(see also competency based interview, key competencies and general interview advice)
Competency based questions or competency questions are interview questions that require candidates to provide real life examples as the basis of their answers. Candidates should not talk in broad terms, be too general or use their imagination when replying to interviewers. Instead, candidates should use specific situations from their life as examples when answering this type of interview question. Candidates should explain why they made certain decisions, how they implemented these decisions and why certain outcomes took place.
Why are Competency Questions used in Interviews?
[Edit]Recruitment professionals believe that the best way to find out about a candidate's potential future performance is to find out about examples of past performance. However graduate candidates don't usually have any experience of the industry to which they are applying and consequently it is impossible for interviewers to discuss previous job roles. Instead interviewers use competency questions to force candidates to reveal how they have performed in various situations in the past, revealing individual personality traits. These are a great help for interviewers interested in finding out exactly who a candidate is and how they may act if employed.
Interviewers usually isolate specific key competencies that they believe suitable employees should possess and ask competency based interview questions designed to force candidates to reveal their skills in these areas.
Examples of key competencies interviewers ask about are: Teamwork, Responsibility, Decision making, Communication, Leadership, Commitment to career, Commercial awareness and Career motivation.How to Answer Competency Questions
[Edit]An example of a typical competency interview question is:
"Tell me about a time when you failed to complete a task or project on time, despite intending to do so?"
In your response your interviewer will want to find out how you manage your time during difficult tasks and the reason why you failed to meet your deadline on this occasion (and consequently a reason why you may fail to meet deadlines in the future).
Interviewers using behaviour-based interviewing techniques such as competency questions are likely to probe for additional details during your responses. Always make sure you provide concise, highly specific answers that are well explained, thought out and detailed.
Although your interviewer will at times ask you to give examples of past failures (such as the question above) rather than achievements, you must adequately justify why you failed to complete tasks, and defend the reasons for your failure. Clever candidates will justify failure by giving examples of positive personality traits. Consider the following answers:
The best way to prepare for tough interview questions is by reading as many interview questions and answers as possible. JobTestPrep can help you with a method of preparation that almost guarantees success - click here
Competency answer one: Positive justification for missed deadline
"During my final year at university I failed to deliver my dissertation on the due date. This was because I was heavily involved in cutting edge research right up until the end of my course and was waiting for imminent results from surveys being undertaken by researchers at other academic institutions.
Considering this was my final piece of academic work, I wanted to ensure it was based on the most accurate and up to date sources of information available, even if this meant a delay in production. To ensure no marks were deducted from my dissertation, I contacted my course director and personal tutor two weeks before my dissertation due date to discuss my particular situation. I argued my case, and was consequently allowed an extra two weeks to produce my work.
Although my work was delayed, I feel that this delay was justified in that the work was of the highest quality it could be. Furthermore, I sufficiently organised myself in relation to my department and tutors, so that all relevant people were aware of a possible delay in the production of my dissertation."
Compare this answer to those below, which justify failure with much weaker, negative responses:
Competency answer two: Negative justification for missed deadline
"During my final year at university I failed to deliver my dissertation on the due date. This was because I was ill for a couple of weeks during my final semester."
Competency answer three: Negative justification for missed deadline
"During my final year at university I failed to deliver my dissertation on the due date. One of my worst characteristics is poor organisation, especially in relation to time."- When answering competency questions you can give examples from work, study or personal life, but make sure you give a wide variety of examples and a different example to answer each question.
- Don't go into too much background detail when answering competency questions. Your interviewer only wants to know about your past behaviours. Further detail is redundant.
- Make sure your answers and examples you use are the most relevant to the questions asked, rather than the most impressive or elaborate.
- Don't make your answers up! Your interviewer will find this very easy to spot.
Techniques for Answering Competency Questions
[Edit]There are several ways to answer competency questions in an interview.
The STAR Technique
[Edit]This is also sometimes known as SOAR, where "Task" is replaced by "Objective".
- Situation: Describe the situation.
- Task: Describe what task was required of you.
- Action: Tell the interviewer what action you took.
- Result: Conclude by describing the result of that action.
Be positive about your actions throughout your response and do not make up an example as you will NOT come across as believable. If you cannot think of good examples instantly, ask the interviewer for a moment or two to think about the question and then give your answer.
The CAR Approach
[Edit]One way of dealing with this type of question is to use the CAR approach. CAR stands for Context, Action, Result. It helps you to structure your answer like a mini essay.
"Context" is your introduction, where you describe the scenario you faced, date and place. The "Action" forms the main body and should be the longest part of your answer. The "Result" is the conclusion and like the introduction, should be quite short.
- Context: Describe the situation and the task you were faced with, when, where, with whom?
- Action: How? What action did YOU take? Sometimes people focus on what the group did without mentioning their individual contribution.
- Result: What results did you achieve/conclusions did you reach/what did you learn from the experience?
Examples of Competency Interview Questions and Answers
[Edit]- Competency Question: Give an example of when you've led a team.
