Competency-Based Interview
A competency-based interview uses structured questions to assess specific skills and behaviours through examples from your past experience.
Competency-based interviews (also called behavioural or structured interviews) ask candidates to provide specific examples of how they've demonstrated key skills in the past. The premise is that past behaviour predicts future performance.
Questions typically start with phrases like "Tell me about a time when..." or "Give me an example of...". Each question targets a specific competency such as leadership, problem-solving, teamwork, or communication.
The STAR method (Situation, Task, Action, Result) is essential for structuring your answers. Prepare examples in advance for common competencies, ensuring you can describe specific situations with quantifiable results where possible.
Key Points
- Questions focus on specific competencies required for the role
- Use the STAR method to structure your answers
- Prepare 6-8 strong examples covering different competencies
- Be specific—vague answers score poorly
- Include measurable results where possible
Frequently Asked Questions
What if I don't have an example for a competency?
Draw from different contexts: work, education, volunteering, or personal projects. If you genuinely lack experience, describe how you would approach the situation theoretically.
How long should my STAR answers be?
Aim for 2-3 minutes per answer. Keep Situation and Task brief, focus most time on Action, and clearly state the Result. Practice timing yourself.