Competency based interview

The competency based interview, also known as behavioural or situational interviews, is designed to test one or more skills or competencies. The interviewer has a list of questions, each focusing on a specific skill, and your answers will be compared against predetermined criteria and marked accordingly.

For a competency based interview, you have absolutely to follow these 4 rules :

1. Identify key competencies related to your next position, found in the job description or in the required qualifications.

2. Consider examples of your abilities ahead of time according to your next position.

3. Relate the job's key competencies to your abilities.

4. Practice your answers with the STAR response technique. This method is a structured way to answer interview questions by breaking your response into Situation, Task, Action, and Result. It helps you provide clear, concise answers that highlight your skills.

Now, here is the full list of the most asked question about competency based interview.

TELLME about that last time you were faced with professional or ethical dilemma at work

DESCRIBE a time when you have had to choose between admitting a mistake and maintaining credibility to a superior or client.

TELLME about a time you have observed others working in an unprofessional or unethical manner.

GIVE ME an example of a time where you have interpreted the rules with more flexibility.

GIVE ME an example of when you have had to defend an organization’s decision to others who did not agree with the viewpoint.

GIVE ME an example of when it has been important for you to appear knowledgeable about your area of specialty.

GIVE ME an example when you have experienced a setback.

GIVE ME an example of when you have set yourself an ambitious target.

TELLME about a time when you worked especially hard in your current role or work.

DESCRIBE an occasion when you found it difficult to work with someone from a different background.

GIVE ME an example of a situation where you have pursued a course of action, which had to take into account the sensitivities of external or different parties.

GIVE ME an example of when you had to explain something difficult to someone who did not have your background  or knowledge.

TELLME about a time when it was important to involve someone in a conversation.

What kind of correspondence have you had to prepare in the past.

TELLME about a time when you have chosen not to disclose information to others.

GIVE ME an example of a situation when it was important for you to communicate a strategy or organizational objective clearly to others.

TELLME about the last time you worked as part of a team.

DESCRIBE a time when you worked in a really effective team.

DESCRIBE the last time that you had to analyze a large amount of information to solve a problem.

DESCRIBE a situation where you have had to consider a variety of alternatives in your decision-making.

TELLME how you personally organize yourself when you have a lot of work.

DESCRIBE an occasion when you had to prepare in advance for a meeting or project.

GIVE ME an example of when you had to work to an important deadline.

DESCRIBE the last time you missed a deadline.

TELLME about the last project plan you had to produce or piece of work or event you had to organize.

DESCRIBE a recent situation where you had to set clearly defined objectives.

Using a recent example, DESCRIBE how you have developed actions for achieving an objective.

GIVE ME an example of when it has been particularly important for you to produce high-quality work.

GIVE ME an example of when time pressures prevented you from spending a lot of time on a task.

DESCRIBE a time when you did not meet your usual standards of work.

DESCRIBE a time when you failed to complete a task on time.

DESCRIBE a time when you delegated a task to another person.

TELLME about a time when it was particularly important for you to take responsibility for your actions.

GIVE ME an example of when you have put a client first.

TELLME about the last time a client made an excessive or unreasonable demand on you.

DESCRIBE a time when you were unable to help out a client as much as they wanted.

GIVE ME an example of when it has been important to keep clients or people informed of progress.

TELLME about a time when you came up with a new idea at work.

Creative ideas may initially seem good but in practice be unusable. How often do you find this.

GIVE ME an example of a time when you used a less conventional approach to your work.

In what situations are you least creative.

DESCRIBE a situation when you produced an imaginative solution to a problem at work.

TELLME about a time when you questioned a way of working.

TELLME about a time when you took a risk with pursuing a new approach or idea.

GIVE ME an example of when your technological awareness helped you to solve a problem.

GIVE ME an example of when technology breakdown had an impact on your delivery.

DESCRIBE an occasion when colleagues or others sought your advice or experience.

DESCRIBE an occasion when you felt that your level of technical knowledge was insufficient.

DESCRIBE an example of when you had to acquire additional technical knowledge.

TELLME about a recent time when you had to take a broad view of your own work.

GIVE ME an example of when you have found it difficult to consider the bigger picture when making a decision.

TELLME about a situation when you took global trends into account in a strategy or plan.

TELLME about a time when you have found it difficult to compel others to follow a strategic direction.

DESCRIBE an example of when you have taken strategic implications into consideration as part of your decision-making.

TELLME about a time when you have taken into account the wider implications of an issue in your decision-making.

TELLME how you personally organize yourself when you have a lot of work.

DESCRIBE an occasion when you had to prepare in advance for a meeting or project.

GIVE ME an example of when you had to work to an important deadline.

