: Past behaviour is one of the best indicators of future performance.
• Reduced bias: A structured approach helps prevent decisions based on gut feeling alone.
• Easier comparison: All candidates are assessed on the same criteria.
• Stronger cultural alignment: Questions can be tailored to match your organisation’s values and behaviours.

What are common competency-based interview questions?

Here are some widely used examples:

1. Tell me about a time you had to meet a tight deadline. How did you handle it?

Assesses: Time management, stress resilience, and planning skills.

2. Describe a situation where you had to influence someone to achieve a goal.

Assesses: Communication, persuasion, and stakeholder management.

3. Give an example of a difficult decision you made. What was the outcome?

Assesses: Decision-making, accountability, and strategic thinking.

4. Tell me about a time you worked successfully in a team.

Assesses: Teamwork, collaboration, and emotional intelligence.

5. Describe a time you solved a complex problem. What steps did you take?

Assesses: Analytical thinking and problem-solving.

How should candidates structure their answers in a competency interview?

Encourage candidates to use the STAR technique:

• Situation: What was the context?
• Task: What needed to be done?
• Action: What did they do?
• Result: What was the outcome?

This keeps responses focused and easy to assess.

How do I prepare for a competency-based interview as an employer?

1. Define core competencies: Identify the skills and behaviours required for success in the role.
2. Create standardised questions: Build a question bank aligned to those competencies.
3. Develop a scoring system: Use structured rating criteria to ensure consistency.
4. Train your interviewers: Ensure hiring managers understand how to assess answers fairly and effectively.

What’s the difference between competency-based and traditional interviews?

Traditional interviews often focus on general conversation and hypothetical questions like, “What would you do if…?”
Competency-based interviews, in contrast, are focused on real past behaviour, which is more reliable in predicting future performance.

Can competency-based interviews be inclusive?

Yes, when done correctly. They reduce subjectivity and give all candidates equal opportunity to demonstrate ability. To support inclusivity:

• Avoid overly complex jargon.
• Offer interview questions in advance where possible.
• Provide reasonable adjustments for neurodiverse candidates.

Read: How to Conduct Inclusive Job Interviews