COMPETENCY BASED INTERVIEWING What is it & Why use it?

Most organisations will analyse a role by breaking it down into key competencies for e.g. planning & organising, innovation, personal drive, motivation & team work If an organisation uses this type of interviewing, it is very likely that your job will be defined on this basis & your performance in it will be managed through competencies, i.e. appraisal may well be linked to evidence and real-life examples of having demonstrated these competencies. The employer is looking to identify the skills & behaviours you are likely to demonstrate in future. This type of interviewing allows them to avoid making personal impressions & just assess you on your own merits. It also reduces your chance to make fake claims. You will be asked to give an example of a previous situation or task which led you to take a certain course of action. Probing questions will be used to determine the course of action you took, the changes created & the effects of those actions on others.

How can I prepare for this type of interview?

Prepare answers using the technique outlined below. Prepare in the normal way - research the company thoroughly, ensure you can talk through the work & skills you have described on your CV. Most candidates find this type of interviewing much more interactive & enjoyable & it is likely that the interviewer will be able to encourage you to be more open than in a traditional interview.

How will I be measured?

The interviewer will have a number of pre-planned questions to ask you. For each question they will ask for real-life evidence where you have demonstrated the behaviour or skills. They will know what the desired behaviours are & will look for positive & negative indicators.

EXAMPLES OF COMPETENCY QUESTIONS & ADVICE ON ANSWERING

The STAR technique is an excellent way to demonstrate your key competencies. The acronym stands for: Situation when did the example occur? Task what did you have to do? Action how did you approach the task? Result how did you approach the result / what happened as a result?

Example 1 - Planning & Organisation

Looking for - prioritises - sets stretching but realistic targets & deadlines - plans ahead & has a structured approach to the work

Describe a project you have managed/been responsible for.

Situation Task Action Result

How did you plan your time? (& others time?) How did you deal with obstacles?
Situation Task Action Result

Have you ever managed a project which you knew would run over the timescale? What did you do? What could you do differently next time?
Situation Task Action Result

Also - In your current job, how do you schedule your time & set priorities? How did you prepare for this interview?

Negative Indicators
- Works late but unproductively - Reactive approach - Easily fazed by obstacles/interruptions - Inflexible in modifying plans/priorities - Needs to work alone to complete a task

Desired Behaviours
- Prioritises - Works in a structured & methodical way - Manages time effectively - Plans ahead to ensure timely delivery of results - Maintains accurate management information, administrative records etc

Example 2 Team Skills

Looking for team - Ability to work with other people constructively to improve the effectiveness of the

How did you go about building an effective working relationship with your colleagues/team? What effect did that action have on your success in that position? What effect did that action have on the success of the team?
Situation Task Action Result

Describe an occasion when you chose not to work as part of a team

Situation Task Action Result

When has a colleague let you down and how did you react?
Situation Task Action Result

Also - Have you ever had to work in a team where you felt other members of the team were lacking in commitment/ability? When has your own self-motivation rubbed off on others?

Negative Indicators
- Afraid to confront issues - Plays people off against each other - Indiscreet and gets involved in gossip - Insensitive to people, their feelings and needs - Withholds information - Holds grudges

Desired Behaviours
- Co-operating with others - Consulting others for advice if necessary - Accurately communicating important info - Resolving conflict or disagreements quickly - Helping people out when necessary - Building effective teams

Example 3 Professional Knowledge & Judgment

Looking for - has extensive knowledge of his/her own field or department - understands the business & uses this to provide credible advice

What examples are there during the past 3-6 months where you have made an important decision which turned out to be correct?
Situation Task Action Result

How do you gather information on clients?

Situation Task Action Result

How have you used that information to influence a client or candidate?

Situation Task Action Result

Also - Have you made any poor decisions in the past 6 months? Tell me about it/them? When did a client last ask you for advice?

Negative Indicators
- Ignores side issues as irrelevant - Abdicated decision-making to others - Inaccurate understanding of customer's situation - Assumes professional responsibility beyond level of competence/experience

Desired Behaviours
- Sound understanding of current issues - Sound understanding of customers - Provides client with credible advice - Provides commercial & practical advice to clients - Manages flow of information to clients effectively

Example 4 Leadership
Looking for Takes control of situations & events Coaches and develops others Recognizes & rewards others performance Motivates

Tell me about a sensitive or difficult issue you have dealt with. What did you find most difficult about it? Why was this so? What was the outcome?
Situation Task Action Result

How have you introduced change to your team?

Situation Task Action Result

How do you ensure your colleagues gets feedback on their performance?

Situation Task Action Result

Describe a situation in which you coached a team member

Situation Task Action Result

Negative Indicators
- Is insensitive - Believes in an autocratic style of leadership - Demonstrates an inconsistent style of leadership - Tries to change how things are done without any consideration to proven methods & working practices

Desired Behaviours
- Gives feedback - Delegates effectively - Confronts difficult issues promptly - Recognizing good performance - Develops people on the job - Motivates colleagues to give their best - Sets development objectives