Competency Based Interview Questions: How To Give Perfect Answers

The use of competency-based interview questions are becoming more common, not only in the largest companies. Smaller and medium-sized companies use these tools as a means to improve their recruitment decisions.

This method is called to interview well-structured interviews and Behavioral interview techniques used to assess how the candidates past performance in related work can be used as a predictor of future performance.

Every job can be described in terms of Competencies, which are the skills, abilities or behaviors required and some of which will be regarded as essential and others desirable.

Management skills to their individual abilities, analytical skills, the ability to improve the interpersonal skills and willingness to appear 12 classified as the most common capabilities:

Communication, performance, customer orientation, teamwork, leadership, planning and organization, operational awareness, flexibility, developing others, problem solving, analytical thinking and relationship building.

Of course, these will depend on the role and level, but in an interview, you should expect the ability to question the ability of each of a series of explorations. These are usually acts of nature, take the following forms:

? Tell me about a time when

? Describe a situation

? Give an Example

When you give your answer the interviewer may choose to probe deeper and ask about the detail such as:

? How exactly did you do that?

? Tell me exactly what steps you took to resolve that

? What was your involvement

To further investigate the investigator tries to discover more about your skills and looking for clues that might indicate that you are exaggerating your part in the process or have created an integrated design.

When answering competency based interview questions we suggest that you have answers to real-life experiences which have had you and willing to choose to give information. Your answer must be relevant and sufficiently detailed. Be specific and tell a story. One technique to use if the behavior is to answer questions, what I call IPAR:

I = Talk about the part you played in IDENTIFYING or noticing the problem

P = Describe the PROBLEM, situation or task

A = Talk about the ACTION you took

R = Describe the successful RESULT by using figures and data to illustrate the benefit to the company.

And always use "I" rather than "we".

Prepare the answers to all the benefits to your application or resume, as you probably some questions that relate to this. You will notice that you use a sufficient supply of answers to help you answer any competency based interview, regardless of the style.

The Behavioral Interview Made Simple

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Interview behavior is the increasing use of choice of employment, companies. Although from a candidate's point of view, a more stringent type of interview, the candidates should be welcomed as an opportunity to effectively explain why they are suitable candidates.

Why the Behavioral Interview Works

If you have already said once in an interview that they know right away to meet a candidate, whether they are suitable or not, that it covered

Organizations are under increasing pressure to achieve the accuracy in predicting a candidate's job performance. The escalating cost of a wrong setting (usually will mean about 50 percent of the annual remuneration of the position) and the negative impact of the wrong person in the job market on the other two employees and customers that employers an effective selection process that involves recognizes need for calculated exactly right person for the job. The system of selection, must also be consistent, every candidate a fair and equal opportunity to get selected for it to a legally defensible.

Behavioral (sometimes referred to as Competency-Based) Interviews offer a solution to the problem of an accurate and equitable selection system. The fairness and accuracy of the Behavioral Interview is based on the fact that the candidate is providing real, factual information about their past behavior and how it relates to the present required job competencies. The questions asked are designed to gain information on the candidate’s ability in the competencies that have been identified as necessary for successful job performance. All information gathered during the Behavioral Interview is relevant to the position and company being interviewed for. All candidates are asked the same type of questions, the interview is standardized which makes it a fair selection process.

The Behavioral Interview Process ?

• the job is profiled and competencies required for job performance identified. Examples of job competencies include attention to detail, leadership, teamwork, initiative and adaptability among many others.?




• questions are prepared to elicit information on the candidate’s previous experience as it relates to these competencies. The Behavioral Interview is based on the premise that past behavior predicts future behavior.




• the candidate is asked to provide a specific example of when they previously displayed the desired competency




• the candidate then describes a previous situation or instance when they were required to demonstrate the competency, the actions they took and the outcome.

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The Behavioral Interview Question?

• “Adaptability” is an identified competency for the vacancy. The interviewer prepares the following question to ask all candidates : “Tell me about a time you had to change your approach when dealing with a customer”




• The candidate then provides a specific example of how he or she adapted their approach to effectively manage the customer. The interviewer may need to ask a number of probing questions such as “Tell me more about that” in order to get enough detail from the candidate.




