competency based interview questions research skills

Competency-Based Interview Questions (19 Questions + Answers)

Competency-based interview questions are designed to assess specific skills and qualities relevant to the job you're applying for. Rather than focusing on hypothetical scenarios, these questions ask you to provide real-life examples from your past experiences.

The interviewer is looking for evidence of how you've applied your skills and handled certain situations, typically using the STAR method (Situation, Task, Action, Result) as a framework. 

This approach helps employers predict future behavior and performance based on how you've handled similar situations. Here are some of the most common competency-based questions along with their answers to help you prepare for your next interview.

1) When have you completed a difficult task as part of a team?

Pick an example where your contribution to a team was significant. It should showcase your problem-solving, collaboration, and leadership skills.

Give enough detail to paint a clear picture, but be concise.

Sample answer:

"In my role as a Project Coordinator at ABC Corp, a leading software development company, we faced a challenging situation when a key project was running behind schedule due to unforeseen technical difficulties. I was part of a team of five tasked with delivering a critical software update for a major client.

To address this, I proposed a revised project plan, breaking down the remaining tasks into smaller, manageable units. I coordinated with team members to reallocate resources effectively, ensuring that the most critical aspects were prioritized. My role involved constant communication, maintaining transparency with both the team and the client about our progress.

Despite the tight timeline, our team successfully delivered the update two days ahead of the revised deadline. This not only pleased our client but also resulted in a 15% increase in efficiency in subsequent projects. This experience taught me the importance of agility and clear communication in teamwork, especially under pressure."

This is a great response because it demonstrates key competencies like teamwork, problem-solving, and communication. It also mentions a specific role (Project Coordinator) and company (ABC Corp), adding authenticity.

2) Describe how you have positively contributed to a team

Choose an instance from your professional experience where you played a key role in a team's success. Focus on skills like teamwork, leadership, problem-solving, and communication.

"In my previous role as a Marketing Analyst at XYZ Tech, I was part of a team responsible for launching a new product. We were facing challenges in aligning our marketing strategies with the target demographic's preferences.

Recognizing this, I initiated a comprehensive market analysis to better understand our audience. I collaborated with the team to gather data, and my analysis provided insights that significantly shifted our approach. I suggested focusing on digital platforms popular among our target demographic and tailored our content accordingly.

This strategy led to a 25% increase in customer engagement and significantly boosted our pre-launch sign-ups. My contribution helped the team achieve a more targeted and effective marketing campaign, and it was a key factor in the successful launch of the product."

The response focuses on specific actions taken and how they positively impacted the team. It also includes measurable outcomes (25% increase in engagement), demonstrating the effectiveness of the contribution.

3) Give an example of a time when you showed initiative

When answering this question, it's crucial to choose an example that highlights your proactive approach and ability to innovate or improve processes.

"While working as a Software Developer at TechInnovate, a fast-growing tech startup, I noticed that our code deployment process was causing delays in project timelines. Despite not being part of my designated tasks, I took the initiative to address this issue.

I researched and proposed the implementation of a new Continuous Integration/Continuous Deployment (CI/CD) pipeline, which I believed could streamline our deployment process. After getting the green light from my manager, I led the effort to integrate this system into our workflow. I also conducted training sessions for the team to ensure everyone was up to speed with the new process.

As a result, we reduced our deployment time by 40%, significantly improving project turnaround times and efficiency. This initiative not only enhanced our team's productivity but also received positive feedback from clients for faster delivery."

This response provides a structured narrative with a specific situation, task, action, and result.

It also highlights the ability to identify and solve a problem independently.

4) How did you handle negative feedback from a manager, employer, or coworker?

First of all, avoid speaking negatively about the person who gave you the feedback or the feedback itself. You need to emphasize how you used the feedback to improve your work or behavior, demonstrating your adaptability and commitment to self-improvement.

"In my previous role as a Junior Developer at Startech Innovations, I received feedback from my manager about my tendency to rush through tasks, which sometimes led to errors. While initially disheartening, I recognized the importance of this feedback for my professional growth.

I took the initiative to organize my tasks more efficiently, allocating more time for quality checks and testing. I also sought advice from senior colleagues on best practices for meticulous coding. I also enrolled in a time management workshop to further hone my skills.

As a result, within a few months, the quality of my work improved significantly, and I received recognition from my team for my enhanced attention to detail. This experience taught me the value of constructive criticism and the importance of continuous learning in a fast-paced tech environment."

The answer reflects an understanding of the importance of feedback and a willingness to learn and grow. It also includes specific actions taken and the positive outcomes, showcasing tangible improvements in work quality.

5) Describe a difficult situation you resolved at work

Choose a scenario that showcases your problem-solving and decision-making skills. Focus on the problem and your professional response, avoiding personal opinions or emotions.

"At my previous job as a Financial Analyst at FinCorp Solutions, I was responsible for managing a major client's portfolio. A difficult situation arose when a significant investment underperformed, causing concern for the client and our team.

I took immediate action by conducting an in-depth analysis of the investment, identifying alternative strategies to mitigate the loss. I then presented these options to our senior management and the client, explaining the rationale and potential outcomes of each.

Based on this, we restructured the client's portfolio, diversifying into more stable investments. This not only minimized the loss but also positioned the portfolio for stronger future growth. The client appreciated our proactive approach and remained with our firm, trusting our expertise and commitment to their financial goals."

This is a great response because it highlights analytical thinking, problem-solving, and client communication. It also shows how the actions taken led to a successful resolution.

6) Tell me about a time when you took on a leadership role

The key thing to do here is to focus on a situation where you demonstrated leadership qualities like initiative, decision-making, team coordination, and problem-solving.

"At TechStart Solutions, a rapidly growing startup where I worked as a Lead Developer, we faced a critical deadline for launching a new software product. As the launch date approached, it became evident that we were falling behind schedule.

Recognizing the urgency, I volunteered to lead an ad-hoc team to tackle the most critical tasks. I started by delegating tasks based on each team member's strengths and set up daily stand-up meetings to track progress and address any roadblocks immediately. I also worked closely with other department leads to ensure all aspects of the launch were synchronized.

Thanks to our collective efforts, we met the deadline with a successful launch. This experience not only honed my leadership skills but also taught me the importance of adaptability and clear communication in a fast-paced environment."

Not only does this response provide a structured narrative (with a specific situation, task, action, and result), but it also showcases key leadership qualities like initiative, teamwork, and problem-solving.

7) How did you resolve a customer complaint?

Pick a scenario where you effectively handled a customer complaint. The goal is to show your problem-solving skills, empathy, communication abilities, and commitment to customer satisfaction.

"While working as a Customer Support Specialist at Innovatech Solutions, a tech startup, I encountered a customer who was frustrated due to a recurring software glitch. My role involved not only technical support but also ensuring customer satisfaction.

I first listened carefully to understand the customer's issue in detail, expressing empathy for the inconvenience caused. I then walked them through a temporary workaround and assured them that their issue would be prioritized for a permanent fix. I coordinated with our technical team to fast-track the bug resolution and kept the customer updated on our progress.

Within a week, the issue was resolved, and I personally called the customer to confirm the fix. They were appreciative of the proactive updates and the swift resolution. This experience underscored the importance of active listening and clear communication in customer service and strengthened our company's reputation for responsive support."

This response is effective because it focuses on the successful resolution and the customer's satisfaction, showcasing your effective complaint handling.

8) Describe a time you were given a responsibility you've never had before

Emphasize how you quickly adapted to the new responsibility and what you learned from the experience. Even if the experience was challenging, highlight any positive results or improvements that came from it.

"At my previous job as a Junior Developer at NextGen Tech, a fast-paced startup, I was suddenly tasked with leading a small team for a critical project due to an unexpected absence of our team lead. Having never managed a team before, this was a significant step up from my usual responsibilities.

I immediately took the initiative to organize a team meeting to understand everyone's current progress and concerns. Recognizing my inexperience in leadership, I sought advice from a mentor and invested time in quickly learning basic team management skills. My focus was on clear communication, setting realistic deadlines, and ensuring team morale remained high.

Despite the initial challenges, the project was delivered on time and received positive feedback from our stakeholders. This experience significantly boosted my confidence and taught me the importance of adaptability and effective communication in leadership roles."

This answer showcases your ability to quickly adapt to new responsibilities and the eagerness to learn. It also focuses on successful project delivery and personal growth, highlighting your potential for future leadership roles.

9) Give an example of your lateral thinking

Lateral thinking is all about looking at problems from a new perspective and finding innovative solutions. Focus on how you approached the problem differently from standard methods.

"While working as a Software Engineer at TechPioneers Inc., we faced a significant challenge with data storage inefficiencies affecting our application’s performance. The standard approach would have been to upgrade our storage infrastructure, but that was cost-prohibitive.

I suggested an alternative: optimizing our existing data architecture by implementing advanced compression algorithms and reorganizing the data for more efficient access. This solution was unconventional in our context but had potential.

After getting approval, I led a small team to pilot this idea. We successfully implemented the changes, which resulted in a 30% improvement in data retrieval speeds and a significant reduction in storage costs.

This experience showed me the power of lateral thinking in finding effective solutions while considering constraints like budget and resources."

This answer clearly demonstrates your ability to think laterally and creatively by choosing an unconventional solution over the standard approach.

10) Describe the most challenging decision you’ve made at work

Choose a scenario where you faced a tough decision. The goal here is to showcase your critical thinking, problem-solving skills, and ability to handle complex situations.

"In my previous role as a Product Manager at InnovateTech, a fast-growing tech startup, we were developing a new software product. A major decision I faced was choosing between releasing the product on schedule with minimal features or delaying the launch to include more advanced features.

The challenge was balancing market entry timing against product completeness. After thorough market analysis and consulting with the development team, I decided to go for a phased release. Initially, we launched a basic version to establish a market presence and gather user feedback.

This decision proved beneficial. The initial release generated early interest and valuable customer insights, which we used to enhance subsequent versions. This approach not only established our product in the market but also ensured continuous improvement based on real user feedback."

This response demonstrates a thoughtful decision-making process. It focuses on the successful strategy and learning from the experience, showing your adaptability and strategic thinking.

11) Have you ever had to bring others around to your way of thinking?

Show that you value others' opinions and can bring people together through respectful persuasion. Briefly mention what you learned about teamwork and communication from the experience.

"In my role as a UX Designer at StartUpTech, I was part of a project where the team was divided on the user interface design of our new app. While many favored a traditional layout, I believed a more innovative design would enhance user engagement.

