Competency-based interviews: What you need to know

by Michael Cheary

Interviews can be nerve-wracking at the best of times…

But what happens when you arrive feeling fully prepared, only to find the hiring manager has moved the goalposts? You might be familiar with certain interview types, like telephone interviews, video interviews, or group interviews, but have you ever heard of competency based interviews?

Here’s a quick guide on what you need to know to ace your next competency based interview:

What is a competency based interview?

A competency based interview is designed to test exactly that: your competence. 

Rather than focusing solely on your experience or qualifications, these interviews assess whether you have the right skills for the role.

Interviewers use competency based questions to understand how you’ve handled situations in the past, which helps them predict how you’ll perform in similar scenarios in the future.

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Why would an employer use a competency based interview format?

Employers often use competency based interviews when previous experience in an industry isn’t essential, such as for entry-level or graduate positions. They’re also useful for practically testing how candidates would react in given situations.

Rather than focusing on past achievements alone, these interviews emphasise predicting how an individual would behave in specific scenarios. Tasks could range from oral and written communication to planning, organisation, and problem-solving.

Essentially, competency based interviews help employers understand not just what you’ve done, but how you think and work.

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What are key competencies?

Key competencies are the skills that employers look for when recruiting. While the specific competencies vary by role and industry, some common ones include:

• Teamwork – How well you work with others
• Responsibility – Your ability to take ownership of tasks
• Communication or interpersonal skills – How effectively you convey information
• Decision making – Your process for making informed choices
• Leadership – Your ability to guide and motivate others
• Problem-solving – How you approach and resolve challenges
• Organisation – Your ability to manage time and resources
• Goal orientation – How you set and achieve objectives

What are soft skills?

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Examples of competency based questions

Although the type of question you’re asked will depend on the role and industry you’re applying for, there are some common themes that run through competency based interview questions.

Here are a few examples:

• ‘Tell me about a time when…’
• ‘Can you think of an example of how/when…’
• ‘Describe a way in which you…’
• ‘Give me an example of when you demonstrated…’
• ‘Tell me about a situation where you had to…’

Essentially, the interviewer is looking for practical examples of key competencies. For instance, they might ask you to ‘describe a way in which you demonstrated excellent leadership’.

Your examples can come from a previous job, your education, or even your hobbies or extracurricular activities like sports teams or clubs you’re involved in.

For more detailed guidance on answering these questions effectively, check out our article on how to answer competency based interview questions.

Common interview questions and answers

Using STAR for competency based interviews

If you’re not used to answering competency based interview questions, the STAR method is a useful way of communicating key points clearly and concisely.

STAR stands for:

• Situation – Describe the context and where you were
• Task – Explain what you were asked to do
• Action – Detail the specific steps you took
• Result – Share the outcome of your actions

Once you’ve identified each element, formulate it into a short, focused response. Make sure you include how you achieved the result and how your actions addressed the initial situation and task.

A simple STAR example

Let’s say you’re asked about demonstrating teamwork and leadership skills:

‘I demonstrated my teamwork and leadership abilities when I headed up a group proposal in front of some key clients. We were asked to give a one-hour presentation about how we could improve their hiring practices. After extensive competitor research and market trend analysis, we were able to put a competitive price together and present the features and benefits within the allotted hour. We went on to win the business.’

Tips for answering competency based questions

Here are our top tips for competency based interviews:

• Do your homework – Before you arrive at the interview, identify the key skills highlighted in the job description
• Prepare examples – For each key competency, have a pre-prepared example of how you’ve displayed that attribute
• Use variety – Draw from a wide range of experiences, including school or higher education, previous employment or work experience, and your daily life in general
• Be honest – Don’t lie. Interviewers will ask follow-up questions, and any embellishments will quickly be found out
• Don’t improvise – Prepare your examples in advance rather than trying to think on your feet during the interview
• Practice makes perfect – Rehearse your answers out loud before the interview to help you feel more confident and natural

Five common job interview mistakes

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Frequently asked questions

How do I prepare for a competency based interview?

Start by reviewing the job description to identify the key competencies required. Then, think of specific examples from your past that demonstrate each competency. Practice structuring your answers using the STAR method, and rehearse them out loud to build confidence.

What if I don’t have work experience to draw from?

That’s absolutely fine. You can use examples from education, volunteering, sports teams, clubs, or any other activities where you’ve demonstrated relevant (or transferable) skills. What matters most is showing how you’ve applied the competency in a real situation.

How long should my answers be?

Aim for answers that are around 1-2 minutes long. You want to provide enough detail to demonstrate the competency clearly, but not so much that you lose the interviewer’s attention. Practice helps you find the right balance.

Can I use the same example for multiple questions?

It’s better to use different examples for different competencies. This shows you have a broader range of experiences and skills. However, if you must use the same situation, make sure you focus on different aspects of it.

What if I can’t think of a relevant example during the interview?

Take a moment to think – it’s better to pause briefly than to rush into an irrelevant answer. If you genuinely can’t think of a specific example, explain your approach to handling such a situation and mention you’re eager to develop that skill in the role.

Final thoughts

Competency based interviews might feel daunting at first, but with the right preparation, you can turn them into an opportunity to showcase your skills and experiences effectively.

Remember to identify the key competencies for your role (using the job description as a guide), prepare relevant examples using the STAR method, and practice your answers. 

Most importantly? Be yourself and let your genuine experiences shine through.

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