Competency Based Interview Techniques
Competency-based interviewing is a method used by large companies as a means to put multiple candidates on an even playing field during the interview portion of a job search. To begin, a company identifies skills or traits necessary to perform a job, then forms questions based around past behaviors. For the job interviewee, competency-based interviews can prove challenging because they require specific examples of past successes and accomplishments.
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Common Competency Areas
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While each company selects the traits and skills that are best suited both for the company and position, there are some common competencies used. Examples include communication skill, ability to deliver results, ability to work well with others, initiative, organizational skills, analytical thinking, strategic thinking, ability to build relationships, teaching skills and ability to work in teams. Job interview candidates or interviewers should select the traits that best fit the position, then create sample questions related to these traits.
Example Questions
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Competency-based interview questions give the interviewee the opportunity to express her experiences in past positions and education. Questions often put the interviewee in "situations." Examples include "Tell me about a time you had to take a risk at work" or "How have you demonstrated the values of a leader?"
Other questions may be more closely related to how an interview candidate dealt with adversity. For example, "Tell me about a time you did not meet a deadline" or "Describe a time when you worked with a person who did not share the same ideas as you about a project. How did you achieve a resolution?" -
Answering Competency-Based Interview Questions
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Competency-based interview questions are typically best answered in four parts: first, describe the situation you were in. This should be a short statement to help the interviewer understand the circumstances when and where you were in a particular situation. Next, describe what you were tasked in doing: Were you leading the project, working on a team or going solo? Third, you should discuss the steps you took in ensuring the project's success: How did you begin the project? Did you use other team members or a particular knowledge in order to see success? Finally, describe the results of your actions: How did you ensure a project's success or what did you learn from the project?
Example of a Competency-Based Interview Answer
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If an interviewer were to ask, "Tell me about your client philosophy. How do you maintain a good relationship with clients?" an example answer might be:
"When I was working as a sales manager for a clothing manufacturer, I was responsible for initiating client relationships, yet I had a team that was tasked with client follow-up. I began by meeting a client and getting to know him, both on a professional level as well as emphasizing a personal aspect. I would then meet with my team to tell them more about the client: what I knew of him from a personal and professional standpoint and how we could best work to meet his needs. I worked to maintain sustained contact with each client, checking in every month to ensure our relationship was maintained and my company was meeting his needs. As a result, our client retention rate exceeded 90 percent, which was 25 percent higher than the company's previous sales manager."
Preparation Tips
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Prior to any competency-based interview, an interview candidate should evaluate his resume, pinpointing areas of strength and possible weaknesses. Next, he should research the company and identify competencies the company could potentially be looking for. Make a list of possible questions related to these competencies that involve scenarios from your work experience. When evaluating questions related to setbacks or gaps in job experience, identify how you learned from these circumstances.
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