Competency Based Interviewing

Competency Based Interviewing is a means of interviewing based on the premise that past performance is an excellent indicator of future performance.

The interview is structured in such a way that you will be probed for information in support of the role’s key competencies. As such the questions are very much in the format of "Can you give me an example of a time when..."

The STAR Approach

In order that the interview is controlled and you remain focused in giving answers the STAR approach to gathering information will be used. This means that when you are answering the questions, the interviewer will be looking for the Situation you were in or the Task you were doing, the Action you took in response to that situation or task and the Result of your action.

While you are giving your answer the interviewer is recording what you say in the relevant boxes on the Interview Sheet i.e. Under Situation/Task, Action or Result. This assists in the process of evaluation after the interview is concluded. Do not be put off by the note-taking; these notes will be valuable at the Evaluation Stage.

Answering the Questions

The interview is built around competencies that we believe are key to an individual successfully undertaking the role. Within each competency we are seeking information from you that supports the key behaviours within each competency.

Within each competency various questions have been prepared that are designed to determine to what extent the candidate has performed successfully in previous situations similar to those they will encounter in the position for which they are being interviewed.

With a behavioural question, the interviewer is looking for actions taken and results. They are not just looking for an activity list. So make sure you mention specific names, dates, places, the outcome and especially whatyour role was in achieving that outcome.

When preparing, it would be useful to identify an unsuccessful example for each of the competencies as you may be asked to give an example of a time when things didn’t work out as planned. One way to end an answer to a negative probe is to say something like “the mistake caused me to delay the project, but it helped me to develop a project tracking system which would minimise the chance of that happening again”. Thus a positive outcome is seen to have been achieved from what was initially a negative situation.

General Tips

DON’T give general examples
DO give specific examples – explaining what you did in a situation
The interviewer will examine your examples in more detail, asking a series of probing questions. In view of this it is important to use good, solid examples, within which you are able to recall as much detail as possible
It is perfectly acceptable to use examples from your personal life, as well as from your professional activities
It is vital that you are prepared and have considered the competencies and suitable examples before your actual interview
Think through any questions you may have, you will be given an opportunity to ask questions at the end of the interview

Main Competencies

The competencies examined during your interview will be taken from the following: -

Strategy - Looks to the future and creates a long-term vision, setting and developing effective strategic plans, ensuring these are linked to the overall business strategy. Actively supports the implementation of the company’s strategy.
Commercial Acumen - Effectively applies business and commercial knowledge and understanding (such as corporate finance, economics, statistics, risk management, audit process etc.). Can describe issues in terms of key indicators such as risk/return/shareholder value etc. Encourages debate.
Change Orientation - Maintains effectiveness in an ever-changing environment with different tasks, responsibilities and people encompassing a positive and enthusiastic approach.
Innovation & Creativity - Initiates new products, processes or proposals to confront specific situations as well as to tackle complicated subjects in a simple and efficient way.
Delivering Results - Effectively identifies and consistently delivers result.
Customer Focus - Effectively meets and strives to exceed the needs of internal and external customers and anticipates future requirements. Takes responsibility for customer satisfaction and loyalty.
Analysis & Decision Making - Commits to an action after analysing relevant information. Making prompt, clear and well reasoned decisions and being fully accountable for these. Has a future orientated wide-ranging perspective.
Communication - Interacts with others, understands and conveys information clearly, able to communicate effectively in individual and group situations.
Leadership - Creates and shares vision, empowering individuals and teams to develop their full potential. Uses personal motivation to generate enthusiasm, engagement and achievement.
Building Relationships - Able to establish, build and maintain effective relationships. Interacts with others, understanding and conveying ideas clearly and convincingly.