As we prepare for job interviews, it’s important to understand the types of questions that may be asked, including competency based questions. These types of questions are designed to assess a candidate’s skills and abilities by asking about past experiences and behaviors.
In this article, we’ll provide an overview of what competency based questions are, why employers ask them, and offer some examples and tips on how to effectively answer them. Whether you’re a seasoned professional or just starting out in your career, understanding these types of questions can help you feel more confident and prepared for your next interview.
Key Takeaways
- Competency based questions are designed to assess a candidate’s skills and abilities by asking about past experiences and behaviors.
- Employers ask these types of questions to gain insight into a candidate’s problem-solving abilities, communication skills, and other key competencies.
- To effectively answer competency based questions, it’s important to use the STAR method, provide specific examples, and focus on the outcome of the situation.
What are competency based questions?
Competency based questions are a type of interview question where an employer seeks to gain insight into the applicant’s relevant knowledge, skills, and abilities. These questions usually start with phrases such as “Tell me about a time when…” or “Describe a situation where…”. The aim of these questions is to determine if an individual possesses the qualities that the employer is looking for in a successful candidate.
How to answer competency based questions
When answering competency based questions, it’s important to provide specific examples that demonstrate your capability. The STAR method (Situation, Task, Action, and Result) is a useful framework to structure your answers.
- Situation – Describe the context of the situation you faced.
- Task – Explain what was required of you and what goal had to be achieved.
- Action – Explain how you took action to address the issue or accomplish a task.
- Result – Explain what the outcome was and how it benefited either yourself, your team, or your organization.
Competency based questions examples
Here are 10 examples of competency based questions you could be asked in an interview. Try using the STAR technique mentioned above to come up with your answers.
- Explain a difficult task you’ve had to overcome and how you did it.
- Describe a situation in which you had to work with a difficult customer or colleague.
- Describe an occasion when you had to troubleshoot a complex issue.
- Tell me about a time when you successfully led a team project to completion.
- Describe how your skills, experience or education make you suitable for this role.
- Explain how you have handled challenging deadlines in the past.
- Describe a situation where you had to provide feedback to an employee or a colleague.
- Explain how you have demonstrated leadership skills in previous roles.
- Tell us about a time when you had to make a difficult decision based on limited information.
- Describe a situation where you had to think outside the box for a solution.
Competency based interview tips:
- Do your research: Prepare for competency based questions by researching the position and understanding the skills and experience needed to be successful in the job.
- Practice: Rehearse answers to common competency-based questions to gain confidence when answering them during the interview.
- Be honest: Employers are looking for genuine examples of your past experiences, so avoid exaggerations or fabrications.
- Provide details: Remember to use the STAR method when answering a competency based question. Describe the Situation, Task, Action and Result in as much detail as possible.
- Demonstrate previous success: Show off your strengths by providing real-world examples that demonstrate successful outcomes within previous roles.
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Frequently Asked Questions
Can you describe a time when you had to make a difficult decision?
When we are asked this question, the interviewer wants to know how we go about making tough decisions. They want to see if we have a structured approach to decision-making. To answer this question, we should talk about a time when we had to make a difficult decision, outline the steps we took, and explain the reasoning behind our decision.
Tell me about a time when you had to work with a difficult team member. How did you handle the situation?
This question is designed to test our ability to work with difficult people. The interviewer wants to know if we can work collaboratively with others, even if they have a challenging personality. To answer this question, we should talk about a time when we had to work with a difficult team member, explain how we managed the situation, and highlight the outcome of our efforts.
Can you give an example of a time when you had to adapt to a new situation or environment?
This question is designed to test our adaptability. The interviewer wants to know if we can work effectively in new and changing environments. To answer this question, we should talk about a time when we had to adapt to a new situation or environment, explain the steps we took to adapt, and highlight the outcome of our efforts.
Tell me about a time when you had to solve a complex problem. What steps did you take?
This question is designed to test our problem-solving skills. The interviewer wants to know if we can approach complex problems in a structured and logical way. To answer this question, we should talk about a time when we had to solve a complex problem, explain the steps we took to solve the problem, and highlight the outcome of our efforts.
Can you describe a situation where you had to use your communication skills to resolve a conflict?
This question is designed to test our communication skills. The interviewer wants to know if we can use our communication skills to resolve conflicts effectively. To answer this question, we should talk about a time when we had to resolve a conflict using our communication skills, explain the steps we took, and highlight the outcome of our efforts.
Tell me about a time when you had to prioritize multiple tasks or projects. How did you approach the situation?
This question is designed to test our ability to manage our workload effectively. The interviewer wants to know if we can prioritize tasks and projects based on their importance and urgency. To answer this question, we should talk about a time when we had to prioritize multiple tasks or projects, explain the steps we took to prioritize, and highlight the outcome of our efforts.