To bring the team around to my perspective, I conducted user research and compiled data on current UI trends. I presented this information in a team meeting, highlighting how our target audience preferred interfaces that were intuitive yet visually appealing. I also created a prototype to demonstrate the feasibility and impact of my design.

After seeing the evidence and the prototype, the team agreed to trial my design approach. The result was a 40% increase in user engagement in our initial tests. This experience taught me the importance of backing up ideas with data and the power of constructive communication in achieving consensus."

This answer is great because it highlights the use of data-driven decision-making, persuasive communication, and collaboration. It focuses on the successful implementation of the idea and its tangible benefits.

12) Give an example of when you had to change plans last minute

When answering this question, showcase your ability to adapt quickly to new situations and think on your feet. Even if the change was challenging, highlight any positive results or improvements that came from it.

"While working as a Project Manager at DynamicTech, a fast-paced startup, we were in the final stages of developing a new software feature. Just days before the scheduled launch, a major bug was discovered that required immediate attention.

Despite the tight deadline, I quickly reorganized the team's priorities. I convened an urgent meeting to reassess our resources and timelines. We decided to delay the feature release to ensure quality. I communicated transparently with stakeholders about the delay, explaining the situation and our commitment to delivering a high-quality product.

This decision to postpone allowed us to fix the bug effectively, and we successfully launched the feature two weeks later with positive feedback from users. This experience reinforced the importance of flexibility and clear communication under pressure."

This response effectively conveys your adaptability and problem-solving skills. It also focuses on the successful resolution and the importance of maintaining quality under pressure.

13) Have you ever had to work with someone you didn't get along with? If so, how did you make the situation better?

Focus on how you maintained a professional attitude and found ways to collaborate effectively. Most importantly, speak respectfully about the colleague and avoid blaming or using negative language.

"In my previous role as a Software Engineer at TechForward, I was paired with a colleague for a critical project whose working style differed significantly from mine. He preferred a more independent approach, whereas I advocated for frequent collaboration and team meetings.

To address this, I initiated a conversation to understand his perspective better and explain my approach. We agreed to set clear expectations and compromise on our working styles. We established a schedule that balanced independent work with regular check-ins to ensure we were aligned.

This strategy improved our communication and allowed us to leverage our individual strengths effectively. We successfully completed the project on time, and it was well-received by our stakeholders. This experience taught me the value of open communication and flexibility in working with different personalities."

This response effectively conveys your ability to handle conflicts and work constructively with colleagues, a crucial skill in a collaborative environment.

14) When have you previously delivered excellent customer service?

Talk about a scenario where you went above and beyond to meet or exceed a customer's expectations. Show how you prioritized the customer's needs and satisfaction.

"At my last position as a Customer Support Specialist at InnovateTech, a tech startup, I handled a case where a client was struggling with our software’s new update. They were frustrated and considering discontinuing our service.

Understanding the urgency, I first listened carefully to understand their issues and empathize with their situation. I then guided them through a step-by-step solution, ensuring they were comfortable with each step. Realizing the broader implications, I also coordinated with our development team to streamline the update process for future releases.

The client was extremely grateful for the personalized support and not only continued using our service but also became one of our most loyal customers. This experience underscored the importance of empathetic listening and proactive problem-solving in customer service."

This is a great response because it highlights the importance of understanding and empathizing with the customer. It focuses on the successful resolution and the long-term impact on customer loyalty.

15) Give an example of a situation when you worked on a tight deadline

When answering this question, show how you prioritized tasks and managed your time efficiently. Mention any lessons learned about time management or working under pressure.

"In my previous role as a Web Developer at TechSprint, a fast-paced startup, we had a project where we needed to deliver a new website feature for a key client within a week. This was a challenging deadline given the complexity of the feature.

To manage this, I quickly outlined a plan, breaking down the project into smaller, manageable tasks with daily goals. I communicated clearly with my team about our priorities and collaborated closely with them to troubleshoot any issues promptly. To stay focused, I minimized distractions and extended my work hours when necessary.

We successfully delivered the feature on time, and the client was extremely satisfied with the results. This experience taught me the value of clear planning, effective communication, and dedication in meeting tight deadlines."

This response conveys your ability to handle tight deadlines, a critical skill in a fast-paced environment. It also highlights time management, prioritization, and teamwork under pressure.

16) Describe a time when you used creativity to solve a problem in the workplace

Choose an instance where you applied a novel or unconventional approach to solve a problem, then show how your creativity led to a unique solution.

"In my role as a Product Designer at StartUpTech, we faced the challenge of low user engagement with our mobile app. The conventional approach would have been to revise the content, but I proposed redesigning the user interface to make it more interactive and visually appealing.

I spearheaded a brainstorming session with the team to generate fresh ideas. Inspired by gamification, I suggested incorporating elements like progress trackers and reward-based achievements. After receiving positive feedback on the concept, we developed a prototype and tested it with a user group.

The new design significantly increased user engagement by 40%. This experience taught me the value of thinking outside the box and the impact of gamification on user experience."

This response is effective because it conveys your ability to use creativity to solve problems. It also highlights the use of innovative thinking to address a common problem in a unique way.

17) Give an example of a time when you faced an ethical dilemma

First, describe the ethical dilemma you faced, then explain what your role was and why the decision was challenging. Next, detail how you approached the dilemma, including any consultation with colleagues or reference to company policies.

Share the outcome of your decision and any lessons learned.

"While working as a Data Analyst at NextWave Tech, I encountered an ethical dilemma when I noticed a colleague using client data in a way that wasn't compliant with our privacy policy. This was a sensitive situation as the colleague was well-respected and had more experience than I did.

I first reviewed our company’s data privacy guidelines to confirm my understanding. Realizing the seriousness of the situation, I decided to address it directly with my colleague. I approached them in a private and respectful manner, expressing my concerns and referencing specific policy guidelines.

The colleague hadn't realized their mistake and was appreciative of my discreet approach. They corrected their practice immediately. I learned the importance of addressing ethical concerns promptly and respectfully, ensuring compliance while maintaining a positive work environment."

This response effectively conveys your commitment to ethical standards, a crucial quality in any professional. It also highlights the ability to identify an ethical issue and address it appropriately.

18) What has been your biggest failure?

The key when answering this question is to show how your biggest failure was a valuable experience for learning and development. Acknowledge the failure, but keep the overall tone of your answer positive and forward-looking.

"In my previous role as a Junior Developer at InnovateTech, I was tasked with leading the development of a new feature for our software. Eager to impress, I rushed into coding without proper planning or consultation with the team. As a result, the feature was full of bugs and missed the deadline for testing, causing a delay in our release schedule.

This experience was a significant professional failure for me. It taught me the importance of thorough planning and teamwork. I took responsibility for the setback and worked diligently to rectify the issues. I also started to actively seek feedback and collaborate more with my team.

The feature was eventually released successfully, and the lessons I learned from this failure have stayed with me. I now approach projects with a more structured plan and value the input of my team members, which has improved both my work and our team dynamics."

This is such a great response. Despite the initial failure, the answer ends on a positive note, highlighting improved skills and team dynamics.

19) What would you consider your biggest workplace achievement?

Set the scene by describing the context of the achievement. Explain what you were tasked with or what goals you aimed to achieve, then detail the specific actions you took to accomplish the task.

Most importantly, highlight the positive outcomes, including any measurable results or recognition received.

"At my previous position as a Software Engineer at TechStream, I led a project to develop a new feature that would automate a key process for our clients, which was previously done manually. This was a challenging task due to the complexity of the process and the tight timeline.

I spearheaded a team of four developers and adopted an agile methodology to efficiently manage the project. Through rigorous coding, testing, and iteration, we successfully developed the feature within the deadline.

The automation feature was a major success, reducing the clients' process time by 50% and significantly improving accuracy. It led to a 20% increase in client satisfaction scores and was a key factor in securing two major contracts for the company. This achievement not only demonstrated my technical and leadership skills but also had a tangible impact on the company’s growth and client relations."

This answer demonstrates technical expertise, leadership, and the ability to deliver impactful results. It also focuses on measurable outcomes, such as improved process time and client satisfaction, showcasing the significant impact of the achievement.

What to expect from a competency-based interview

During a competency-based interview, the interviewer focuses on assessing specific skills or 'competencies' that are crucial for the role in question.

Each question targets certain competencies - be it teamwork, leadership, adaptability, problem-solving, or communication skills. Knowing the key competencies for the role you're applying for helps tailor your responses effectively.

For example, if you’re applying for a managerial role at a tech startup company, you’re likely to encounter questions about your leadership skills as well as your tech proficiency.

The key is to understand what interviewers are looking for during a competency-based interview. Some of the most foundational things they look for include:

Concrete Examples: Interviewers seek specific, detailed examples that demonstrate your skills and experiences. Vague, generic answers won’t make the cut. They look for clear evidence of how you’ve applied relevant skills in real-world situations.

Problem-Solving Abilities: Demonstrating how you've navigated challenges and found effective solutions is crucial. Interviewers assess your analytical skills and how you approach and resolve difficult situations.

Adaptability and Learning: How quickly you adapt to new situations and learn from experiences is a key competency. Sharing instances where you’ve successfully adapted to change or learned from a mistake shows resilience and a growth mindset.

Teamwork and Collaboration: In today's collaborative work environments, your ability to work effectively with others is paramount. Illustrating this through past team experiences can be very impactful.

Leadership and Initiative: For roles with leadership components, showing examples of your leadership and initiative - even in non-managerial roles - is important. Highlight times when you've taken charge, motivated others, or brought innovative ideas to the table.

To prepare for a competency-based interview, reflect on your past experiences and prepare stories that showcase your competencies. Practice the STAR method (Situation, Task, Action, Result) to structure your responses coherently.

Last but not least, research the company and the specific competencies they value in the role you're applying for. Doing these should boost your chances of landing your dream job.

Related posts:

• Team Leader Interview Questions (16 Questions + Answers)
• Project Manager Interview Questions (14 Specific Questions + Answers)
• Retail Worker Interview Questions (16 Questions + Answers)
• Boots Interview Questions (17 Questions + Answers)
• Tesco Interview Questions (14 Questions + Answers)

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Guide to Competency-Based Interviews in 2023: Q&As

Competency-based interviews assess a candidate’s ability to perform a specific job and their fit for the role. They have become increasingly popular with businesses today, especially for large companies that value culture. 

