Competency-based interview questions
The STAR approach
Competency-based interview questions vary widely between sectors and depending on the level of responsibility to which you are applying. The type of competencies against which you will be assessed also depends on the actual post and the company who is interviewing you. For example, some companies view leadership as a competency on its own whilst others prefer to split leadership between a wide range of components (creativity, flexibility, strategic thinking, vision, etc).
You will find below a spectrum of competency-based interview questions, ordered by competency. The list is by no means complete but will give you an idea of what you can expect to be asked.
Interview Competency - Adaptability
Adjusts to changing environments whilst maintaining effectiveness
Interview Competency - Compliance
Conforms to company policies and procedures
Interview Competency - Communication
Communicates effectively, listens sensitively, adapts communication to audience and fosters effective communication with others
Interview Competency - Conflict management
Encourages creative tension and differences of opinions. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive manner.
Interview Competency - Creativity and Innovation
Develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting edge programs/processes.
Interview Competency - Decisiveness
Makes well-informed, effective, and timely decisions, even when data are limited or solutions produce unpleasant consequences; perceives the impact and implications of decisions.
Interview Competency - Delegation
Able to make full and best use of subordinate, providing appropriate support
Interview Competency - External awareness
Understands and keeps up-to-date on local, national, and international policies and trends that affect the organization and shape stakeholders' views; is aware of the organisation's impact on the external environment.
Interview Competency - Flexibility
Modifies his or her approach to achieve a goal. Is open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles.
Interview Competency - Independence
Acts based on his/her convictions and not systematically the accepted wisdom
Interview Competency - Influencing
Ability to convince others to own expressed point of view, gain agreement and acceptance of plans, activities or products.
Interview Competency - Integrity
Ability to maintain job related, social, organisational and ethical norms.
Interview Competency - Leadership
Acts as a role model. Anticipates and plans for change. Communicates a vision to a team.
Interview Competency - Leveraging diversity
Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organisation.
Interview Competency - Organisational awareness
Demonstrates an understanding of underlying organisational issues
Interview Competency - Resilience and tenacity
Deals effectively with pressure; remains optimistic and persistent, even under adversity. Recovers quickly from setbacks. Stays with a problem/line of thinking until a solution is reached or no longer reasonably attainable.
Interview Competency - Risk taking
Takes calculated risks, weighing up pros and cons appropriately
Interview Competency - Sensitivity to others
Aware of other people and environment and own impact on these. Takes into account other people's feelings and /needs.
Interview Competency - Teamwork
Contributes fully to the team effort and plays an integral part in the smooth running of teams without necessarily taking the lead
If you think you need help with your interview skills and techniques then visit the links for more information.