File Name: competency based questions and answers examples .zip
Mike Simpson 0 Comments. The hiring manager takes a long pause and after what seems like an eternity finally leans forward and says:.
COVID is affecting the way businesses recruit new candidates. While a small number of business are still holding face-to-face interviews, the majority of organisations are unlikely to do so until the current social distancing restrictions come to an end. Because of this, it's now more important than ever to make sure that your telephone and video interview skills are up to scratch. Read on to discover how to answer competency-based interview questions, but be aware that in light of the current situation face-to-face job interviews will likely be carried out over the phone or virtually.
Popular with recruiters because they can easily compare lots of candidates, competency-based interviews take your existing experience as an indicator of future performance. Competency-based interviews also known as structured, behavioural or situational interviews are designed to test one or more skills or competencies.
The interviewer has a list of set questions, each focusing on a specific skill, and your answers will be compared against pre-determined criteria and marked accordingly. Competency interviews work on the principle that past behaviour is the best indicator of future performance. They can be used by employers across all sectors but are particularly favoured by large graduate recruiters, who may use them as part of an assessment centre.
They differ from normal or unstructured interviews, which tend to be more informal. In unstructured interviews recruiters often ask a set of random, open-ended questions relevant to the job, such as 'what can you do for the company?
A competency-based interview is more systematic and each question targets a skill needed for the job. Questions asked during a competency-based interview aim to test a variety of skills and you'll need to answer in the context of actual events.
Which skills are tested will depend largely on the job you're interviewing for and the sector you'll be working in. Expect questions opening with 'Tell us about a time when you…', 'Give an example of…' or 'Describe how you…'. Using the STAR situation, task, action and result method to structure your answers is a useful way to communicate important points clearly and concisely.
For every answer you give identify the:. Where possible, try to relate you answers to the role that you're interviewing for. While your responses to the interview questions are pre-prepared try to avoid sounding like you're reading from a script. Don't attempt to wing it by thinking on your feet, as the quality of your answers will suffer.
Also, avoid embellishing the truth at all costs - any lies or invented examples can be easily checked. The key to providing successful answers to competency questions is preparation, and the good news is that this is relatively easy to do. Firstly, it's essential that you read and understand the job advert. Next, from the job description or person specification pick out the main competencies that the employer is looking for and think of examples of when and how you've demonstrated each of these.
Try to draw on a variety of experiences from your studies, previous employment or any work experience you've undertaken. Familiarise yourself with the STAR approach to answering questions and practise your responses with a friend or family member.
You could also make an appointment with your university careers service to practise your technique at a mock competency interview. Jobs and work experience Search graduate jobs Job profiles Work experience and internships Employer profiles What job would suit me?
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Competency-based interviews can be uncomfortable experiences for many candidates. These types of questions are pretty common these days, particularly within the financial sector. But a little preparation and practice can go a long way. It may even turn an area of weakness for you into a real strength. A competency-based interview is a structured interview designed around the key competencies of the role you are being interviewed for.
formulating your answers with your own real life examples. The Basics. Competency Based Interviews (CBI) are sometimes called Structural interviews.
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