In cases where hiring managers find it difficult to find the best candidate based on technical interviews alone, they conduct competency-based interviews to find the best fit for their company. 

By exploring a candidate’s skills, knowledge, and experience, these interviews provide employers with a clearer picture of whether a candidate is a right fit for the job.

In this blog post, we’ll explore what competency-based interviews are, the most common interview questions, how to prepare for a competency-based interview, and will provide examples of competency-based interview questions and answers. 

What are competencies?

Competencies are skills, knowledge, behavioural attributes and capabilities that help employers determine whether you have what it takes to succeed in a job position. They can be learned through experience or training. Job seekers need to have the right competencies to demonstrate their abilities to their employers when they are presented with opportunities. 

Competencies are primarily categorised into three types . 

• Technical competencies
• Behavioural competencies
• Leadership competencies

Technical competencies are the skills and expertise that are needed for a potential candidate to perform specific tasks related to the job successfully. This could be operating a particular piece of machinery, data entry, or industry-specific software applications.

Behavioural competencies are the soft skills and interpersonal abilities that allow the individual to be successful in a job position. They involve aspects like how the candidate interacts with others and their ability to solve problems efficiently. Other examples of behavioural competencies include decision-making, teamwork and collaboration, communication, organisation and customer support skills. 

Lastly, leadership competencies refer to the candidate’s ability to think, reason, use sound judgement, motivate themselves and others, and lead and manage a team effectively. While hiring managers primarily look for leadership competencies in candidates applying for management and leadership roles, that may not always be the case. Examples of leadership competencies include strategic-thinking skills, analytical skills, research skills, creativity, and critical thinking skills. 

When it comes to competencies, it heavily depends on the job requirements and the candidate’s current skills and experiences. Different companies may have different competency expectations, and the candidate must tailor their skills according to the job position and company they’re applying for.

Job seekers can work on their competencies by identifying their strengths and developing their abilities via training and experience. Take the time to understand the competencies that the hiring manager is looking for and focus on highlighting your abilities in those areas in your CV as well as during the interview.

What is a competency-based interview?

During a competency-based interview, the candidate has the chance to demonstrate their knowledge, skills and experience in a particular job role. 

A competency-based interview is designed to help hiring managers understand how well a candidate will fit within the team and the company culture. The questions asked during this interview are focused on the candidate’s ability to do the job effectively.

The hiring manager may ask about:

• how you handle specific situations, 
• your ability to communicate effectively, 
• your attention to detail, 
• how you manage customer service, 
• your organisational skills, 
• your ability to interact and collaborate with your colleagues, 
• how you prioritise your tasks, 
• how you approach problem-solving, 
• how you delegate responsibilities, and more 

The first step towards preparing for a competency-based interview is to gain an in-depth understanding of the skills and competencies the hiring manager is looking for. Brainstorm specific situations you’ve been in that showcase your ability to handle the different responsibilities that come with the job. Furthermore, it’s a good idea to provide particular examples of how you’ve leveraged your skills and expertise within a workplace setting.

In addition to demonstrating your knowledge and skills, it’s critical to gain a good understanding of the company culture. Take the time to research the company and the role you’re applying for to gain an edge over your competitors while demonstrating why you’ll be the perfect fit for the role.

Hiring managers may throw in a few competency questions that probe the candidates on their familiarity with the industry and the company. They may also test the candidates on their commitment to their choice of career and the things that motivate them.

If you’re applying for a receptionist, assistant, or managerial role, the competency-based interview will typically focus on these areas:

• Communication skills : You’ll be expected to communicate with a diverse range of stakeholders. Therefore, hiring managers expect candidates to have excellent written and verbal communication.
• Technical skills : While these roles don’t require a lot of technical knowledge, candidates are expected to be familiar with computer devices, industry or company-specific software programs, and other office equipment. 
• Organisational skills : A major part of a candidate’s responsibilities for these job roles involve the ability to organise and prioritise tasks effectively, maintain the company’s systems and procedures, and manage administrative staff.
• Attention to detail : Candidates need to have the skill to complete tasks efficiently and accurately.
• Leadership skills : This includes the ability to lead a team, make decisions on their feet, and coordinate internal and external events.
• Interpersonal skills : Candidates should have the capacity to work collaboratively with their coworkers and customers, as well as the ability to negotiate and resolve conflict.

A competency-based interview typically lasts about an hour. Most businesses have a standardised interview process, where candidates are usually asked identical questions. 

What are the most common competency-based interview questions?

• Can you think of a particularly challenging situation you have experienced at work? (could be people/scenario/team/environment based).
• Can you describe the scenario, your role/challenge, the action you took and the outcome? 
• What did the diary look like on a day-to-day basis?
• How frequently did this change?
• How far ahead was the diary typically full?
• Can you give me some examples of particularly complex travel that you have organised?
• Can you give me an example of an event that you have managed?
• Can you talk me through the initial brief you were given, your approach/action taken and the outcome?
• Can you describe the level and frequency of change you used to work with (how last minute can this be/how do you manage this)?
• What kind of environment do you feel you excel in and why?
• Which has been your favourite role to date and why?
• Has there been a boss/person at work that you didn’t enjoy working with or found challenging to work with? What made it difficult/were you able to overcome this?
• What is your greatest mistake, and what did you learn from it?
• What makes you great at your job? And why should we hire you?
• What could you improve on in terms of your working style?
• What makes you a great colleague? Why would I enjoy working with you?
• Can you describe the best team you have worked in/what made it successful?

How to prepare for a competency-based interview? 

1. explore the competencies and skills you believe you will be asked about.

The first step is to analyse the job description, requirements listed within the advert, any relevant job postings, and the company’s official website to gain an in-depth understanding of what the job role demands. List keywords and phrases that highlight the skills and competencies the hiring manager is looking for. 

Next, take the time to brainstorm your own skills and experiences. Create a list of your strengths and qualifications that make you a great fit for the position. This could include qualifications like communication, leadership, creativity, problem-solving, and other technical skills.

For example, let’s say the job description for a receptionist states that they’re looking for a candidate with exceptional communication skills while dealing with customers. This implies that the candidate may have to deal with a lot of customers and, consequently, their issues and complaints. Therefore, highlight instances where you’ve demonstrated empathy and understanding while being firm. 

2. Brainstorm a range of solid examples that are relevant to the role

To ensure you’re ready for a competency-based interview, it’s critical to brainstorm relevant examples that showcase your expertise and skill for the role. 

To help you get started, here are some tips on how to brainstorm examples for a competency-based interview:

• List specific tasks you’ve completed in the past that are relevant to the position.
• Based on the key skills listed in the job advert, brainstorm examples of situations where you’ve demonstrated these skills.
• Take note of past projects you’ve undertaken or been involved in that may give you relevant experience or skills in the areas the company is looking for.
• Prioritise experiences directly related to the role, like collaborating with team members or critical thinking.
• Focus on qualities that will help you set yourself apart from the other candidates.

Take the time to think through and pick out examples that best demonstrate your skills and capabilities during a competency-based interview and are most likely to impress the hiring manager. 

You don’t need to find overly complicated examples or stories with extraordinary outcomes. The hiring manager is more interested in the role you played and helped achieve the goal you were aiming for.

3. Learn to narrate using the STAR method

STAR stands for Situation, Task, Action and Result. It’s an effective technique used by candidates to answer competency-based questions in a concise, structured and effective manner. It’s an excellent tool to highlight your relevant skills and experiences to the hiring manager.

If you’re asked to narrate a situation where you effectively handled conflict, you can use the STAR technique to provide the interviewer with a comprehensive story. STAR technique allows you to strategically outline the specific situation you faced, the task you had to do, the action you took and the result you achieved. 

The first step in the STAR technique is to give the hiring manager a brief overview of the situation. Share the context and background of the story, including when and where the situation took place and the challenge you were presented with. 

Next, discuss the task that was required of you. Explain what goals you were trying to accomplish and other relevant details like team members or deadlines. 

The third step is to describe the actions you took to successfully complete the task. Share the strategies and techniques you implemented to achieve the goal. 

Lastly, discuss the results you achieved. What was the outcome of the situation, and how did your actions help achieve the goal?

The STAR example allows candidates to be as specific as possible and provide solid examples while answering competency interview questions. This technique enables job seekers to demonstrate that they have the right expertise and skills for a specific job role and can handle the situations that come with it. 

The STAR technique will also help you stay on track during the interview and help ensure that you’ve answered the question in full.

Examples of competency-based interview questions and answers

Question 1. can you give me some examples of particularly complex travel that you have organised.

Answer: As an executive assistant, I’ve organised a wide range of complex travel over the years. One memorable example involves an executive’s business trip to Asia.

Situation: The executive manager had a difficult itinerary with multiple destinations and layovers in various cities over the span of 15 days. 

Task: It was my responsibility to organise the complicated itinerary to fit the executive’s desired schedule and the company’s budget. I had to coordinate all the logistics associated with their travel, including organising accommodations and transportation in each city and other services. 

Action: I began by researching the destinations and the best flight options, routes, and duration. I took the client’s individual needs, like preferred seating and dietary requirements into account. I secured their visa and insurance for each country and created a detailed itinerary that outlined all the necessary steps for the trip. I sourced the best and most suitable hotels in each city, including the best deals and discounts. I also researched the best ways for the executive to travel to and from their hotels in each destination and other additional activities they wanted to enjoy. Finally, I coordinated all of the logistics with the various service providers.

Result: The executive was able to travel safely and complete their business trip to Asia as scheduled. I had successfully planned a complex, long-distance journey for the executive with minimal disruption. The executive was also pleased with the efficient and well-thought-out plan. It was one of the many complex travel arrangements I’ve organised over the years. 

This experience taught me the importance of planning well in advance and the value of paying attention to detail when it comes to complex travel itineraries.

Question 2. Can you think of a particularly challenging situation you have experienced at work? (could be people/scenario/team/environment based).

Answer: One particularly challenging situation I faced was while working as a receptionist at a large medical facility. 

Situation: When I came to the hospital, I discovered that the previous receptionist had been on holiday due to illness. Therefore, there was a backlog of patient appointments that I had to process quickly and efficiently. 

Task: My task was to get the patient appointments processed as efficiently as possible.

Action: I built a systematic approach to organising appointments according to priority. I also made sure to get on a call with patients to ensure that their appointments were scheduled correctly and clarify any questions they may have.

Result: I worked diligently and systematically to process the patient appointments within a single day. This improved customer satisfaction since patients didn’t have to experience any unnecessary delays while booking their appointments.

