Competencies

motivate6

I keep failing competencies interviews. I prepare but when they ask the questions I muck up. I am starting to think that I will never get a job again.

tomtontom

How do you prepare? Do you use the STAR technique to frame your answers?

Guest101

What do you mean to 'muck up', what feedback are you getting?

motivate6

I had a interview today and used the star technique but they change some of the competencies from the job description. I did not answer all of the questions and I could see that they were not happy. I asked about feedback and they said that would let me know if they had anything good to say.

My previous interviews I was told that I did not answer the competencies.

I have experience for the roles but I am just not good at competencies interview.

tomtontom

They're not always going to ask you exactly what it says in the job description, so you need to think up some general examples that you can adapt accordingly. Don't be too prescriptive.

Is there anyone you could practice with?

motivate6

Thank you for advice. I can practice with someone but sometimes they do not give much notice before they invite you to interview. I will try harder because it looks like most interviews are going to be competencies so I have to be able to pass them.

bingo_bango

I tend to create a single A4 sheet for each key area of a competence. There I have the broad question and create an equally broad answer.

The answers I create are just broad strokes laid out in the form of bullet points (still using STAR). As tom has said, don't be too prescriptive. Once you have the answers set down, you should learn these (you certainly don't need to remember every word, but the main points).
When you have a spare few minutes, pick one or two and go over them to see 1. how many of the headline points you can recall from memory, and 2. can you embellish at will around those points?

If you are comfortable with the answers you have, and well versed in them, it will make it much easier to choose and adapt your examples for specific questions thrown at you. If you have taken the time to prepare, your range of answers should cover all of the main competence areas, so you should (in theory!!) be able to recall an example answer to cover any given scenario. It sounds like a lot of work, and it can indeed take a little time, but the end result is definitely worth it.

Bear in mind that the answer for a main competence is going to have to cover a few key areas within that competence, and will need to be succint to ensure you answer within given time frames. I normally make sure I can cover all the major areas for a question within 2.5 minutes, which should give a little time for the panel to ask supplementary questions if they feel the need.

This of course is only my personal way of dealing with them, but like you I too once sucked big time at these type of interview. I could do the work standing on my head, but I couldn't answer a question! After several failures I sat back, looked at the way I was preparing, and realised that I was thinking too much about my examples and not focussing on the actual competences.

Since adopting the model above, I've had success in the last 3 interviews, and tend to score quite highly in them. They no longer hold any fear for me, and I am much happier to apply for promotions on the basis that I might actually get them!

Stick with it, find a method that works for you, and good luck!

scottishsavingsgirl

motivate6 wrote: »

I had a interview today and used the star technique but they change some of the competencies from the job description. I did not answer all of the questions and I could see that they were not happy. I asked about feedback and they said that would let me know if they had anything good to say.

My previous interviews I was told that I did not answer the competencies.

I have experience for the roles but I am just not good at competencies interview.

Which company was the interview for?


Some Employers (such as the Civil Service for example) have recruitment policies which state they must advertise the competencies they will use in both the application & interview. If the competencies they used at interview weren't on the original advert (or if they weren't mentioned when you were invited to interview), you should see if you can appeal with their HR department.


I personally hate competency based interviews. I can write a brilliant example for an application, but at interviews I find it hard to give my answers whilst at the same time; sticking to the STAR format and remembering all the "indicators" they are looking for in each competency.


Here's a document which might help you (from the Civil Service). It shows examples of competency based "questions, what they "really mean" in simplified terms and what you could include when you answer:


http://assets.highways.gov.uk/about-us/recruitment/Interviews%20-%20Answering%20competency%20based%20questions.pdf


I've been through a lot of these interviews, so I'll give you some advice based on my own experiences:

1. Prepare - write out your answer and practice reading it aloud with someone
2. Take notes to your interview - I write the competency heading at the top of the page & then my example below this (my answer is bulleted points, in the order of STAR. This keeps me right for structuring the answer, so that I can focus on explaining all of my actions)
3. Try and have 2 examples for each competency. Just in case the question they ask doesn't fit your prepared example (e.g - you've prepared an answer about making decisions effectively and how you used evidence, but at the interview they ask "tell me about a time you have made a difficult decision and how you dealt with this")
4. Relax. I know this type of interview can be hard, but don't put too much pressure on yourself. Just focus on telling a story about what you did, why you did it and why your actions were critical to the outcome.

Hope I've helped

Wake_up_call

The problems with competency based interviews are two fold.

1) They turn the interview into a box ticking exercise, where the interviewer is too preoccupied by marking off the right words on their form to carefully consider the candidate’s experience and get a real gut feel for their ability.

2) They suit the Billy liars to the ground. Many years ago myself and a colleague both applied for the same job in a rival business. I had the experience for the role (which paid better money), and had the better proven track record. My colleague on the other hand had consistently poor results and was so bad that she had been demoted from a sales role to an admin position. But guess who got the job at this new company? Her. Why. Because I was myself in the interview and answered questions honestly, while she went in told a spun several yarns.

Newdirections

Up until recently I hated the thought of competency based interviews. I think it was because I was so bored of the whole process, and reeling out the same answers to "Name a time when...etc"


- As an aside, I had a really nice interview question recently, where they asked me to name three qualities or skills that my friends/family admire in me, I think this was nice because the focus was not on me telling the interview panel how good I think I am (which I am quite uncomfortable with) ... My point is.. maybe it would be helpful to sit down with a friend/family member/ ex colleague and ask them if they can think of a time when you showed X or did X.... They might give you a fresh perspective and you will probably be more likely to voice their examples with more ease.