- Answer: I have led a team on a number of occasions, for example, when I was coach of my university football league. Not only do I believe that I am an efficient leader I also believe that I work well as part of a team and can also take instructions and work simultaneously with other people or colleagues. I have the ability to communicate amongst different team members effectively ensuring that the message i am try to put across to members is done so with clarity. This ultimately enables me to be an effective and successful team leader. Providing direction, support and guidance is the key to success.
- Competency Question: Give an example of when you've overcome a problem at work.
- Answer: I have not really encountered many problems with work as this will be my first time in full time work, though i do have deadlines to meet both at work in my part time job and also in college. At college I have deadlines to meet and have tasks that need to be completed these are often challenging, these i enjoy and plan my time around and also do what I can to deliver the best and highest quality work.
- Competency Question: Give an example of when you've excelled yourself at work in the past.
- Answer:
The best way to prepare for tough interview questions is by reading as many interview questions and answers as possible. JobTestPrep can help you with a method of preparation that almost guarantees success - click here
Further interview information
[Edit]1 September 2008 - 1:46pm
RecruitAid
One tip I would add... on the subject of Competency Based Interviews is this: In an ideal world, you'll get a competent interviewer who will ask good questions to prompt good answers. These questions will be clear, concise, not multiple questions, not hypothetical etc etc. and structured around the STAR model using a suitable funnel technique...
Open questions:-
1. "Tell me about a project where you..."
2. "What were you trying to achieve..?"
3. "What did YOU do?"
A closed question to confirm underdstanding:-
"So you did such and such..?" "Yes!"
However we are not in an ideal world and the interviewer may be poor, and even nervous. People forget this. If this is the case, you can still structure your answers against the STAR criteral. Practice talking in this way about 3 or 4 separate events or projects so that you can handle questions which are clearly steering the conversation around one competency or another. Concentrate on what you did personally. Say "I" more than you say "we".
10 November 2008 - 8:06pm
jbonweb
Its ridiculous what recruiters do these days. Competency based or NOT they force people to give examples they made up before the interview. It's all down to who can prepare better for interviews nowadays- it is NOT who is better. When people think they are the most clever, they turn out being stupid. Ask me a time i failed to deliver a project before deadline, i have no such answers different from NO because i have never missed a deadline in my academic life. I'm a graduate with a first class degree and an award for the best project from a top uni. I was team leader in 3 different modules, i am not boasting about this, yet i am proud of it. These stupid interviewers told me i failed interview because i tried to conceal my weakness because i could not provide a time i missed a deadline. They even doubted my thirst for success in what i do. Anyway, i applied to a slightly different role, lied on 3 different rubbish-based questions and they were begging me to accept the offer. They promised everything and i am paid a salary figure well beyond graduate rate. I ll keep my company's name a secret. I am sure everyone knows them.
26 January 2009 - 12:10pm
RecruitAid
Don't confuse a good technique with a poor interviewer! The technique is sound but good practitioners of it are hard to find...
It is quite acceptable never to have missed a dealine for a specific task. What is unlikely is that you have never worked on a project, or in a team where not everything went perfectly. That would be my next line of questioning and to find out what went wrong, why, what you learned and what you would do differently next time.
Understanding how competency based questions work can assist you as a candidate as much as as an interviewer.
A well dlivered CBI will also rumble people who are lying. It is hard to be consistent in an interview and sound credible when you've made it up, there is too much to remember... It you're telling the truth (or your version of it) you only have to remember facts.
1 June 2009 - 11:16pm
JDLK
Excellent advice
Might be a good idea to have a page that lists all the competency questions
23 July 2009 - 9:28pm
Shadrach Mbonea
Tommorow i am going for the interview at E & Y,plz anyone with helpful staffs abt the interview help me. Cz i am afraid of vitasas!
4 October 2009 - 12:48pm
nikki1
the tips were good i was wondering if some one could help me out with this one, how do we answer question like 'how did you build a good relationship with the customer?' ,i donot have such experiences that i can build up on
8 October 2009 - 10:42am
jagode
The customer doesn't necessarily have to be in a work environment, perhaps you could mention a project you delivered to a client (could be your supervisor)
15 December 2009 - 3:50pm
vpavan83
I am applying Barclays graduate application form, they have asked one of the competency question is
"Given current circumstances what steps could be taken to address the issues Barclays face and why would you recommend these?
(200 words max)
How can I approach to this question. Can anyone tell me pls..not the answer..just guidelines to follow..
17 December 2009 - 10:47pm
jagode
Hey
That question is in almost all of the Investment Banking application forms so I suggest you find out the issues facing the banking industry (search google for the views of financial analysts on the credit crunch and how poor Risk Management strategies has further worsened the credit crisis, and any other relevant news stories). Once you know what the issues are, you will have an idea on the actions that Barclays should take.
Good luck with your application.
2 January 2010 - 2:32am
MABofGL
Well... Knowing/Calling the customer by NAME is quite important. Remembering Birth dates/Anniversaries are important as well. Sending cards/wishing personally is quite an important attitude to build good relationship.