Question 3. What makes you a great colleague? Why would I enjoy working with you?

Answer: As a personal assistant, I have consistently demonstrated excellent communication and organisational skills. I personally believe my best attribute is my ability to get along exceptionally with my coworkers. I’m an extremely detail-oriented and motivated individual who strives to ensure that all tasks are completed efficiently and well within the deadline. 

I’ve always been able to connect with my colleagues and build a strong relationship with them to ensure they are comfortable coming to me with their issues related to the tasks assigned to them or other work problems.

One particular situation which highlights why I would be a great colleague is when I was working as a personal assistant for a CEO of a large company. My task was to create an agenda for an upcoming meeting, but I wasn’t provided with any direction on how it was supposed to be structured. 

I took the initiative to speak to my colleagues about the meeting and their expectations to draft an agenda that took care of everyone’s needs and requirements. I understand the importance of working together and fostering positive relationships with everyone around me. I’m an effective communicator and am always open to feedback to learn from my errors and grow as a coworker.

Final Thoughts

Competency-based interviews are structured interviews that focus on the skills and capabilities required to do a job. They help job seekers demonstrate their potential and showcase precisely why they would be a good fit for a job position. 

At Joss Search we connect job seekers with the best roles in top private equity and alternative investment firms. You can take a look at our live vacancies or chat with our friendly consultants about your upcoming career steps. We’re waiting to help on 020 3096 7050 and [email protected].

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25 competency-based interview questions for your candidates

Many hiring managers need help determining which candidates are the most competent and best equipped to meet the demands of the open role. The interview process is an opportunity to gauge your candidate’s proficiency and see how well they think on their feet.

Having plenty of the right questions prepared will ensure you use the interview slot to its full potential. But what are the best questions to sniff out applicants’ competency levels?

Giving candidates skills assessment tests will help you to create a shortlist of talent to invite to interview. Then you can ask some of the 30 competency-based interview questions below while interviewing.

Table of contents

10 warmup competency interview questions for your candidates, 10 challenging competency interview questions for your candidates, 5 personality competency interview questions for your candidates, when should you ask competency interview questions in the hiring process, gather your list of competency questions and improve your hiring process.

If you immediately jump to some hardball questions with your candidates, you might make them nervous by catching them off guard. Because you want to get the best out of each interviewee, you should begin with some easy qH3uestions. Here are some openers you can use to test your candidates’ competency.

1. What are your career goals? What drew you to this position?

If you’re looking for a suitable candidate for your role, you need to know they have career goals and ambitions. After all, an employee without any ambition or desire to succeed will simply do the bare minimum.

Motivated and ambitious employees, on the other hand, will be more likely to go the extra mile and dedicate more energy toward furthering their career goals. 

When asking this question, you should also ensure that your candidate’s career goals align with the open position. If the candidate wants to be in marketing and you’re hiring for a store manager position, it’s safe to say that your candidate might not be with you for long.

2. How well do you work as part of a team?

You need to know that your candidate has experience working with others. They should be comfortable in a busy working environment and take a collaborative and communicative approach to teamwork.

Building a strong company culture involves hiring sociable employees who work effectively with others. However, if you are hiring for a remote position in which employees will hardly need to socialize, this question might not be as important.

3. Describe your strengths in five words.

Self-awareness and the ability to evaluate one’s own strengths are vital. A competent candidate will have an excellent understanding of their capabilities and the ability to talk about their positive attributes – without bragging. A sensible and insightful answer to this question can reveal your candidate’s most valuable abilities.

4. Describe your weaknesses in five words.

Although it’s essential for your candidate to positively affirm their strengths, they must also have a positive and honest outlook on their weaknesses. The most suitable candidates for the position will be able to state five of their weaknesses relating to the job position. 

They should also provide clear, actionable strategies for mitigating these weaknesses. This way, you’ll know that your candidate can accurately self-assess and find solutions to their vulnerabilities and weaknesses. It is crucial that your employees embrace professional development.

5. What do you know about this company?

If the candidate sitting in front of you shows no interest in your organization or the work you do, why did they apply for the job in the first place? 

Just as you have taken the time to assess the applicant and schedule an interview, your candidate should have taken the time to research your business.

Therefore, expect them to have at least a basic understanding of what you do. They should know your company’s mission statement and any of its noteworthy achievements.

6. What experience can you bring to this role from your career so far?

This is an excellent question to ask your candidate to ensure they understand the job description for the role you’re offering. The skills and experience they gained from their previous roles should align with the job description. The more relevant their answers, the more likely your candidate is competent enough to take on the role.

7. Describe a situation in which you had to think on your feet.

There is more to this question than might appear. It requires your candidate to think quickly during the interview and provide you with a coherent and interesting response. They should be able to describe an example of a time they had to think rapidly. 

An interesting and relevant answer reveals that the candidate is a fast thinker who may be able to come up with ideas and solutions without delay. It shows that they have excellent verbal and conversational skills that would be great for a customer- or client-facing position in which quick communication is essential.

8. Describe your leadership experience.

Even if you’re hiring for a low-level position, you still need to understand the importance of leadership skills . Asking this question to every candidate ensures that your employees have the potential for progression and possibly even the ability to step up to a leadership position later in their careers. 

Those who provide a clear example of a time when they had to lead others toward a specific output or goal have a high level of competency and potential.

9. How do you keep your professional knowledge up to date?

A competent candidate will know that nothing is constant in the professional sphere. New tools, technologies, and discoveries are constantly changing our approach to how we work. The value of skills is estimated to depreciate by half every four years .

As a hiring manager or recruitment agent, you should ask your candidate how they keep themselves up to date on the latest developments in their profession. 

Top applicants will provide an example of a recent development in the field that they learned about on their own. They may also tell you about a course or training program they entered to gain more relevant and up-to-date skills.

This question is particularly important for scientific, medical, and technical roles.

10. Where do you see yourself in the next few years?

As we discussed earlier, ambition is one of the core indicators of a competent employee. This question is one of the best ways to see how ambitious your candidate is and whether their ambitions align with the open role. 

For instance, some candidates may wish to work upward in the same organization, whereas others might prefer to move to a higher position at a different business within a few years. However, the ideal candidate will recognize the importance of working upward with the same company, which benefits both the business and the candidate’s productivity.

Once you’ve asked your candidate some easier questions, you can begin giving them more challenging ones. The questions listed below will help you assess your candidate’s confidence under pressure, communication skills, and ability to provide structured and clear responses.

11. What skills and ideas will you bring to this company?

Your ideal candidate will bring in fresh ideas to stimulate positive change in your business. Applicants’ answers to this question will not only help you discover any hidden benefits of hiring them but also reflect their confidence level and how much they have been thinking about the role itself.

Many abilities can contribute to a new employee’s success, from soft to technical skills. Consider using our role-specific tests if you’re looking for a reliable assessment method before making a hire.

12. Provide an example of one of your most successful ideas.

If the role you’re hiring for requires innovation and creativity, you need a candidate with proven experience providing successful ideas. They should be able to give a specific example of an idea they produced, along with the results it brought about. This example could be from either a hobby or their professional life.

13. How would you boost morale and improve job satisfaction as a leader?

A competent candidate for a leadership or HR role will be able to handle people well and boost morale within the workplace. Candidates with knowledge of job satisfaction factors will provide a structured response to this question that includes a list of actionable plans for boosting employee morale. They might provide explain that they:

Provide incentive schemes (free perks, days off, working from home)

Offer praise

Create a culture of healthy competition with rewards for high performers

14. How would you support a struggling coworker or team member?

Empathy and compassion play a crucial part in competency. Your candidate should be able to engage and empathize with others to support their coworkers or team. Whether you’re hiring for a managerial or senior position, your employees must be capable of helping one another. 

Look for answers that indicate candidates would offer sympathy for their coworker and provide a few suggestions for strategies to help them overcome their difficulties. 

15. What was the last significant decision you made at work?

Many employees must be competent at confidently making decisions under pressure. Your candidate should be able to provide an example of their decision-making experience, including the reasons behind their decision. 

If their reasoning is sound, they likely have advanced critical-thinking abilities. You can use some of our strategic interview questions to pursue this line of questioning further.

16. How do you prioritize tasks and manage your workload?

Most roles require employees to manage their workload and prioritize tasks effectively. Here are some factors that should weigh into your candidate’s workload management processes:

Deadlines and urgency

How long the job will take

Scheduling 

They should be able to weigh all the factors that affect their workload and make good decisions regarding their schedule and priorities.

17. When was the last time you had to deal with a difficult person?

More than 36% of employees have reported dealing with conflict often, very often, or all the time in the workplace.

That’s why you need to know that your candidate can handle conflict well without feeling stressed. This question is fundamental, and your candidate should display a rational and strategy-focused approach to conflict. 

Employees must deal with difficult people regularly in the professional sphere while maintaining relationships and taking a professional approach to the situation. No matter how skilled a candidate is, they can’t competently fill a role without having conflict resolution skills.

18. Provide an example of when you had to teach something to another person.

Being able to explain processes and educate others is an indispensable skill for most positions – not just senior leadership roles. A competent candidate will be able to communicate clearly and provide clear instructions to others. After all, most employees ask their coworkers for help before going to their superiors. 

19. How do you approach conflicting ideas?

There may come a time when your employee has an idea that clashes with another employee’s plan. Some ways they may resolve this include the following:

Combining ideas

Discussing and comparing the ideas

Voting on the ideas

Whatever your candidate’s answer to this question is, their approach should be diplomatic. You cannot consider your candidate competent if they can’t deal with conflict constructively.

20. List five indicators that a work environment requires some changes.

This question is particularly important if you’re hiring for a leadership or innovation role. However, employees of all levels should be consistently contributing to improvement in the workplace by providing suggestions for improvement. 

Asking this question will let you know whether your candidate likes to think about the bigger picture and identify areas for improvement or whether they prefer to focus on the task at hand.

You need to know how your candidate’s personality aligns with the job description. One of the best ways to gather intel on your candidates’ personalities is to use a TestGorilla personality and culture test – consider implementing tests alongside the interview process for a more in-depth understanding.

Here are some closing interview questions that can help you understand how your candidate may behave and interact with others when working in the position.

21. Are you an introvert or an extrovert?

Asking your candidate whether they’re introverted or extroverted is a great way to get to know them better and understand their aptitude for the role. If you’re hiring for a remote and task-focused position , an introverted candidate may be an excellent fit for the role. 

