Competency Based Interview Techniques

What is the purpose of behavioral questions in a competency-based interview?

• To assess a candidate's past behavior as an indicator of future behavior and evaluate their skills and competencies.

• To evaluate a candidate's technical knowledge

• To assess a candidate's physical appearance

• To determine a candidate's salary expectations

Explain the STAR method and how it can be used to answer interview questions.

• Using the STAR method means avoiding answering questions directly

• STAR stands for Superb Task Accomplishment Response

• The STAR method involves singing during interviews

• The STAR method can be used to answer interview questions by structuring responses in the following way: 1. Situation - Describe the context or background of the scenario. 2. Task - Explain the specific task or goal you needed to accomplish. 3. Action - Outline the actions you took to address the task. 4. Result - Summarize the outcome of your actions and highlight any achievements or lessons learned.

Provide an example of a situational question that may be asked in a competency-based interview.

• Share an experience where you received recognition for your work and how it impacted you.

• Explain a situation where you had to work under pressure and how you managed it.

• Example situational question: 'Can you describe a time when you had to deal with a difficult coworker? How did you handle the situation?'

• Describe a time when you were late for work and how you handled it.

How important is it to research and understand a company's culture before a competency-based interview?

• Very important

• Moderately important

• Not important

• Somewhat important

Describe a time when you had to work under pressure. How did you handle the situation?

• I panicked and made mistakes

• I ignored the pressure and procrastinated

• I blamed others for the situation

• I handled the situation by prioritizing tasks, communicating effectively, staying organized, and maintaining a positive attitude.

Give an example of a time when you had to resolve a conflict within a team. What was the outcome?

• One time, there was a disagreement within our team regarding the project timeline. I facilitated a meeting where each team member shared their concerns and suggestions. We collectively revised the timeline, taking everyone's input into account. As a result, we reached a consensus, and the team became more cohesive and productive.

• I made a unilateral decision without consulting the team

• I took sides and escalated the conflict further

• I ignored the conflict and hoped it would resolve itself

How do you ensure your actions align with the values and goals of a company's culture?

• Act without seeking feedback

• Ignore company values and goals

• Align with the company's mission, vision, and values, seek feedback, and assess actions regularly.

• Never assess actions for alignment

Explain a situation where you had to adapt to a new work environment. How did you approach it?

• I immediately criticized the new work environment without giving it a chance

• I approached the situation by observing, seeking guidance, being open-minded, flexible, and proactive in learning new skills or approaches.

• I ignored the new work environment and continued with my old habits

• I refused to learn new skills or approaches and insisted on doing things my way

Discuss a time when you had to make a difficult decision at work. How did you come to your conclusion?

• I asked my pet for advice on the situation

• I had to make a difficult decision when our team was behind schedule on a project. I analyzed the situation, considered the impact of different choices, consulted with team members, and ultimately decided to reallocate resources to meet the deadline.

• I closed my eyes and randomly chose a solution

• I flipped a coin to make the decision

Why is it important to provide specific examples when answering competency-based interview questions?

• Providing specific examples is time-consuming and unnecessary

• General answers are more impressive to interviewers

• It is important to provide specific examples to showcase real-life situations where you have successfully applied the competencies being assessed.

• Specific examples can be misleading and irrelevant