Competency-based interviews are increasingly popular as a way to predict a candidate’s performance and fit in a business.
It may seem a little daunting, but, with planning and preparation, the competency-based interview can provide the perfect opportunity to showcase your skills, knowledge and experience. Being able to confidently nail a competency-based interview is the key to success in all industries.
Here our my top tips:
1. ANALYSE THE JOB SPECIFICATION
Research which competencies the employer wants to discover in candidates by fully assessing the job specification. Take time to read and re-read it, pulling out specific skills, knowledge and experience requirements, and speak to your recruitment consultant who will be able to communicate their thoughts on the specific skills the client is looking for.
Gone are the days when you just have a website to review. Fully immerse yourself in the business reviewing their website, social media platforms, glassdoor reviews – you name it. Get a feel for the style of organisation you are being interviewed by and the attributes which successful existing employees demonstrate.
4. IDENTIFY COMMON COMPETENCIES
While every job will have its own requirements, there are some which are desirable by most. These include teamwork, problem solving, communication skills and conflict management. Make a list of these essential competencies and add in other specifics gathered through your research, again your consultant can assist you with this, use their expertise and knowledge they’re there to help you get the role!
5. LIST POTENTIAL QUESTIONS
Competency-based questions are designed to find out when you have already demonstrated a particular skill. Questions usually begin with about when a prospective employee has already demonstrated a particular skill or attribute. The questions therefore usually begin with phrases like, ‘Tell us about a time when…’, or ‘Give us an example of when.?’ Take each of the competencies you have identified and make a list of questions under each.
6. USE THE STAR TECHNIQUE TO STRUCTURE YOUR ANSWERS
The Situation – what happened, what position you were in at the time, and what were the impacts or potential implications?
The Task - what needed to be done as a result?
The Action – what did you do to ensure these tasks were fulfilled? How did you approach each task and complete each action?
The Result – what was the overall outcome?
Ensure you are completely at ease with your information and your answers. Using the list of potential questions, get a friend to put you through your interview paces.
8. BE YOURSELF
Preparation is essential, but it is just as important to be yourself. Companies have to ensure that in addition to future employees having the right skills, they also have the right personality to fit in their team.
If you have any queries, or would like any further information on executive level recruitment please do get in touch: firstname.lastname@example.org.