However, if you’re hiring for a more social and customer- or client-facing role, then you may prefer to opt for an extroverted candidate. To assess candidates’ answers, consider how their traits align with your organization’s values or whether candidates can adapt to your company’s environment.

22. Describe yourself in five words.

Learning about your candidate’s personality and character traits can enable you to get to know them on a deeper level. This question also helps you understand your candidate’s self-awareness, confidence, and social skills. 

A fun and lighthearted response to this question could indicate that the applicant has a chatty and vibrant personality, which could be ideal for leadership and socially oriented roles.

23. How do you work best?

Each person has their own style and approach to working. Your candidate’s working style should align with the working environment within your business. For instance, if your candidate works well in high-pressure environments and finds stress or time constraints motivating, this could work in your favor. 

Or perhaps they like to take an independent approach to managing their workload. Such an independent employee could also be an asset for your managerial staff by helping reduce their burden.

23. What’s your method for handling stress?

Statistics show that 83% of workers in the US experience work-related stress, and 25% report that work is the top source of stress in their lives.

Suppose you know that your workplace can be stressful and that many employees cannot handle the stress upon joining your team. In that case, you need a competent candidate who can cope with these conditions. 

The ideal applicant will be able to provide numerous examples of how they handle stress, including their methods for preventing burnout, focusing on the task at hand, and avoiding procrastination.

25. What’s your ideal working environment?

An open-ended question like this is great for determining whether your candidate is a good fit. Their answer should align with the working conditions of the position you’re hiring for. 

Since candidates won’t know much about your working environment, you should get honest answers. This will reveal which candidates will potentially be happiest in your working environment.

When you’re hiring, you should ask competency-based interview questions after giving candidates skills tests. You’ll also need to ask questions that ensure your candidate has the relevant skills and experience for your opening. 

Competency questions come in handy when you need to confirm that your candidate has fundamental skills like leadership, workload management, and conflict resolution.

To begin selecting candidates for interviews, give them competency skills tests and other skills tests specific to the role. This will help you narrow down your list of candidates to those who scored the highest. 

From there, you can begin interviewing your candidates. Remember to include competency questions to ensure your candidate not only has the necessary experience and knowledge for the job but also understands the core concepts of leadership, teamwork, and critical thinking.

If you’re hiring for an open position, you need to know that your candidate thoroughly understands what’s needed to succeed in a professional environment. Compile a list from the competency questions provided in this article to prepare for your next interview. 

If you need extra help refining your hiring process, why not take advantage of a free 30-minute demo with our team? 

We can review your processes and help you identify key areas for improvement. TestGorilla also offers a wide range of aptitude tests in our test library to help you narrow down your candidate pool and create a more efficient selection process.

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How to Run Competency Based Interviews

Measuring skills for specific roles.

By the Mind Tools Content Team

When you're recruiting for a role that has specific skill requirements, how can you be sure that you get the right person with the right experience?

Often qualifications and even work experience are not enough to accurately determine skill level. Competency based interviews can help here. They are a rigorous interview format you can use to help ensure that you hire someone whose skill set accurately matches the specific needs of the job.

In this article, we'll look at what competency based interviewing is, how to use it, and the benefits that it can offer.

What Is a Competency Based Interview?

A personal competency is a combination of knowledge, skills, judgment, and attributes. Examples of competencies might include teamwork, leadership or decision-making.

Competency based interviews test whether a candidate has the precise knowledge, skills or values that are necessary to be effective in the role that you are recruiting for.

This method is very different from an informal "getting to know you" interview style, which focuses on the candidate's personality, and can be better used to assess whether they are a good "fit" with your organization's culture and values.

In a competency based interview, questions are designed to assess a candidate's strengths and weaknesses in the key competencies required by the role. You can then score their responses against agreed criteria to build up an objective picture of their suitability.

The Benefits of Competency Based Interviewing

Research has shown that unfocused interview techniques lead to huge numbers of unsatisfactory hires every year, each one costing the equivalent of around one-fifth of the position's salary. [1]

Hiring the wrong person can result in sub-standard work and missed deadlines, causing team overload, as other people are forced to pick up the slack. You may find that you need to spend on more training and development than you'd planned, or even a second recruitment drive.

Competency based interviewing can help organizations to avoid this inefficiency, by focusing effort on the early stages of recruitment.

The strict selection criteria used ensures that you can identify and eliminate candidates who have a distorted view of their ability, and removes the need to rely on a "hunch."

Both the organization and its employees can benefit. After all, a competent and capable recruit will likely be much happier in the job than someone who's struggling, or afraid of being "found out," and will more likely stay. Conversely, an applicant may discover before they commit to a role that they wouldn't enjoy it, and they'll save you time and money in the long run if they choose to leave the process.

Finally, competency based interviewing can help with the governance of your recruitment processes. It is an evidence-based, transparent process that uses specific criteria to test all candidates equally, fairly and consistently.

How to Use Competency Based Interviewing

You can hold an effective competency based interview by following these three key steps:

Step 1: Develop Clear Selection Criteria

It's important to be crystal clear on the skills, attributes, knowledge, and behaviorial traits that you need a recruit to demonstrate, so that you can test and compare candidates fairly and intelligently. So, you'll need to develop a watertight set of selection criteria.

Your organization might already have a competency framework and you'll likely have a team skills matrix . Supplement these by researching the particular role you are intending to fill.

For example, for an existing position, focus on the job description : does it accurately reflect the competencies needed to perform the job? Talk to the person currently in the role about what they do to check whether the job description needs to be updated.

You'll need to start from scratch for a new post. Think about what a new recruit's responsibilities will be and how you'd like them to progress in the role. Consult people who do similar work, or who will be in the same team. Look at similar roles being advertised elsewhere as well for further tips.

Decide what skills are essential to the role, and which are merely desirable. You may find that a candidate fulfills most but not all of your competency criteria. This doesn't mean that you should automatically "write them off." The candidate could still make a great addition to your team as long as they are willing to learn and you're able to provide support and training.

Step 2: Prepare Effective Questions Using the STAR Technique

Once you've decided your selection criteria, it's time to draw up some questions that focus on each core competency. Think carefully about how you'll word each one and structure them in a way that enables the candidate to provide specific examples of each competency.

For instance, asking, "When was the last time you had to deal with a colleague who struggled to organize their workload? What did you do?" is more informative than asking the hypothetical, "What would you do if you had a team member who was disorganized?"

Similarly, a description of what the candidate did as part of a team won't tell you what they did or what decisions they took as an individual. So, be ready to probe further with follow-up questions.

The STAR technique can be particularly useful here. It stands for Situation, Task, Action, and Result. It's usually used as a method for answering interview questions, but can provide an excellent framework for structuring your competency based questions.

For instance, you could use it to frame a question about conflict resolution as follows:

• S ituation: "Tell me about a time when you had to resolve a conflict on your team?"
• T ask: "What did you decide to do to resolve it and why did you decide to handle it that way?"
• A ction: "What action did you take and what skills did you use?"
• R esults: "What did you achieve? How did your team benefit?"

It's perfectly OK to ask for examples of when things didn't go so well. In fact, this can help to test how well the candidate works under pressure and whether they demonstrated resilience. But be sure to keep a balanced and reasonable tone, and avoid focusing on the negative. Good candidates may be turned off if they feel they are being interrogated!

You will also need to think about how you are going to test the attributes that you have identified. Consider a range of aptitude, proficiency and personality tests as appropriate.

If you're struggling to think up some competency based questions, see our article Hiring People: Questions to Ask for ideas.

Step 3: Conduct a Structured Interview Process

A good competency based interview should be structured and have precisely defined goals. So, remember to be disciplined and to keep your focus.

You're asking for a lot of information from the candidate, and you need to be able to retain, manage and use the information that they give you, effectively.

The following points can help you to do this:

• Have a set structure. Ask each candidate exactly the same initial questions. Make sure that each interviewer on the panel understands the scoring system and how to use it, so that each candidate is graded fairly and consistently.
• Listen carefully. Active listening is particularly useful when you need to process and understand complex information. Pay attention to the candidate and acknowledge their responses by nodding or giving the occasional "uh-huh." However, make sure that your actions are mindful, and not mechanical, and don't allow yourself to get bored or to lose focus.
• Allow thinking time. Don't be afraid of silence. You're asking questions that require a lot of thought, so give the candidate the space that they need to think through their answers. It's also important to give yourself time to evaluate what they are telling you.
• Take notes. Competency based interviews are in-depth, and interviewers sometimes disagree on what they remember was said, so be sure to take full and accurate notes. However, take care to avoid unconscious bias in your observations. For instance, "they looked down a lot" is more objective than the interpretation "they were embarrassed and nervous."
• Evaluate and discuss. Spend some time afterward discussing the candidate's test performance and looking at any examples of their work that they've brought with them.

Don't let the interview structure become too rigid. Give each candidate space to talk about any additional expertise, or to explain something unusual in a resumé. Otherwise, you might both miss out in a way you could never have foreseen!

No matter how well the candidate meets your selection criteria, be sure to consider wider issues, too, when you make your final decision.

For instance, do their values align with the organization's? Will their personality fit with those of their colleagues? Will their commute be sustainable?

Competency based interviews can be used to precisely assess whether a candidate has the necessary skills, knowledge and personal attributes required to fulfill a specific role.

They can be particularly useful in helping organizations to improve the transparency of their recruitment processes, to reduce costs and employee turnover, and to improve job satisfaction.

You can use competency based interviewing by following these three steps:

• Develop clear selection criteria.
• Prepare effective questions using the STAR (Situation, Task, Action, Results) technique.
• Conduct a structured interview process.

[1] Boushey, H. and Glynn, S. J. (2012). There Are Significant Business Costs to Replacing Employees [online]. Available here .

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Competency-based interviews

Taking your existing experience as an indicator of future performance, competency-based interviews allow recruiters to easily compare lots of candidates

Also known as structured, behavioural or situational interviews they are designed to test one or more skills or competencies.

What is a competency-based interview?

The interviewer has a list of questions, each focusing on a specific skill, and your answers will be compared against pre-determined criteria and marked accordingly.

Working on the principle that past behaviour is the best indicator of future performance, competency interviews 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?' and 'why did you apply for the job?' to get an overall impression of who you are. A competency-based interview is more systematic, and each question targets a skill needed for the job.

Key competencies regularly sought after by employers include:

• adaptability
• commercial awareness
• communication
• conflict resolution
• decisiveness
• independence
• flexibility
• problem solving
• organisation

Competency-based interview questions

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. The skills 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…'.

