Competency based (or behavioural) interviews are based on the premise that
past behaviour is the best predictor of future behaviour. Interviewers seek to
obtain information about candidates past behaviour in certain situations.
Competency based interviews are structured, with questions that relate directly
to the essential criteria/ competencies required for the post. Research into
recruitment and selection methodology suggests that structured, competency based
interviews can be one of the most reliable and accurate forms of assessment.
Competency based interview questions have been used for selection, but have not
always been labelled as such. This style of interviewing is usually only one
part of the interview process and often a more informal interview is held
separately to discuss the CV in a chronological interview.
A good
recruitment and selection interview should assess candidates against each
essential criteria or competency, asking questions about:
- Past behaviours and performance
- Learning from past behaviours
- Future adaptability to new post
- Knowledge and understanding of issues in relation to the post
What does the interview focus on?
Most interviews will focus on six key areas. These will mostly be
competencies, but may also include other knowledge-based essential criteria for
example leadership, teamwork, conflict, motivation, creativity and technical
skills related to the job spec. They will be focused on those competencies that
are most important for the particular job.You may also be required to meet
other, specific essential criteria. This could be an in-depth knowledge of a
particular area or experience of working in a similar role previously.
What should I expect in the Interview?
Competency based interview questions are slightly different to the style you
may be used to. They will tend to focus on past situations and your behaviour in
those situations. Questions are likely to start with:
"Please give me an
example when. . ." or "Please describe an occasion" etc.
Example Questions include:
Leadership
- Why are you a good leader?
- What type of leadership style do you adopt?
- How would those you have lead describe you?
Delegating
- Explain a mistake you have made in delegating- what were the consequences?
- What instance would you delegate a task?
- What are the Advantages of delegating?
Conflict & Pressure
- Give an example of an instance you have had an argument with someone at
work? What was the outcome?
- How do you react- if your boss asks you to do something which conflicts with
your own deadlines?
Team Work
- Do you prefer to work alone or in a group?
- When you joined your last company - How did you get on with your co-workers?
Staff Motivation and Development
- What makes a good Manager?
- How you motivate staff?
Personal Motivation
- What are the three most important events in your career to date?
- What are your standards of success in your job?
Decision Making
- What is the toughest decision you have had to make while at your present
company? Tell me about it. What alternatives did you consider?
- Decisions you have made what effect had it on other the and wider impact?
What will the Interviewers be looking for?
The interviewers will be looking for specific examples about exactly what you
did in such situations, not what the team's role as a whole was, or what you
would do in a hypothetical situation.
You can choose to use relevant
examples from your current job, a previous role, or a situation outside of work
altogether. You will be asked to discuss the example in some detail. It is
likely that the interviewers will then follow with some probing questions,
possibly clarifying a particular area. They will be interested in the outcome of
the situation, whether there was anything you learned from the experience, etc.
The interviewers may also want to ask you questions about the information you
have provided in your application form.