Competency-Based Interview 101

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The Chartered Institute of Personnel Development (CIPD) defines competencies as:

“The behaviours employees must input into a situation in order to achieve high levels of performance.”

So, what is a competency-based interview?

The interviewer has a list of questions, each focusing on a specific skill, and your answers will be compared against pre-determined criteria and marked accordingly.

Working on the principle that past behaviour is the best indicator of future performance, competency interviews can be used by employers across all sectors but are particularly favoured by large graduate recruiters, who may use them as part of an assessment centre.

They differ from normal or unstructured interviews, which tend to be more informal. In unstructured interviews recruiters often ask a set of random, open-ended questions relevant to the job, such as ‘what can you do for the company?’ and ‘why did you apply for the job?’ to get an overall impression of who you are.

A competency-based interview is more systematic, and each question targets a skill needed for the job.

Preparing for a Competency-Based Interview:

  • It is essential that you read and understand the job and company you are being interviewed for.
  • Next, from the job description, pick out the main competencies that the employer is looking for and think of examples of when and how you’ve demonstrated each of these. Try to draw on a variety of experiences from your studies, previous employment or any work experience you’ve undertaken.
  • Body language is important. Stephen Martin, Recruitment Director at oil and gas recruiter Fircroft Group: “What we say and do is important, but up to 80% of our communication is non-verbal; stance, attitude and eye contact are all crucial in an interview setting.”
  • Take a “less is more” approach; you’ll no doubt be keen to tell the interviewer why you’re well-suited to the role but keeping your messaging definitive and to the point is critical. Not only will this show the interviewer you’re able to concisely summarise key information, but it also demonstrates an element of poise and maturity when communicating with others in a business setting.
  • Whether your interview is in person, or via MS Teams/Skype/Zoom, suit and dress up. If you’re being interviewed virtually, approach it in the same way you would a regular face-to-face interview, even down to the way you dress.
  • Turn up at just the right time; this can be 10-15 minutes earlier. First impressions count and its better to gain extra points with the interviewer by being on time.

Examples of Competency Based Interview Questions:

  • Describe how you have positively contributed to a team.
  • What would you consider your biggest workplace achievement?
  • Provide an example of a time you successfully handled conflict within the workplace.
  • What do you expect from a future employer?
  • How do you motivate yourself?

Recruitment agencies can provide help throughout the job search process by connecting individuals with potential job opportunities and setting up interviews. Many agencies require job searchers to first participate in a competency-based interview with the agency itself to make sure they are a good fit for their client to work with the individual.

We’ve all heard the horror stories of interviews gone wrong that can end up shaking your nerves a fair bit. But with the right preparation, a job interview can turn into a relaxed conversation rather than the horrific test of resolve and character many believe it to be.

Partner with a recruitment agency that you can trust. Our team at Professional Sourcing has a reputable reputation for recruitment expertise within our specialization areas. We build long-term relationships with our loyal clients and blue-chip employers.

Visit prosourcing.co.za for more information.