Competency questions you may be asked at interview include:

• Describe a situation in which you led a team.
• Give an example of a time you handled conflict in the workplace.
• How do you maintain good working relationships with your colleagues?
• Tell me about a big decision you've made recently. How did you go about it?
• What has been your biggest achievement to date?
• Describe a project where you had to use different leadership styles to reach your goal.
• Tell me about a time when your communication skills improved a situation.
• How do you cope in adversity?
• Give me an example of a challenge you faced in the workplace and tell me how you overcame it.
• Tell me about a time when you showed integrity and professionalism.
• How do you influence people in a situation with conflicting agendas?
• Give an example of a situation where you solved a problem in a creative way.
• Tell me about a time that you made a decision and then changed your mind.
• Describe a situation where you were asked to do something that you'd never attempted previously.
• Tell me about a time when you achieved success even when the odds were stacked against you.

How to answer competency questions

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:

• Situation/task  - describe the task that needed to be completed or the situation you were confronted with. For example, 'I led a group of colleagues in a team presentation to potential clients'.
• Action  - Explain what you did and how and why you did it. For example, 'We presented to around 20 big industry players in the hope of winning their business. I delegated sections of the presentation to each team member and we discussed our ideas in a series of meetings. After extensive research and practise sessions our group presentation went off without a hitch'.
• Result  - Describe the outcome of your actions. For example, 'As a result of this hard work and team effort we won the business of 15 clients'.

Where possible, try to relate your 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.

Preparing for a competency-based interview

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.

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• Take a look at how to prepare for an interview .

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How to Run Competency Based Interviews

Measuring skills for specific roles.

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Focus in on your candidates' true potential by testing their competencies accurately.

When you're recruiting for a role that has specific skill requirements, how can you be sure that you get the right person with the right experience?

Often qualifications and even work experience are not enough to accurately determine skill level. Competency based interviews can help here. They are a rigorous interview format you can use to help ensure that you hire someone whose skill set accurately matches the specific needs of the job.

In this article, we'll look at what competency based interviewing is, how to use it, and the benefits that it can offer.

What Is a Competency Based Interview?

A personal competency is a combination of knowledge, skills, judgment, and attributes. Examples of competencies might include teamwork, leadership or decision-making.

Competency based interviews test whether a candidate has the precise knowledge, skills or values that are necessary to be effective in the role that you are recruiting for.

This method is very different from an informal "getting to know you" interview style, which focuses on the candidate's personality, and can be better used to assess whether they are a good "fit" with your organization's culture and values.

In a competency based interview, questions are designed to assess a candidate's strengths and weaknesses in the key competencies required by the role. You can then score their responses against agreed criteria to build up an objective picture of their suitability.

The Benefits of Competency Based Interviewing

Research has shown that unfocused interview techniques lead to huge numbers of unsatisfactory hires every year, each one costing the equivalent of around one-fifth of the position's salary. [1]

Hiring the wrong person can result in sub-standard work and missed deadlines, causing team overload, as other people are forced to pick up the slack. You may find that you need to spend on more training and development than you'd planned, or even a second recruitment drive.

Competency based interviewing can help organizations to avoid this inefficiency, by focusing effort on the early stages of recruitment.

The strict selection criteria used ensures that you can identify and eliminate candidates who have a distorted view of their ability, and removes the need to rely on a "hunch."

Both the organization and its employees can benefit. After all, a competent and capable recruit will likely be much happier in the job than someone who's struggling, or afraid of being "found out," and will more likely stay. Conversely, an applicant may discover before they commit to a role that they wouldn't enjoy it, and they'll save you time and money in the long run if they choose to leave the process.

Finally, competency based interviewing can help with the governance of your recruitment processes. It is an evidence-based, transparent process that uses specific criteria to test all candidates equally, fairly and consistently.

How to Use Competency Based Interviewing

You can hold an effective competency based interview by following these three key steps:

Step 1: Develop Clear Selection Criteria

It's important to be crystal clear on the skills, attributes, knowledge, and behaviorial traits that you need a recruit to demonstrate, so that you can test and compare candidates fairly and intelligently. So, you'll need to develop a watertight set of selection criteria.

Your organization might already have a competency framework   and you'll likely have a team skills matrix   . Supplement these by researching the particular role you are intending to fill.

For example, for an existing position, focus on the job description   : does it accurately reflect the competencies needed to perform the job? Talk to the person currently in the role about what they do to check whether the job description needs to be updated.

You'll need to start from scratch for a new post. Think about what a new recruit's responsibilities will be and how you'd like them to progress in the role. Consult people who do similar work, or who will be in the same team. Look at similar roles being advertised elsewhere as well for further tips.

Decide what skills are essential to the role, and which are merely desirable. You may find that a candidate fulfils most but not all of your competency criteria. This doesn't mean that you should automatically "write them off." The candidate could still make a great addition to your team as long as they are willing to learn and you're able to provide support and training.

Step 2: Prepare Effective Questions Using the STAR Technique

Once you've decided your selection criteria, it's time to draw up some questions that focus on each core competency. Think carefully about how you'll word each one and structure them in a way that enables the candidate to provide specific examples of each competency.

For instance, asking, "When was the last time you had to deal with a colleague who struggled to organize their workload? What did you do?" is more informative than asking the hypothetical, "What would you do if you had a team member who was disorganized?"

Similarly, a description of what the candidate did as part of a team won't tell you what they did or what decisions they took as an individual. So, be ready to probe further with follow-up questions.

The STAR technique   can be particularly useful here. It stands for Situation, Task, Action, and Result. It's usually used as a method for answering interview questions, but can provide an excellent framework for structuring your competency based questions.

For instance, you could use it to frame a question about conflict resolution as follows:

• S ituation: "Tell me about a time when you had to resolve a conflict on your team?"
• T ask: "What did you decide to do to resolve it and why did you decide to handle it that way?"
• A ction: "What action did you take and what skills did you use?"
• R esults: "What did you achieve? How did your team benefit?"

It's perfectly OK to ask for examples of when things didn't go so well. In fact, this can help to test how well the candidate works under pressure and whether they demonstrated resilience. But be sure to keep a balanced and reasonable tone, and avoid focusing on the negative. Good candidates may be turned off if they feel they are being interrogated!

You will also need to think about how you are going to test the attributes that you have identified. Consider a range of aptitude, proficiency and personality tests   as appropriate.

If you're struggling to think up some competency based questions, see our worksheet on Sample Interview Questions and our article Hiring People: Questions to Ask   for ideas.

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Step 3: Conduct a Structured Interview Process

A good competency based interview should be structured and have precisely defined goals. So, remember to be disciplined and to keep your focus.

You're asking for a lot of information from the candidate, and you need to be able to retain, manage and use the information that they give you, effectively.

The following points can help you to do this:

• Have a set structure. Ask each candidate exactly the same initial questions. Make sure that each interviewer on the panel understands the scoring system and how to use it, so that each candidate is graded fairly and consistently.
• Listen carefully. Active listening   is particularly useful when you need to process and understand complex information. Pay attention to the candidate and acknowledge their responses by nodding or giving the occasional "uh-huh." However, make sure that your actions are mindful, and not mechanical, and don't allow yourself to get bored or to lose focus.
• Allow thinking time. Don't be afraid of silence. You're asking questions that require a lot of thought, so give the candidate the space that they need to think through their answers. It's also important to give yourself time to evaluate what they are telling you.
• Take notes. Competency based interviews are in-depth, and interviewers sometimes disagree on what they remember was said, so be sure to take full and accurate notes. However, take care to avoid unconscious bias in your observations. For instance, "they looked down a lot" is more objective than the interpretation "they were embarrassed and nervous."
• Evaluate and discuss. Spend some time afterward discussing the candidate's test performance and looking at any examples of their work that they've brought with them.

Don't let the interview structure become too rigid. Give each candidate space to talk about any additional expertise, or to explain something unusual in a resumé. Otherwise, you might both miss out in a way you could never have foreseen!

No matter how well the candidate meets your selection criteria, be sure to consider wider issues, too, when you make your final decision.

For instance, do their values align with the organization's? Will their personality fit with those of their colleagues? Will their commute be sustainable?

Competency based interviews can be used to precisely assess whether a candidate has the necessary skills, knowledge and personal attributes required to fulfil a specific role.

They can be particularly useful in helping organizations to improve the transparency of their recruitment processes, to reduce costs and employee turnover, and to improve job satisfaction.

You can use competency based interviewing by following these three steps:

• Develop clear selection criteria.
• Prepare effective questions using the STAR (Situation, Task, Action, Results) technique.
• Conduct a structured interview process.

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25 Most Asked Competency Based Interview Questions [w/ Answers]

Competency-based interview questions are one of the most common questions asked of job candidates. Competency questions are usually situational questions designed to test your soft skills and core competencies by learning about your past experience. When a hiring manager asks this type of question, they want to hear about specific skills and real-life examples of your key competencies.

Let’s look at how to use the STAR Method to answer competency interview questions, followed by 25 common questions and sample answers.

5 Tips for Your Answer

Here are five tips to show you will be a good fit for any company.

• Be positive throughout the hiring process.
• Focus on how your personal attributes and technical skills contributed to the positive outcome.
• Use the job description and selection criteria for the specific role you are applying for to predict possible interview questions.
• Use the STAR technique and provide examples of situations where you demonstrated each core competency.
• Be prepared for follow-up questions.

5 Mistakes to Avoid

Avoiding these mistakes will show you are the best candidate for the job.

• Don’t criticize your last job or colleagues in your situation examples.
• Don’t be desperate. Avoid saying things like “I’ll do anything!”
• Avoid clichés like “I have initiative.” Instead, provide an example of when you demonstrated the desired skillset.
• Avoid answering with “I don’t know.” Always refer to your past behavior or experiences.
• Don’t ask what the company does or if it is a good company. This shows a lack of research and awareness.

How to Answer: STAR Format

The STAR approach is the best way to demonstrate your core competencies as they apply to a specific situation. Give an example of a time when you approached a specific task, outlining the actions you took and what the result was. Here is what the STAR acronym means:

S: Situation – Begin by describing a situation where you demonstrated the target competency. T: Task – Explain a difficult task that had to be completed. A: Action – State what actions you took to complete the task. R: Results – Describe the outcome resulting from your actions.

25 Most Asked Competency Based Interview Questions and Answers (by Competency)

Competency: commitment to development.