• The question should result in a clear example of the candidate’s competence in adapting to the situation or individual. The interviewer can then rate the candidate on this particular competency.

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The factual evidence generated by the behavioral questions provides a solid basis for evaluating the candidate’s suitability for the position. Too often an interviewer uses the following type of question in the job interview “Tell me how you would handle a difficult customer.” This requires a hypothetical-type response that only gives information on how the candidate thinks they would deal with a difficult customer rather than hard factual evidence of how they actually have done so in the past. You can see the value in asking behavioral interview questions to determine the real suitability of a candidate.

Behavioral interviews can be intimidating for the candidate, as it is often difficult to maintain, concrete examples during the interview. Prepare properly before you set for success.The Behavioral Interview Guide provides a simple guide to managing behavioral interview using behavioral methods, including sample interview questions and answers.

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Types of Job Interview Questions

The list of possible interview questions can be very large and overwhelming. Fortunately, there are really only five different types of interview questions. This structure helps bring these issues into a manageable framework. The five different types of interview questions:

1.Resume-Related Questions (You Questions)
2.Qualifications for Job Questions
3.Behavioral Questions
4.Case Interview Questions
5.Personality Questions

Resume- Related Questions (You Questions)
This group of questions can be described as “You” questions because they tend to center around what “you” have done.Sample Interview questions could include:
? Tell me about yourself?
? What did you major in at college?
? What did you do in this position?
The main focus of these questions is to try to find out whether your resume information is accurate and whether you have exaggerated or been modest about your credentials.This is most often done by asking questions based on the information shown in your resume.

Job Qualification Questions
These questions will be generated primarily from the job description and possibly a little overlap with resume questions. They are designed to see if you have the experience or qualifications for the position on a general level. They will ask you sample interview questions such as:
? Have you ever managed a team before?
? Do you have any experience with conflict resolution?
? Have you ever given a presentation to external customers?
Behavioral Questions
These issues as specific as possible to determine whether you have the experience or qualifications appropriate level. They tend to go deeper for you to make your previous work experience-based answers to the problem than qualifications. These concerns by providing a basic problem of the circumstances under which you, I hope you can answer it based on previous work experience examples. Sample interview questions might include:
? Tell me about a time you used your conflict resolution skills?
? Tell me about a project where you implemented a process improvement idea?
? Give me an example of a time you failed to complete a project on time and how you went about correcting the issue?
These problems can take the form of positive or negative, so it is a good idea to come up with examples in advance, you will want to use. It is also a good idea to try to find out what is before the one hand, may be skills, will look to their behavior problems. For example, the salesperson could expect to receive behavioral problems, presentation skills. One such problem can be addressed to me, you give a successful presentation to the customer or customer service skills, please tell us when you use your customer service skills to help maintain the company's customers to my anxiety.

Case Interview Questions
These sorts of questions to be tailored to client focused positions such as consulting and sales. They involve, in essence, a list of facts about a business problem and ask how to tackle this problem. Depending on the subject may be able to do others things to do, such as mathematical calculations or creating presentation aids. Whatever the position, you can expect, you must present your results and answer follow-up questions.

The purpose of these types of interview questions is to see how you think, whether you can perform under a stressful situation and, determine whether your personality is a good fit for the team.These interview questions usually are conducted on a one on one basis; however, you can also answer these questions as part of a group as a way for some companies to judge your interpersonal skills.

Personality Questions
Such problems usually take two forms. A form of a formal standard test that asks you about something you like, or what kind of topics will be selected, much to be done based on a list of options. The second form of the personality traits, the type of informal, can occur at any place in the interview process, and in determining if you are facing a good personality fit the position. Sample interview questions include:
? What was the score of the Cowboys game last night?
? What did you think of the last episode of American Idol?
The purpose of these questions is to see if you are well rounded enough to be able to talk to a prospective client about a general topic like American Football or a popular television show.

By getting a basic familiarity of these types of sample interview questions, you will help reduce your overall learning curve.Although interview questions tend to get most of the attention in other interviewing guides and books, you should instead divide your focus between all aspects of the interview process.By having a more comprehensive outlook on the interview process, you will tend to have better results by appearing more well-rounded and professional to your interviewers throughout the entire interview process.