‘Tell me about a time you’ve had to answer a competency question…’
Competency based questions (also known as behavioural interview questions) are a staple in modern recruitment, so it’s likely you’ll face them at some point in your job search. You’ll recognise them from openings like ‘Tell me about a time…’ or ‘Give an example of how…’.
Unlike other types of interview questions, competency based questions focus less on your qualifications and more on your personal attributes. They’re designed to test how you’d handle real-life work situations.
We’ve already covered what you need to know about competency questions, but to help you ace your next interview, here’s our advice on answering five common competency based interview questions, taken from James Reed’s book, ‘Why You? 101 Interview Questions You’ll Never Fear Again‘.
“Think of competency-based interviews as your moment to shine, where your experiences speak louder than your CV. Use the STAR method (situation, task, action, result) to bring your examples to life. Whether you led a project, solved a tricky problem, or supported a team through change, this is your chance to show how you made a real impact.”
Scott Nevett, Business Director | Reed
Common competency based interview questions and answers
Here are five examples of competency based questions and our advice on how to answer them.
1. Tell me about a time you supported a member of your team who was struggling
This may seem like a straightforward competency question, but there’s a crucial element to consider beyond just using the STAR method.
While companies value teamwork and empathy, they do so because they believe these qualities benefit their bottom line. The best answers to this question will not only show how you supported a colleague but also how your support improved performance and benefited the company.
Be nice, but in a way that highlights the positive impact on the business.
Right answer: ‘My job involves a lot of daily analysis, so I’m very comfortable with software like Excel. A newer colleague wasn’t as experienced and was struggling with their reporting. I offered to stay after work for a few days to help them get up to speed. Since then, their reporting has been great, and it’s improved the team’s overall efficiency.’
Wrong answer: ‘Team? To be honest, I see myself as more of a one-man wolf pack…’
Customer service interview questions
2. Give an example of a time you’ve had to improvise to achieve your goal
This is a classic competency question that tests your ability to think on your feet.
This question is a bit of a hybrid, mixing a curveball with a standard competency based question. It’s designed to push you out of your comfort zone and see how you perform under pressure, while also asking for a real-life example to back up your claims.
So, what kind of story should you tell? Improvisation is about facing unexpected challenges, trusting your ability to handle them, and overcoming the fear of failure. Think of a time you used your initiative to resolve a difficult situation, and you’ll have a strong answer. Remember to frame it using the STAR method to show how you achieved your goals.
Right answer: ‘At my previous company, we hosted client conferences that were a significant revenue stream. At one event, our booked MC fell ill with food poisoning the night before. With no time to find a replacement, as the event manager, it was up to me to step in. I was extremely nervous, but after some deep breaths and practice, I managed to get through it. I received great feedback, and my presentation skills even improved as a result.’
Wrong answer: ‘I improvised quite a bit on my CV to get this interview…’
Six reasons you haven’t met your goals
Interview types: What you need to know
3. Why are you a good fit for this company?
Let’s be honest: every company wants to feel special.
A recruiter won’t be impressed by a candidate who seems to be applying to every job out there. Instead of giving a generic answer about why you’re a great employee, focus on why you’re a perfect match for this specific company.
Do your research. Before the interview, check out the company’s website and social media. This will give you a sense of their personality and culture, and help you identify what they value. Once you have this information, you can tailor your response to align your skills, accomplishments, and personality with what you’ve learned about them.
Right answer: ‘From my research, I can see that your company is dedicated to staying at the forefront of technology. I was particularly impressed by the details I read about the XYZ project. My passion for developing my own technical skills aligns well with your firm’s reputation for continuous innovation. That’s a key reason I’m so excited about the opportunity to work here.’
Wrong answer: ‘You have a job. I need a job. It’s a win-win.’
How to answer: Why do you want to work here?
4. Which websites do you use personally, and why?
How you answer this competency question depends on the role you’re applying for.