#1. Describe a time you were given negative feedback. S: In my previous role, I received negative feedback during a performance review. T: I had to improve my performance by 20%, or I would not be eligible for a raise that year. A:  I asked my manager to arrange a week of mentoring for me with a senior colleague, during which I took notes and asked them questions about things they did differently from me. R: I was able to improve my numbers by 18% for my next review. Even though I hadn’t improved by the full 20%, I received a raise and agreed on steps that would help my continued improvement.

#2. Have you ever had to learn a lot of information in a new role? S:  When I started my last job, there was a lot of job-specific information to learn. T:  There was a two-week training period and an exam. To be hired, I had to score over 80%. A:  I did several things to increase my chance of success. I managed my time to make sure I slept well and was rested each day. I took thorough notes and asked appropriate questions. And I quizzed myself each night to consolidate what I had learned. R: The exam was challenging, but I passed with a 96% and successfully started the position.

Competency:  Results Driven

#3. Describe how you ensure you remain one of the top performers in your field. S:  It’s important to continually improve and stay ahead of new developments in any job. T:  I am dedicated to lifelong learning because I know that the value I provide is my knowledge. A:  I do three things to ensure I remain a top performer. First, I subscribe to and read industry journals,. Second, I regularly dedicate time to developing professional skills, such as through attending professional development courses. Third, I obtain at least one new industry certification each year. R:  As a result, I have never found myself in a position where I faced a challenge that I wasn’t at least aware of how to solve.

#4. Describe a time when you achieved exceptional results. S:  In a previous sales role, bonus commissions were announced for the top three salespeople during the holiday period. T:  I needed to make sure that I consistently performed in the top five each day to average into the top three. A:  I contacted my extensive diary of warm leads and offered competitive deals if they signed a contract that month. I also balanced excellent service with speaking to as many new customers as possible to get leads. I then worked after hours to write offers to these customers, allowing me to sell to more customers overall. R:  The end result was that I came in first overall, and I have continued to use a similar approach in my sales career.

Competency:  Problem Solving

#5. Have you ever had to solve a problem as part of a team? S:  In a previous role, we were hosting an event when our caterer canceled, and no others could help at 24 hours’ notice. T:  Our team had to decide how we would provide refreshments to attendees. A:  We broke the task into individual responsibilities. I was responsible for sandwiches and snacks, others were responsible for various other duties, and we agreed to meet several hours beforehand to set up for the event. R:  We successfully hosted the event and received positive feedback from clients.

#6. Provide an example of when you used a new approach to solve a problem. S:  In one role, I was part of a team that updated important data. The data was recorded manually and then transferred manually to another system. T:  I wanted to remove the duplicate work, but we couldn’t record the data directly to the second system. A:  One system exported CSV files, and the other imported excel documents. I wrote a macro that automated creating the excel sheet from the CSV file. R:  This saved us 12 hours a week, and it only took me 2-3 hours to create.

Competency:  Leadership

#7. Provide an example of your management style in small team environments. S:  I managed a team where accuracy was critical. We were a small team, and any conflict would have an impact. T:  I had to maintain the quality of work and even workloads without creating tension. A:  I used an empowering approach and recognized positive performance to encourage personal responsibility and motivation. When issues arose, I addressed them privately and ensured the team worked together to fix any errors. R:  The result was that when people made mistakes, they would speak up, and we could work to resolve them and ensure consistent output from the team.

#8. Give an example of how you manage team performance. S:  I was managing a team and overall performance was dependent on each person’s contributions. T:  I had to address a team member who was frequently underperforming. A:  I took them aside and reminded them of their duties. They explained they worked hard but couldn’t complete tasks as quickly as others. I arranged for coaching from another staff member and checked there weren’t any external issues they needed help with. R:  After the mentoring experience, they identified areas of inefficiency and improved their work practices. This increased the team’s performance back to acceptable levels.

Competency:  Openness to Change

#9. Tell us about a time you faced a significant change in your role. S:  I worked in a role where my tasks were interrelated with others’ tasks. Our manager was the team coordinator. The company restructured, and we were placed in a large team without close management support. T:  We had to maintain the quality of our work without any collaborative structure. A:  I began to start and end each day with an emailed work diary to colleagues so we could coordinate deliverables. R:  We maintained a similar quality of output despite the lack of management support.

#10. Describe a time you had to learn a new company culture. S:  When I began my previous job, they explained that the environment was quite rigid. T:  I knew I had to quickly learn how to fit in and meet expectations to be successful. A:  I’m a “big picture” person, and I like to know why things are done a certain way. I asked my trainer to explain to me the reasons for various rules and what unspoken expectations existed. R:  By asking questions and observing the culture around me, I was able to assimilate rapidly and become a productive member of the team.

Competency:  Responsibility and Trustworthiness

#11. Have you ever had to deliver work without much supervision? S:  In one job I had, we worked remotely with little management interaction. T:  Because the work was complex, it was difficult to catch up if you fell behind. A:  I managed my workload by being early each day so that I could stay on top of emails, and I completed all my tasks before I went home each day. This meant each day I could focus intently on that day’s duties without distraction. R:  By managing my time and responsibly completing my duties, I was able to consistently deliver work unsupervised.

#12. Describe a time when you made a serious mistake at work. S:  In a previous role, an HR email came in late one day. The email told us to click on a link and enter our information. I followed the link to log into the HR portal and entered my details, but I realized the URL was wrong after I had already logged in and put in my information. T:  It was late at night, but I knew that company policy required urgent action. A:  I immediately dialed IT security’s after-hours number, and while I was on hold, I changed all my passwords, even those I hadn’t breached. I then emailed IT security with a report I had drafted about the incident and copied my manager. R:  It turned out the event was a test, but I was commended for following all security procedures correctly.

Competency:  Safety Conscious

#13. Have you ever had to respond to an emergency at work? S:  I was once managing a gas station at a busy time when the spill alarm sounded. T:  I had to implement safety protocols quickly and contain the hazard. A:  I turned off the electrical power and guided our irritated customers to the evacuation area. While I did this, I called our emergency line to dispatch specialists and alert local emergency services. I explained to customers that we had evacuation requirements that we were legally obligated to follow and that re-entry to the site was illegal. I then returned to the facility to begin containment procedures. R:  The result was that no one was injured, and the emergency did not escalate because procedures were followed correctly.

Competency: Stress Management

#14. In your current position, what is the biggest challenge you have overcome? S:  I was told by my manager one morning that my coworker was away, and I would have to complete both roles for two weeks. T:  I knew their duties, but I had to manage the stress of two workloads. A:  I cleared both my work and personal calendars to remove any unnecessary stressors. While I am a healthy person, I took extra care to manage my sleep pattern and planned my days around regular overtime. R:  By approaching the situation methodically, I was able to avoid being negatively impacted by the stress and completed both our duties.

Competency:  Teamwork

#15. Have you ever worked as part of a team when a colleague was not doing their job duties? S:  I previously worked on a team where one colleague was not completing their share of the workload. T:  I decided someone should talk to them and try to find out what the problem was. A:  I approached them privately to ask if they needed help because their output had fallen. They revealed they were going through personal issues and were demotivated. I suggested they seek HR support and that I would help to complete their duties during this time. R:  With support from myself and HR, they were able to overcome their home issues, and their productivity returned to normal levels.

#16. Describe a time when you helped a new member of the team to integrate into the workplace. S:  In a previous role, I was a senior staff member and was asked to train a new junior for my department. T:  I was responsible for training them in basic duties and getting them settled in. A:  I wanted to make sure they were confident, so I slowly walked them through a normal day from signing in to signing out and everything in between. I encouraged them to ask lots of questions and introduced them to other members of the team. R:  They were able to successfully learn the job quickly, and by knowing all our names and who we were, they were comfortable in asking questions as needed.

Competency:  Conflict Resolution

#17. Describe a time you had to work with a difficult coworker. S:  I was working unsupervised with a coworker who was known for deliberately underperforming. T:  We had to complete a time-sensitive task, and I needed their help to complete it. A:  I have an adaptive conflict management style, so instead of arguing, I explained the less work they do, the longer tasks take. Being lazy doesn’t remove work. It makes the work pile up, unless you get fired and end up unemployed. R:  The result was that they realized they could quit or work, and around me, they always worked from then on.

#18. Provide an example of when you have used your communication skills to deal with a difficult person. S:  I was working on a team and a colleague refused to follow procedures because they thought they were unimportant. T:  I explained to them that we didn’t make the rules, but we had to follow them. We did not have the option to follow them or not. A:  I broke the issue down to make it relatable. I explained that safety affects everyone and suggested how another’s actions could injure them. They hated this idea. I also explained that insurance only covers them when following company policy. R:  By making the issue relatable and relevant, they agreed to follow the procedure in the future.

Competency: Communication

#19. Have you ever had to present a complex idea to a group of people? S:  In a technical role, I developed an import / export file structure based on government regulations. T:  I had to explain the requirements and how they related to regulation to our multi-lingual team. A:  I drew a series of picture metaphors for the data the file had to contain and another series for the receiving process. I provided a presentation with only pictures and simple language and then opened the floor to questions. R:  The project was delivered, and the system that integrated with the government regulator passed their audit.

Competency:  Organization

#20. Provide an example of your ability to deliver high-quality work under pressure. S:  My manager asked me one afternoon to assist with end-of-month reporting because one of my colleagues was on leave. T:  It was three days of work with three days to complete, and I still had my usual tasks to complete. A:  I cleared my diary and arranged with my manager to reduce my usual deliverables. I set aside blocks of time and isolated myself from others during this work so I could focus intently on the task at hand. R:  I was able to produce a report that was above the standard of the usual one and was asked to produce the report every month from then on.

#21. Describe a time you had to manage competing priorities. S:  I was working in a matrix-team structure, reporting to separate team and functional managers. T:  I had to deliver various tasks for both managers concurrently. A:  I explained to each that I wanted to deliver high-quality work and that both duties were important to the company. I asked them to help me by providing as much warning as possible for tasks. I kept an accurate diary and always worked from a prioritized to-do list each day. R:  By remaining organized, I was able to deliver most tasks on time. When I wouldn’t be able to, I provided my managers with advanced warning.

Competency:  Customer Service

#22. Tell me about a time when you provided excellent customer service. S:  I was working in a sales role assisting a customer in selecting a product. T:  It was my job to provide great customer service and increase retention and repeat business. A:  The customer was looking at an expensive product, but after talking to them, I believed that it wasn’t the right fit for them. I explained that a cheaper product we carried would better fit their needs. R:  I made a good impression because the customer took my advice, left great feedback, and came back frequently and asked for me by name.

