What are Competency Based Questions?
Competency based questions are interview questions that require candidates to provide real-life examples as the basis of their answers. 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?
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 questions designed to force candidates to reveal their skills in these areas. When considering how to answer competency questions, 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.
The best way to prepare for competency based interview questions is by reading as many interview questions and answers as possible. To practice actual competency-based interview questions with JobTestPrep, click here.
How to Answer Competency Questions
A classic 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 examples of how to answer competency questions:
Competency answer 1: 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 2: 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 3: 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.
Tips for answering competency based interview questions
- 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.
If you’re soon to have a competency based interview, this free ebook is well worth downloading. It covers how to recognise competency-based questions and relate them to an organisation; how to use the STAR and SOARA methods; and how to use narratives that work well as model answers.
Techniques for Answering Competency Questions
Each of the following techniques will stand you in good stead during the interview.
The STAR Technique
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
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
Give an example of when you've led a team.
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 take instructions and work simultaneously with other people or colleagues. I have the ability to communicate among 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.
Give an example of when you've overcome a problem at work.
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, so I plan my time around them and also do what I can to deliver the best and highest quality work.