Asking competency-based interview questions

Once you’ve found some great candidates for a vacant position, it’s important to execute effective interviews. There’s certain information you need to extract from your candidates to get a clear picture of how they fit the role. Asking competency-based interview questions is the best way to do this.

When you ask competency-based interview questions, you can gage how these people have performed in the past and how they’d go in your role. The answers offer real insights into both hard and soft skills which are equally as important. This interviewing approach ensures you can confidently say you’ve got the right person for the job.

What are Competency-Based Questions in Interviews?

So, what exactly are competency-based interview questions? They focus on a candidate’s skills, capabilities, and knowledge. Instead of creating theoretical scenarios, competency-based questions address real examples that demonstrate behavior and experience.

You need to use specific terminology in competency-based questions. Questions may start with “Describe a time…” or “Give me an example of…” These prompt candidates to share real stories that will spotlight certain qualities and skills.

Importantly, competency-based interview questions reveal not just hard skills but also soft skills. These include problem-solving, communication, and social abilities. These skills are harder to teach post-hiring and are critical to company culture.

10 Examples of Competency-Based Interview Questions

Let’s look at some examples of competency-based interview questions. We’ve curated a list of 10 questions that you can customize to your organization or role.

1. When have you completed a difficult task in a team setting?
2. Describe what positive attributes you contribute to a team.
3. What negative feedback or criticism have you received in the workplace and how did you react to it or what did you take from it?
4. Give an example of when you went above and beyond in a job, for a friend, or a customer.
5. Have you ever had to resolve a problem or complaint while thinking on your feet? How did you do it?
6. Describe a time you had to handle a responsibility you've never had before.
7. Describe an experience where you feel you could have communicated better and what the consequences were.
8. Tell us about a time you had to embrace change and how you managed to do so.
9. When was a time that you feel you demonstrated effective time management skills?
10. Tell me about a time when you used initiative to solve a problem.

Click for more questions and examples of answers.

How to Effectively Evaluate Candidates' Responses

As the candidates answer these questions, evaluate their responses.

Firstly, you want to look for relevance. Be mindful of the strengths and behaviors you need for the role they’re applying for. If it’s a managerial role, you want to see confident decision-making and strong people skills. For entry-level roles, look for signs of adaptability and the desire to learn.

Consider the quality of their responses. Look for detailed answers that really illustrate the scenarios. It’s easy to highlight things an interviewer would want to hear. A good candidate will elaborate and paint a picture. Help them do so with follow-up questions.

Did they answer your actual question? The candidates should offer examples or experiences that showcase a particular competency you’re asking about. It’s a particularly good sign when they find creative angles to touch on, going beyond a professional setting.

Presentation is also key. You want candidates who can maintain eye contact and confident body language. Obviously, not everyone will be an enthusiastic extrovert, but there are certain behaviors you can expect. It’s fair to expect them to come prepared with questions for you to further demonstrate confidence and enthusiasm.

Competency Interviewing Tips for Hiring Managers

There are a few things that hiring managers need to be mindful of when conducting competency-based interviews. This will help to identify top talent and the right fit for the role.

Firstly, you must ask the right questions. Ensure that they’re open-ended. Questions that elicit “yes” or “no” answers won’t reveal enough. For example, instead of asking “Do you have good time-management skills?” ask “Tell me about a time you had a lot of things on your plate and how you managed these tasks.”

If an answer doesn’t reveal enough about a candidate, ask follow-up questions. Use prompts such as “Can you give me an example?” The responses should demonstrate lessons learned and self-awareness. These are the people who will mold and grow with your company.

Take note of the candidates’ motivations. Their answers should reveal their values and priorities. Do these align with what’s important to your organization and the role? You can ask “What do you expect from your next role?” or “What are your current career goals?” The right match will remain loyal and truly invest in your company’s mission.

Incorporating all these tips, your competency-based interview questions will ensure you find the ideal talent.