Templarfox advice on Competency-Based Interviews
Posted on 23rd July 2018 at 12:43
"Competency" is a concept linking three parameters which you will have experienced - Knowledge, Skills and Attitude.
The best way to answer competency questions is . . .
. . . to choose a work example which allows YOU to demonstrate “competency” - Knowledge, Skills and Attitude. For example - you might have good interpersonal communication (skills), but will not be competent to join a company as Project Manager unless you possess adequate education/experience (knowledge) and the right temperament/behaviour (attitude).
Competency-based interviews (also called structured interviews) are interviews where each question is designed to test one or more specific skills. The answer is then matched against pre-decided criteria and marked accordingly. For example, the interviewers may want to test the candidate's ability to deal with stress by asking first how the candidate generally handles stress and then asking the candidate to provide an example of a situation where he worked under pressure.
If you’re new to competency interviews the Templarfox guide and easy to use system is called S.T.A.R. (Situation, Task, Action, and Result). If you practice this process of answering competency questions you will then be comfortable with the technique and be able to answer all sorts of competency based questions which an interviewer will generate.
For help and support with your interview preparation please contact Bruce Swan for a 1-2-1 meeting on competency question technique. Email HR@templarfox.co.uk
Tagged as: Competency-Based Interviews, Interview Preparation, S.T.A.R. (Situation, Task, Action, and Result), Structured Interviews
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