In short
The problem: Interviewing is a skill that takes years to develop, and many hiring managers struggle to assess candidates consistently, identify top talent, and ensure cultural fit.
The solution: Competency-based interviewing evaluates all candidates against a fixed set of predetermined criteria, asking them to describe real past behaviours across three dimensions: the situation, the action taken, and the outcome.
The result: A fairer, more structured interview process that levels the playing field, unearths a candidate’s genuine ability, and gives hiring managers the rich, comparable insights they need to make confident hiring decisions.
Modern interview techniques have evolved over time in response to social developments in and out of the workplace. A successful interview technique can take years to develop even with extensive interview training, and largely depend on providing a good structure, building up rapport with your candidate, and learning as much useful information as you can about the potential candidate.
For example, what skills, experience and job questions should you ask? How can you identify top talent? How do you ensure cultural fit? How can you best convey your unique employer value proposition during the interview? These are all areas you should review when considering and refining your interview techniques.
A guide to competency-based interviewing:
What is competency-based interviewing?
Find your next hire
The competency based interview (CBI) is a technique you can apply to make your interviews more effective. CBIs involve judging all candidates on a strict set of predetermined criteria. This interview technique allows all candidates to be compared on an even playing field, and uncovers their true ability to do the job.
Candidates are asked to describe their behaviour according to:
The situation in which it occurred The action they took The outcome
Competency-based interview tips
Here is a list of sample competency-based questions to ask your candidate during the interview:
Describe a time when you were faced with a stressful situation that demonstrated your coping skills? Give me a specific example of a time when you used good judgment and logic in solving a problem? Give me an example of a time when you set a goal and were able to meet or achieve it? Give me a specific example of a time when you had to conform to a policy with which you did not agree? Tell me about a time when you had to go above and beyond the call of duty in order to get a job done? Tell me about a time when you had too many things to do and you were required to prioritise your tasks? What is your typical way of dealing with conflict? Give me an example? Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa)? Tell me about a difficult decision you've made in the last year? Give me an example of when you showed initiative and took the lead? Tell me about a recent situation in which you had to deal with a very upset customer or co-worker? Give me an example of a time when you used your fact-finding skills to solve a problem? Describe a time when you set your sights too high (or too low)?
Frequently Asked Questions (FAQs)
What are the main competencies tested in a job interview?
While specific requirements vary by job description, interviewers generally test for a core mix of professional and interpersonal attributes. The most frequently targeted competencies include:
Problem-solving and decision-making Conflict management and resilience Prioritisation and time management Teamwork, leadership, and adaptability
How do you structure a competency-based interview question?
To get the most useful information out of a candidate, phrase questions so that they must answer using the STAR method (Situation, Task, Action, Result). Instead of asking a hypothetical question like "How do you handle stress?", force an evaluation of true ability by asking for a historical example: "Describe a specific time when you were faced with a stressful situation and explain how you handled it."
What percentage of an interview should be competency-based?
For a well-rounded evaluation, a popular and effective framework is the 70/30 split. Devote approximately 70% of the interview to competency-based (behavioural) questions to evaluate soft skills, workplace attitude, and cultural fit. Use the remaining 30% to assess technical skills, hard qualifications, and specific domain knowledge required for the role.