DESCRIBE the last time you missed a deadline.

TELLME about the last project plan you had to produce or piece of work or event you had to organize.

DESCRIBE a recent situation where you had to set clearly defined objectives.

Using a recent example, DESCRIBE how you have developed actions for achieving an objective.

GIVE ME an example of when it has been particularly important for you to produce high-quality work.

GIVE ME an example of when time pressures prevented you from spending a lot of time on a task.

DESCRIBE a time when you did not meet your usual standards of work.

DESCRIBE a time when you failed to complete a task on time.

DESCRIBE a time when you delegated a task to another person.

TELLME about a time when it was particularly important for you to take responsibility for your actions.

GIVE ME an example of when you have put a client first.

TELLME about the last time a client made an excessive or unreasonable demand on you.

DESCRIBE a time when you were unable to help out a client as much as they wanted.

GIVE ME an example of when it has been important to keep clients or people informed of progress.

TELLME about a time when you came up with a new idea at work.

GIVE ME an example of a time when you used a less conventional approach to your work.

DESCRIBE a situation when you produced an imaginative solution to a problem at work.

TELLME about a time when you questioned a way of working.

TELLME about a time when you took a risk with pursuing a new approach or idea.

GIVE ME an example of when your technological awareness helped you to solve a problem.

GIVE ME an example of when technology breakdown had an impact on your delivery.

DESCRIBE an occasion when colleagues or others sought your advice or experience.

DESCRIBE an occasion when you felt that your level of technical knowledge was insufficient.

DESCRIBE an example of when you had to acquire additional technical knowledge.

TELLME about a recent time when you had to take a broad view of your own work.

GIVE ME an example of when you have found it difficult to consider the bigger picture when making a decision.

TELLME about a situation when you took global trends into account in a strategy or plan.

TELLME about a time when you have found it difficult to compel others to follow a strategic direction.

DESCRIBE an example of when you have taken strategic implications into consideration as part of your decision-making.

TELLME about a time when you have taken into account the wider implications of an issue in your decision-making.

DESCRIBE a specific example of a time when you had to coordinate the work of other people.

DESCRIBE a time when you needed to take action to increase team motivation.

TELLME about a particular situation where you had to lead by example.

TELLME about a situation when you found it difficult to manage the work of a team.

DESCRIBE how you have gone about resolving conflict between others in the past, using a specific example.

TELLME about a situation when you have had to keep a team focused on objectives.

DESCRIBE an example where you have had to take charge and organize resources in your work.

DESCRIBE an example of how you typically interact with staff at different levels of an organization.

TELLME about how you have set goals for a team member in the past.

DESCRIBE a specific example of when you have involved others when making decisions.

GIVE ME an example of when you have solicited the contributions of others in your team.

DESCRIBE a time when you successfully empowered someone to carry out a task.

DESCRIBE a time when, in hindsight, you could see that you provided more detailed direction on an assignment than was necessary for the person involved.

TELLME about a time when a member of your team made a mistake.

DESCRIBE an example of how you have utilized the skills of others in the past.

The competency based interview, also known as behavioural or situational interviews,  a  is designed to test one or more skills or competencies. The interviewer has a list of questions, each focusing on a specific skill, and your answers will be compared against predetermined criteria and marked accordingly.

For a competency based interview, you have to these rules :

o   Consider examples of your abilities ahead of time.

o   Identify key competencies related to the job.

o   Relate the job's key competencies to your abilities.

o   Practice your answers with the STAR response technique. This method is a structured way to answer interview questions by breaking your response into Situation, Task, Action, and Result. It helps you provide clear, concise answers that highlight your skills.

New, lel’s have the full list of the most asked question about competency based interview.TELLME about a situation where you have had to manage the performance of a team or individual through a particular assignment.

DESCRIBE a development plan that you have set for a team member.

TELLME about a project in which you had to monitor people’s performance.

DESCRIBE a time when others have been surprised about your reaction or approach to a management issue.

TELLME about a person with whom you worked that you found difficult to trust.

TELLME about the last time that you had to trust a new team member to do a task.

GIVE ME an example of how you have developed an maintained trust in the past.

TELLME about when you have had to identify the key cause of a problem.

GIVE ME a recent example of when you came up with different solutions to a problem.

TELLME about a time when you made the wrong decision when solving a major problem.

GIVE ME an example of the type of information sources you typically use in an attempt to get to the bottom of issues.

DESCRIBE to me a complex problem, which you recently solved.

DESCRIBE the process that you typically use to make a final decision.

TELLME about a time when you found it particularly tough to make a decision.

GIVE ME an example of the type of questions you have asked in order to establish the facts about a past situation or problem.