For a traditional role in a less tech-focused business, the interviewer likely wants to know how you stay updated on industry trends. In this case, a simple list of top news sites for your sector will do.
However, if you sense the interviewer wants you to show off your tech knowledge, go for it. Talk about the apps on your phone, your favourite blogging platform, or how plug-ins perform on different browsers. Just try to avoid naming Internet Explorer as your browser of choice.
Right answer: ‘I check sites like TechCrunch and Mashable daily. They provide excellent news on various industries and help me stay current with tech-related discussions in the office.’
Wrong answer: ‘I’m a big fan of Facebook. Did you get my friend request, by the way?’
Four things to take to a job interview
5. If you were offered the job, what’s the first thing you’d change?
Tread carefully – this is a loaded question.
If the job is about transformation or you get the sense that changes are needed, feel free to point out specific areas for improvement.
However, keep in mind that coming in and dismissing the experience of your new colleagues won’t go over well. You want to show that you’ll bring fresh ideas, not that you’re a bulldozer.
When suggesting improvements, be tactful. Emphasise collaboration and information gathering. Words like ‘evolve’, ‘add’, ‘contribute’, and ‘develop’ are more effective than ‘change’, ‘overhaul’, or ‘fix’.
Nobody likes a know-it-all.
Right answer: ‘I see from the job description that this role involves managing the company’s social media. I noticed you don’t post very often, and the tone can be inconsistent. I’d look to help develop a more consistent brand voice to help us stand out from the competition.’
Wrong answer: ‘I’m glad you asked. I’ve prepared a 37-slide PowerPoint presentation on all the changes. Can we dim the lights?’
Common interview questions and answers
How to prepare for a competency based interview
Preparation is key to answering competency questions effectively. The goal is to show the interviewer you have the specific skills they’re looking for, using concrete examples from your past experiences.
A great way to structure your answers is by using the STAR method. This involves breaking down your example into four parts:
- Situation: Briefly describe the context and where you were.
- Task: Explain what you were asked to do or what your responsibility was.
- Action: Detail the specific steps you took to handle the situation.
- Result: Share the outcome of your actions and what you learned.
Before your interview, review the job description to identify the key competencies the employer is looking for. Then, think of specific examples from your career where you’ve demonstrated these skills. Preparing a few stories for each competency will help you feel confident and ready to answer any competency questions that come your way.
How to prepare for an interview
How to answer competency based interview questions
So, you’ve packed your brain with examples, read the job description twice, and reminded yourself what ‘competency’ actually means – now comes the fun part: answering the questions without sounding like a robot…or someone reciting their CV.
Here’s how to nail your answers:
- Listen before you speak: Make sure you fully understand the question, taking a moment to gather your thoughts (rushing in rarely ends well).
- Pick your story wisely: Choose an example that genuinely fits the competency in question. Relevance rules here; and random achievements are better saved for pub quizzes.
- Go beyond the basics: Rather than just explaining what happened, highlight your unique approach or what you learned along the way. It’s not just about what you did, but how and why you did it.
- Stay positive and own your role: Talk about your personal contribution and keep the outcome upbeat – even if the story involves a challenge or failure, focus on what you improved or would do differently next time.
- Wrap it up smoothly: End your answer with a clear result or takeaway. If you wowed your client or learned something useful, say so. It helps tie your story together and shows you understand the impact you make.
Remember, the goal isn’t to dazzle with fancy language or to check off every buzzword in sight. It’s to guide your interviewer through your working style with relatable, memorable stories that show them you’re the right fit.
Frequently asked questions
What are some other common competency questions?
Some other common competency questions you might encounter are:
- Describe a time you had to work under pressure to meet a deadline
- Give an example of a time you showed leadership skills
- Describe a situation where you had to persuade someone to see your point of view
What’s the difference between competency based and behavioural interview questions?
There’s no real difference. Competency based interview questions and behavioural interview questions are two terms for the same style of questioning. Both are designed to assess a candidate’s skills and behaviours through past experiences.
