How to Answer Competency Based Interview Questions and Get the Job

How to Answer Competency Based Interview Questions and Get the Job

No business owner wants to recruit the wrong person for a job. Not only will they have to locate a replacement candidate sooner than they’d like, but making terrible hiring wastes energy and time and can cost the company in a variety of ways.

Competency Based Interview (CBI), or Structured or behavioral interview, is the new HR technique used for implementing interviews which is based on analyzing and anticipating the experience, behavior, and skills of the interviewee by some structured questions.

This workshop will teach you how to interview applicants or internal high potentials so you can find the appropriate person and avoid disastrous hiring mistakes and a high turnover rate.

so, what is the competency-based interview (CBI)?

Competency-based interviews(CBI) are a type of interview that focuses on your skills and abilities, rather than your experience or qualifications. Employers use competency-based interviews to assess whether you have the skills and abilities required to do the job.

Competency-based interviews (CBI) are typically structured around a set of competencies, which are the skills and abilities that are essential for the job. The employer will ask you questions about your experience and qualifications, but they will also ask you to provide specific examples of how you have demonstrated the required competencies.

Competency-based interviews (CBI) differ from normal or unstructured interviews, which are more informal and often involve asking random, open-ended questions to get an overall impression of the candidate. In a competency-based interview, each question is targeted toward a specific skill needed for the job.

Some of the key competencies that employers regularly look for in competency-based interviews include:

• Adaptability
• Commercial awareness
• Communication
• Conflict resolution
• Decisiveness
• Independence
• Flexibility
• Leadership
• Problem-solving
• Organization
• Resilience
• Teamwork

The Competency Based Interview Model (CBI) is now universally accepted as the most popular technique used by employers. In fact, the Chartered Institute of Personnel and Development (CIPD) recently reported that 78% of interviews are now Competency Based.

How to prepare for the competency based interview (CBI)?

• Identify the key competencies for the job. You can find this information in the job description or by talking to the recruiter.
• Think of specific examples from your experience where you have demonstrated the required competencies. Be prepared to describe the situation, the task you were given, the actions you took, and the outcome.
• To answer competency-based interview questions, use the STAR approach. The situation, Task, Action, and Result are abbreviated as STAR.
• When answering a competency-based interview question, start by describing the situation, then the task you were given, the actions you took, and the outcome.
• Use technology to your advantage. There are a number of online tools and resources that can help you prepare for a competency-based interview. For example, you can use online practice tests to test your knowledge of common competency-based interview questions. You can also use online resources to research different companies and industries.
• Be prepared to discuss your career goals. Employers want to know that you are interested in the job and that you have a plan for your career. Be prepared to discuss your career goals and how the job fits into those goals.
• Be yourself. Employers want to meet the real you. In the interview, be yourself and let your personality shine through.

What is the type of questions in the competency-based interview(CBI)?

Competency-based interview questions are designed to assess your skills and abilities in the context of real-world situations. They are typically asked in interviews for jobs that require specific skills and knowledge, such as nursing, teaching, and engineering.

Competency-based interview questions can be divided into two main types:

• Behavioral questions: These questions ask you to describe a specific situation in which you demonstrated a particular skill or ability. For example, ” Tell me about a moment when you had to deal with a tough client.”
• Situational questions: These questions ask you to describe how you would handle a hypothetical situation. For example, “What would you do if you were expected to head a team project?”

Here are some typical competency-based interview questions:

• Tell me about a time when you needed to go above and beyond to achieve a deadline.
• Describe a time when you had to cope with workplace conflict.
• When you have several deadlines, how do you prioritize your work?
• Give me an example of a moment when you had to instantly master a new skill.
• How do you handle criticism?
• Tell me about an instance in which you had to make a tough choice.
• How do you motivate your team?
• Describe a time when you had to work under pressure.
• How do you handle stress?
• Give me an example of a time when you had to overcome a challenge.
• How do you stay organized?
• Describe an instance when you had to collaborate with someone with whom you did not get along.
• How do you deal with change?