How to answer Competency Based Questions
Competency based questions often associated with behavioural interviewing allow candidates to demonstrate competencies required for the job or role. These questions place great emphasis on exploring in detail job related experiences, skills and abilities and the way an individual behaves in certain situations. Behavioural interviewing was developed with the belief that past performance predicts the future on job behaviour. Hence, competency based questions attempt to provide insight as how individual might perform or behave under certain circumstances. Below, we provide you some techniques as how you should go about answering these kinds of questions in an interview.
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S.T.A.R format for competency interview questions
To maximize your chances of success, make your examples specific, measurable and relevant. Provide examples with measurable information relating to time, money you have saved, costs you reduced or relationships you improved with customers, suppliers or other business partners by deploying behavioural competencies. Try to think of examples that are as relevant as possible for the role or position you apply. Use S.T.A.R. format when giving your answers.
S.T.A.R. format is the way in which the recruiter would like to receive your answers. S.T.A.R. refers to situation, task, action and result. In simple words, when you are being asked behavioural question such as 'tell me about the time you faced a challenging situation in your last job - what was the situation and how did you deal with it?' you should structure your answer around the four below points:
- Situation - describe the situation you found yourself in and if appropriate touch upon the circumstances. Try to keep it brief, short and concise and don't go into much detail.
- Task - briefly guide interviewer through what was that you had to do and what were you trying to achieve from the situation. While it may be necessary to touch upon the overall task of the group or team make sure that you emphasise your own role, responsibility and involvement in the task.
- Action - point out to things you did and highlight your personal contributions. Note that employer will be interested in your personal efforts rather than those of the team. Hence, explain how you did it, how you decided what action to take, how you did decide between options given. You need to prove that you have examined options available in interest to see and take the best decision to solve the problem. You cannot say that things were left for luck but rather prove that you have analysed the situation and decided on future courses of actions based on the information gathered. Try to demonstrate how you have deployed your behavioural competencies. As advised above make sure that you describe how you did do it and not the efforts of the team. Be careful not to tell what you might do or would do. Have a clear framework in mind when answering this part of the question. View some competency job interview questions and answers to get an idea what to focus on.
- Results - what was the outcome? What difference did your actions make? How did it make people or others in the organisation feel? If you can, give measurable information relating to facts and figures i.e. How did you do it (increase, enhance, avoid, prevent, eliminated, improved). Be specific, use some of those words.