Competency Based Interviews

Job hunting has changed dramatically over the last number of years particularly in the area of interviewing. Previously employers relied on a traditional interview accompanied with a few bland references. Most organisations have accepted this method does not work and these employers have moved to more structured interviewing. There has been a major increase in the use of Behavioural or competency based interviews (CBI).

What are Competency Based Interviews?

Competency Based Interviews aka Structured Interviews or Behavioural Interviews. These interviews are made up of a number of targeted questions that require interviewees to describe specific task or situation. Competency Based Interviews work on the belief that the best indication of future behaviour is past behaviour. Typically interviewee will be assessed against a number of different competencies – normally between 4-6 competencies. An example of a competency would be “presenting and communicating”. A typical question could be “Tell me about a time when you had to present ideas to a group of people? Talk me through your approach?, How did you feel during the situation? and what was the outcome?”

Competency Interviewing Technique – STAR

The most popular technique to support preparation and during competency based interviews is the STAR technique.

(S/T) – Situation or Task. This is the introduction or opening information. Interviewees will describe the event. It is important to bring the event to life.

(A) – Action. This is what you did or the meat of the story. It is where you provide details about actions you took and how you behaved during the situation. It is important to avoid sweeping statements and to provide plenty of detail. The most common mistake at this stage is to use the word “We” instead of the word “I” when describing actions. Doing this will dilute your contribution.

(R) – Results. The final part of the technique where you outline the results or outcomes of the situation.