How can I practise answering competency questions?
The best way to practise is to identify the key competencies for the job you want, prepare examples using the STAR method, and then say your answers out loud. You can practise with a friend, a family member, or even in front of a mirror. This will help you get comfortable with your stories and deliver them confidently during the interview.
How do you pass a competency-based interview?
Preparation is your best friend. Take the time to review the job description and pick out the main skills and qualities they’re after. Think of real-life examples that show off these skills, and practice telling your stories clearly and concisely. Stay focused on what the interviewer is asking, listen carefully, and remember to highlight your positive impact.
How to answer a competency-based question using STAR?
Break your answer into four parts: Situation, Task, Action, and Result. Start by briefly describing the situation and your role. Explain what needed to be done, detail the actions you took (this is your time to shine), and wrap up with the positive result you achieved. Keeping things structured and focused will help you deliver a memorable and relevant answer every time.
Final thoughts on competency interviews
Answering competency based interview questions doesn’t have to be daunting.
By understanding what employers are looking for, preparing your examples with the STAR method, and practising your answers, you can confidently show that you have the skills and experience needed to excel in the role.
Remember to be genuine, focus on the positive outcomes of your actions, and always tie your experiences back to the needs of the business.
With the right preparation, you’ll be well on your way to acing your next competency based interview.
How to deal with job interview stress
Five common job interview mistakes
Still searching for your perfect position? View all available jobs now
Competency based interviews are a BIG hindrance to jobseekers. I am FED UP with getting knocked back simply because I cannot “talk the talk”. It should be more about a candidate’s previous work experience and ability to use office packages, rather than all this competency/team player/ claptrap.
This is a large part of the modern business world. It is now necessary to be able to discuss and express yourself, along with your work. Sometimes In great detail!
Very good examples. Thank you 🙂
I’m with Alan on this one, and disagree with John, in my
experience far from a large part of the business world, the only time I need
this skill set is for an interview for a new job, I’ve been a c-suite interim
for over 20 years and yet I still need to consult sites like this to
remind me of the BS and hoops I need to jump though because this is so far
removed from what I do for a job and is a totally irrelevant skill in any other
context. Interviews merely tell and employer that the candidate is good at
interviews, but they are sadly a necessary evil, so we’ve just got to suck it
up. 🙁 Useful site, thanks
The drawback of competency based interviews is that they rely heavily on the interviewees ability to articulate themselves, and how well the interviewer(s) understand what is being said. A friend of mine was unemployed for nearly a year; always getting knocked back at interview. Then, he focused his efforts on learning all he could about competency based and STAR format interviewing. He’s used this knowledge to move from one job to the next over the past 5 years and now has a really good job that is well payed.
However, his work ethic hasn’t changed. He’s still lazy, and has a short attention span. The difference is that now when he feels his job is at risk, he applies for another job and moves. And because it usually takes a couple of years for his shortcomings to be fully discovered, none of his prospective employers question it. I honestly feel that he has taken job opportunities from people who could have done much better, had they performed better at the interview.
I myself have recruited people like that in the past, who look good on paper and they talk the talk, but after they’re through their probationary period, they start to show their true colours, and performance management of such individuals is so time consuming.
Absolutely hate these types of interviews. I’ve temped at this place for 2 years once and I was among one of the most experienced, skilled and knowledgeable members of staff at that site. Then when the permanent recruitment drive came along, I missed out because I’m essentially bad at BS-ing. So all that effort, hardwork and stress for remuneration barely above the national minimum wage all went to some guy that can just talk, talk and talk.
Of course, I left that company a month later.
I just wish the world would realise what happens during a 45 mins interview does not reflect what has happened over years upon years of actually doing a job.
Thanks for the examples. I found them useful.
Tell me what you want, what you really, really want,……………………and my considered response will delight and exceed your expectations. Keep me in the dark, feeding me half truths, propaganda and enticement traps to exploit, devalue and replace me by automated systems and I shall become your worse nightmare.