Competency based questions

melysion

I have an interview next week and the brief says The interview will consist of competency based questions.

Could anyone please tell me what this means? I am assuming questions such as "think of a time when ...", and "what are you major strengths?" etc, but happy to be proved wrong.

Happy Easter, by the way :j

DomRavioli

Did the job have either a job description or a person specification? If it did then it is likely that it will be based on demonstrating competency (ability) based on those; if not, it will be based on the job role itself, and how you can demonstrate that you fit the job.

competency means your ability to do something, nothing to do with strengths and weaknesses.

melysion

Ah, OK. Well, that should be fine. Nothing different to usual, then. Yes of course the job has a job description.

starrybee

Yes, it will be asking for specific examples of a time when you've demonstrated your ability to do xyz (give good customer service, solve a difficult problem etc)

badskindollheart

Competency based interviews are designed to test your previous behavior in a situation, as this should be a predictor of future behavior. You must ensure that you use the STAR system; that is describe the:

Situation
Task
Action
Result

As you've said its likely to be "can you tell me about a time when...?" It shouldn't be "what are your strengths/weaknesses" as that's not competency based. Use should avoid theoretical answers and they should not ask theoretical questions.

You should avoid the use of "we" and have ownership of the example. It's unusual to have 'blind' competencies, there's usually some indicator of what the competencies will be in the application pack.

amiehall

badskindollheart wrote: »

Competency based interviews are designed to test your previous behavior in a situation, as this should be a predictor of future behavior. You must ensure that you use the STAR system; that is describe the:

Situation
Task
Action
Result

As you've said its likely to be "can you tell me about a time when...?" It shouldn't be "what are your strengths/weaknesses" as that's not competency based. Use should avoid theoretical answers and they should not ask theoretical questions.

You should avoid the use of I and have ownership of the example. It's unusual to have 'blind' competencies, there's usually some indicator of what the competencies will be in the application pack.

I absolutely agree with everything you've said except this. I have always been guided to use I, even when talking about team working examples rather than we. They're interested in what you personally have contributed, not in what the overall team achievements were.

I definitely agree that examples should be concrete things that have happened. Be prepared with several examples of when things have gone wrong, particularly in team working or in your relationships with colleagues and be ready to talk about what you did to put things right. With every example, I would also be ready to discuss what you might do differently next time.

Most companies definitely publish their key competencies online, although they may call them something else like leadership behaviours or whatever. It would be good to look them up and try to think of possible questions you could be asked and some examples that match these. Then in your interview, you already have good examples at the front of your mind.

melysion

Thank you. All your advice very much appreciated! Wish me luck

badskindollheart

Sorry, yes avoid the use of "we" and stress the use of "I"!