Most interviews will be competency based.
WHAT IS A COMPETENCE
A competence is simply a word that is used to describe a group of behaviours which are shown to be effective. They include attitudes, skills and knowledge, demonstrated as behaviour
WHAT IS A COMPETENCE BASED INTERVIEW?
A “competence based interview” is an interview in which each candidate is asked similar questions, designed to obtain information about the match between the candidate`s competencies and those required for the job.
HOW IS THIS DIFFERENT FROM OTHER INTERVIEWS?
In a competence based interview, questions that give information about the key competencies for the job are asked. These questions concentrate on the most important parts of an individual's past experience, focusing on the behaviours that were demonstrated. The responses will then allow the interviewer to “match” the individual to the job, based purely on what is necessary to be successful in the role.
SO WHAT MIGHT THE INTERVIEW TYPICALLY, BE LIKE?
Initially, the interviewer(s) will usually ask you some questions about yourself and your background to get to know you better. These will be followed up with questions to gain information about the key competencies, often beginning with phrases like:
“Tell me about a time when.....”
“Describe an occasion when.....”
“When has it been important to.....”
This may feel strange at first, not least because it appears formal as an approach, and the interviewer may be taking notes of all the evidence for each of the competencies from your responses to the questions.
Remember that the interviewer is interested in finding out about you and what you have achieved, not about your team, project or manager's achievements. So, remember to talk about the part you played in the teams' achievements, your contribution to the project deliverables and how you have supported your manager and the business through the achievement of your objectives.
During the interview, remember that you should try to answer questions as specifically as you can. If the interviewer stops you from expanding on a particular point, don’t let this put you off. The interviewer must ensure that you have sufficient opportunity to discuss the key competencies they are interviewing for. They may steer you back onto areas where you describe your competencies in more detail.
There should be an opportunity at the end of the interview for you to add any information that you think is relevant, but has not been covered during the interview. This is also the point at which you should ask any outstanding questions you have about the job.
AND AFTER THE INTERVIEW?
The interviewer will review and make a decision regarding your suitability for the role.
In summary then, the Competence Based Interview is used to improve the objectivity and quality of selection decisions. The benefit of this approach is that it allows each individual interviewed the opportunity to explain how their own competencies and experience match the particular requirements of the job
WHAT IS A COMPETENCE
A competence is simply a word that is used to describe a group of behaviours which are shown to be effective. They include attitudes, skills and knowledge, demonstrated as behaviour
WHAT IS A COMPETENCE BASED INTERVIEW?
A “competence based interview” is an interview in which each candidate is asked similar questions, designed to obtain information about the match between the candidate`s competencies and those required for the job.
HOW IS THIS DIFFERENT FROM OTHER INTERVIEWS?
In a competence based interview, questions that give information about the key competencies for the job are asked. These questions concentrate on the most important parts of an individual's past experience, focusing on the behaviours that were demonstrated. The responses will then allow the interviewer to “match” the individual to the job, based purely on what is necessary to be successful in the role.
SO WHAT MIGHT THE INTERVIEW TYPICALLY, BE LIKE?
Initially, the interviewer(s) will usually ask you some questions about yourself and your background to get to know you better. These will be followed up with questions to gain information about the key competencies, often beginning with phrases like:
“Tell me about a time when.....”
“Describe an occasion when.....”
“When has it been important to.....”
This may feel strange at first, not least because it appears formal as an approach, and the interviewer may be taking notes of all the evidence for each of the competencies from your responses to the questions.
Remember that the interviewer is interested in finding out about you and what you have achieved, not about your team, project or manager's achievements. So, remember to talk about the part you played in the teams' achievements, your contribution to the project deliverables and how you have supported your manager and the business through the achievement of your objectives.
During the interview, remember that you should try to answer questions as specifically as you can. If the interviewer stops you from expanding on a particular point, don’t let this put you off. The interviewer must ensure that you have sufficient opportunity to discuss the key competencies they are interviewing for. They may steer you back onto areas where you describe your competencies in more detail.
There should be an opportunity at the end of the interview for you to add any information that you think is relevant, but has not been covered during the interview. This is also the point at which you should ask any outstanding questions you have about the job.
AND AFTER THE INTERVIEW?
The interviewer will review and make a decision regarding your suitability for the role.
In summary then, the Competence Based Interview is used to improve the objectivity and quality of selection decisions. The benefit of this approach is that it allows each individual interviewed the opportunity to explain how their own competencies and experience match the particular requirements of the job
