Competency-Based Interview

Personal competency is a combination of a person’s skills, knowledge, attributes, and judgment. In a competency-based interview, a hiring manager can ask candidates questions about how they have handled specific situations in the past. Competency-based interviews work from the concept that steps taken by a candidate to solve a previous problem are a solid indicator of how they may behave in the future in a similar situation. 

In competency-based interviews, hiring managers can ask candidates questions that give the interviewers a clear idea of how well the candidates may handle circumstances that arise while performing the responsibilities required of the position. 

A candidate’s history tells a story about them, and this includes the skills, talents, knowledge, abilities, and real-world experiences that are used to handle a variety of diverse situations. Competencies hiring managers may look for include:

• Leadership skills

• Teamwork capabilities

• Communication skills

• Decision-making capabilities

• Problem-solving skills

• Communication skills

• Effective time-management

• Trustworthiness

• Flexibility

• Creativity

• Integrity

Competency-based interviews are also called criterion-based interviews or behavioral-based interviews. 

Example:

Some examples of the types of questions asked during a competency-based interview include:

• Describe a time when you contributed positively to a team.

• When have you completed a task that seemed nearly impossible?

• If you have ever received negative feedback from a supervisor, how did you handle it? 

• Explain how you have handled conflict with a coworker.

• How have you handled a situation where you worked with someone you didn't get along with? 

• Describe a time when you handled a responsibility you’ve never had before. 

• What workplace accomplishment are you most proud of?