Customers want the recognition, make them feel important, be attentive to them, try to remember their needs; thats it... they will be friendly soon
26 February 2010 - 1:47pm
anup.sharmaform...
yES YOU ARE RIGHT
CBI are crap and all fake.
how can every single person/candidate appearing in the interview have same life and professional experiences as asked in the questions.
we end up faking the answers because you get 0 points for not giving an answer.the marking cirteria is crap.also because the interviwers belong to old school they are never able to adapt to this stle and end up losing good candidates.
CBI does NOT focuss on core competencies and hires ppl who are good at sales / lying and faking up rather than who can make money and work eeffciciently
god knows why companies are wasting their time is this gimmic
1 March 2010 - 12:48am
ayoajayi
hey i am applying to the same position you did at barclays and wodering how you went about answering that question
12 March 2010 - 4:42pm
orangery505
Can anyone advise me. One of the competency questions i am going to get asked Is to explain how i applied a new approach / found a solution to an existing problem. They are after something like where i have made changes or improvements to streamleine a current process to make it quicker or less costly. I am going to struggle with this one as the part of the organisation where i work has been on 'run down' for the last 3 years. I have made suggestions to problems only to be told that they are good suggestions but would be too costly to implement based on the resources we have available. Is it sufficient to give an example which would have been considered if the work was on-going ?
16 March 2010 - 2:04pm
j. Bezdeck
I have an interview with Lloyds today , can any one help for this question
What has been your biggest challenge to date?
21 April 2010 - 9:40am
haseeb97c417@ho...
hi , i am 100% agree with you ,,,that it is about all how good prepare you for the interview for competency based questions not who is better
21 September 2010 - 9:53am
instigata
Been through the experience of a CBI - I am beginning to agree that its more about the following:
1. Familiarity and preparation with the structure,
2. Probably best completed in private (rather than with an interviewer - like some banks allow).
So, familiarize yourself with the structure - and have examples ready in SOAR/STAR format.
Hope this helps.
15 October 2010 - 2:43pm
Silk
I have an interview with Barclays Corporate in 5 days it's the second interview with 3 assessment stages (1) Structured Interview (2) Business Interview (3) Role play. can anyone provide me with some tips to what questions i maybe be ask please?
16 December 2010 - 5:44pm
samsjob
I have macqurie interview this monday. I am appearing for "ITG FICC Developer" position in C++ domain. Please help if someone has already attended the interview.
20 February 2011 - 11:38am
oladapoomokan
I have a telephone interview coming up with halifax, and the woman told me two of the following would come up as the questions they would ask me:
1. Treating customers fairly?
2. delivering quality services?
3. Taking ownership and showing initiative?
4. Following procedures?
5. Meeting Customer needs?
6. Business Judgement?
7. Leading Performances?
Can anyone nice please give me examples and essential tips so i won't funble on the day.
Many thanks
11 July 2011 - 8:05pm
HiMyNameIs
Hi all,
I had a telephone interview today, and was successful. I am extremely worried about the interview in the assesment, can anybody please tell me what questions will be asked of me and how i would go about answering them?. Thank you very much in advance it will be really appreciated :)
Mark
12 July 2011 - 12:55pm
kchl20
hi, mark, congrats,
what was the company? were u told that u passed right after the call?
21 July 2011 - 9:05am
claret
I just had a look at this site as I have just been rejected from a job which was a lower grade than my last job. As a manager I conducted competency based interviews and as a job seeker I have attended plenty. I suppose it's supposed to be a fair way of ensuring we don't recruit on social or cultural background but I'm not so sure it's that fair. As the comment above says it just means someone can prepare their answers in advance without necessarily having the skills or the personality to do the job. It also suits the highly confident and perhaps those with little work experience as it is easier to draw on a few experiences where as a new worker you will have to consciously think of what you are doing whereas the more experienced worker will tend to handle everyday situations without thinking.
Also, it is possible to lie. Your example of missed deadlines wrong and right answers shows how you can turn around a situation where you messed up by being a disorganised idiot by re-writing history with what you should have done. We all know what we should have done in hindsight.
Being on an interviewing panel, competency based interviews mean that we have rejected some people with great CVs who I suspect were probably the best candidates. I recall our female HR manager being particularly disparaging about one young attractive female candidate while my male colleague was impressed with her. The HR manager seemed to think my male colleague was impressed by her looks not her talent. I kept quiet but I was thinking she was the best candidate and we have had to reject her because she was too nervous.
Anyway, in terms of your advice I can use the STAR method but I think the model answers you have given are too full of hyperbole and buzz words and don't tell me what happened, in particular, your example of team work. I would not employ this person he sounds far too full of himself to be able to work in a team.
21 November 2011 - 6:36pm
emshowah
Down to earth, I love this post: one of its type. Thanks a lot for being pungent.
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This is a wonderful work I have just seen,
and i surely have seen one of the mistakes
I did while answering a Competency question at a certain
interview,
No wonder i failed the interview at the end.
Thank you, I will recommend this work to my
friends later.