#23. Describe a situation where you had to deal with a difficult customer. S:  I was working as an acting store manager when a customer requested to speak to me. T:  The customer believed the store had falsely advertised a product and demanded I fix it. A:  I looked at the advertisement and explained the photo clearly stated the product might vary in color and design. I offered to discount another product, but the customer would still end up paying double and we would be making a loss. It was a lose-lose situation. The customer angrily told us that they would sue us for false advertising and left. R:  The company investigated the customer’s complaint and I was commended for following store procedures, even though the customer left upset.

Competency:  Decision Making

#24. Describe a time you had to make a difficult decision. S:  In a previous job, I noticed that customer feedback on a particular supplier’s products had consistently become negative. T:  I had to decide if we would engage a new supplier. A:  In my thought process, I weighed the cost-benefit analysis of changing suppliers because they all were more expensive. I decided that our priority was our customers and the quality of our products. R:  After changing suppliers, customer feedback became positive again, and the average customer’s spending increased, offsetting the higher cost.

#25. Have you ever had to make an unpopular decision? S:  I was working in a company when the fire alarm sounded. I got up to leave, but everyone else stayed seated. T:  I knew that company policy was to evacuate, and I would be unpopular insisting we leave. A:  I loudly announced that everyone had to leave. A colleague refused and explained that the alarm malfunctions a lot. I replied it was policy, and they would regret it if it was an actual fire. R:  Eventually, everyone agreed to leave. As it turned out, there was a minor fire in a kitchen, and it was put out safely. I would never hesitate to make an unpopular decision again.

Competency-based interviews are a form of the structured interview process that is designed to find good candidates by identifying applicants whose past performance demonstrates specific competencies. The most important thing to remember when answering these types of questions is to deliver your answer using the STAR structure. This is a good way to deliver situational examples of times when you have demonstrated the skills and attributes that the job requires.

At your competency-based interview

• Careers , Latest career advice and work trends

How to ace competency-based interviews: A complete guide

• April 9, 2024

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Understanding competency-based interviews — what are they.

Competency-based interviews, also known as structured or behavioural interviews, focus on evaluating specific skills or competencies. These can include problem-solving, teamwork, leadership, and communication, among others. 

Employers favour this approach as it provides tangible evidence of how candidates have used their skills in real-world situations, thereby predicting future success in the role.

Are you heading into an interview soon? Recruit Ireland can help you prepare with its advice on finding a new job . Get a head start on preparation with help from Recruit Ireland. 

Why do employers opt for competency-based interviews?

Employers need to assess an applicant’s strengths before a job offer is made. Competency-based interviews help them do just that by understanding their previous experiences in detail.

It may sound more daunting, but they’re not looking to trip you up. By preparing in advance, you can use your skills to shine as a candidate. 

The benefits of competency-based interviews

The appeal of competency-based interviews for employers lies in their predictive accuracy. Employers can gauge how a candidate will handle future challenges by examining past behaviours. 

This method offers a more objective basis for comparison than traditional interviews, focusing on a candidate’s specific actions and results rather than hypothetical responses.

How do transferable skills fuel career transformation?

Competency-based interviews place significant emphasis on transferable skills. These are the skills you have already gained through work, education, and activities. They’re things like communication, adaptability, problem-solving, and digital competency for hybrid positions

Companies seek people with strong transferable skills as they can be applied across various job roles and schemes like apprenticeships and graduate programs . Recognising and articulating these skills can significantly enhance your chances of securing a job offer and helping to upskill your career .

Ronan Fox, e-learning teaching enhancement offficer with Rehab, used his passions and the skills he had gained in them to secure his dream job working in technology and education. 

Rehab’s Learning division is National Learning Network, a progressive leader in delivering personalised education, training, and development opportunities for people with disabilities or requiring additional support throughout Irish communities. Here’s what Ronan had to say:

“In the initial stages of my journey, I had doubts about whether my passion for technology and education could be turned into a career. However, as time went on, I realised that aligning my professional pursuits with my genuine interests was not just a luxury but a necessity for long-term satisfaction and success.”

By understanding the skills he had gained while studying his passions, Ronan Fox could align this with his career aspirations.

Mastering the competency-based interview

There’s an art to acing competency-based interviews rooted in understanding your work history and past experiences. The good news is that you already possess everything you need; it’s just about better appreciating what you have to offer and being able to speak confidently.

Understanding competency-based interview questions

Questions in a competency-based interview are designed to probe how you’ve handled situations in the past. Interviewers are interested in the context of the situation, your role, the actions you took, and the outcome. Employers typically assess competencies aligned with the role’s requirements, including teamwork, leadership, problem-solving, and organisational skills.

Preparing for your interview

You must be prepared to tackle the questions we mention below in competency-based interviews. 

Start by researching the most common questions and reflecting on your past experiences where you demonstrated relevant skills. Prepare concise stories highlighting your accomplishments, focusing on situations with clear outcomes that reflect positively on your abilities and work ethic.

Common competency-based interview questions and how to answer them

Employers often rely on standardised questions, so it’s common you will encounter the same questions at different interviews. This makes preparing easier as you can focus on core experiences and tailor them to the roles and industries you’re applying to.

Some companies may ask more specific questions that you won’t have prepared, but if you’ve studied your work history, you should be able to influence the recruiter positively .

Sample questions and answers

Below is a list of competency-based interview questions and answers you may be asked:

Example question:  

“Can you describe a situation where you had to work closely with others on a team? What was your role, and what was the outcome?”

Sample answer:

“In my previous role as a project coordinator, I was part of a team responsible for organising a major corporate event. My role involved liaising between the marketing, finance, and logistics teams to ensure all aspects of the event were synchronised. Despite the tight deadline and differing priorities among departments, I facilitated regular update meetings and created a shared digital workspace for real-time updates and feedback. The event was a success, with a 20% higher attendee satisfaction rate compared to previous years. This experience reinforced the value of open communication and cooperation in achieving team goals.”

“Tell me about a time when you had to lead a project or group. What challenges did you face, and how did you overcome them?”

“As the team leader for a cross-departmental project aimed at streamlining our client onboarding process, I encountered resistance from team members accustomed to the old workflow. To address this, I organised a series of workshops where each department could present their concerns and suggestions. This experience taught me that effective leadership involves empathy, flexibility, and the ability to unite a team around a common goal, even when facing initial resistance.”

Problem-solving

Example question: 

“Provide an example of a challenging problem you encountered at work and how you solved it.”

“In my role as an IT specialist, our company faced a major issue when a software update caused critical systems to malfunction, leading to significant operational delays. Recognising the urgency, I led a task force to troubleshoot the problem. We systematically tested various hypotheses under time pressure. After identifying the bug, I worked overnight with the software vendor to deploy a fix. By the next morning, we had restored full functionality, minimising the impact on our operations. This incident underscored the importance of calm, strategic problem-solving and the value of strong vendor partnerships.”

Top tips to ace competency-based interviews

To stand out in a competency-based interview, you need a strategic approach towards showcasing your skills and experiences. Below are some tips designed to get you prepared  leave a lasting impression on your interviewers:

• Carefully analyse the job posting to identify the core competencies and skills the employer is seeking.
• For each competency, prepare an example using the STAR format (ie structure your answers with the Situation, Task, Action, and Result method) to ensure you provide a structured and complete answer.
• Select examples from your work, education, or volunteer experiences that demonstrate the required skills.
• Rehearse your examples aloud, focusing on delivering them with confidence and enthusiasm.
• Ensure each example concludes with a clear result or learning outcome that highlights your contribution and its positive impact.
• Tailor your responses to the job and company by choosing examples that demonstrate the required competencies and how they can be applied in the new role.
• Be prepared to discuss times when things didn’t go as planned and how you addressed the challenges.
• Be ready to discuss feedback you’ve received in the past and how you’ve used it for personal or professional development.
• Wear the right clothes for the job that also match your skills and experiences.

Head over to the Recruit Ireland job board to find current job opportunities across Ireland. Here you’ll find job descriptions to help you figure out how your experiences relate to what recruiters are looking for.

Final thoughts: Turning interviews into offers

Before any interview, make sure to recheck the job description and tailor your experiences to each role. Using the STAR method will help to prepare you to discuss your work history in a concise and purposeful way.

For more help preparing for a job interview, head to the Recruit Ireland advice centre for actionable information and interviews with real-life professionals from various industries here in Ireland.

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How to Ask Effective Competency-Based Interview Questions

About the Author

Sam is an educator with ten years of mentoring experience and currently specializes in employee engagement and research.

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The VidCruiter Editorial Team offers practical recruitment advice, drawing on insights from seasoned professionals. Our award-winning content, supported by industry specialists, underscores VidCruiter's dedication to innovation in recruitment.

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Competency-based interview questions are designed to assess how well candidates display the critical knowledge, skills, and abilities that underlie effective job performance. Identifying competencies is typically part of the structured interview process, and they are linked to the role and your organization’s values and business objectives.

Table of Contents

• What Are Competency-Based Interview Questions

Types of Competency-Based Interview Questions

• Use the STAR Method for Interviews

How to Evaluate Candidate Responses to Competency-Based Questions

Frequently asked questions, what are competency-based interview questions.

Competency-based interview questions ask candidates to go beyond surface-level answers, allowing you to examine how well a candidate displays core workplace competencies.

However, that assumes two things are already true within your human resources department:

• You have a standardized definition of what “competency” means.
• You have an established competency model that you can use as a foundation for creating competency interview questions.

Before you develop any competency questions, you should create this definitional framework. From there, you can establish a more refined, consistent, and repeatable structure for your interview questions by creating an interview guide .

What Are Competencies?

The National Institute of Health provides an excellent definition of competency: “Competencies are the knowledge, skills, abilities, and behaviors that contribute to individual and organizational performance.”

You can break down your understanding of these competencies by further defining each of those keywords:

Common competencies employers look for include teamwork, responsibility, decision-making, communication, integrity, result orientation, and problem-solving ( PossibleWorks ).

Interviewers and hiring managers assess for competencies using competency-based interview questions and answers. However, the most important thing to remember when asking competency questions is consistency. Structured interviewing ensures that you are able to fairly rate each candidate, and helps to remove bias from the interview process.

Need guidance on developing a structured interview process?

What Is a Competency Model?

A competency model is an extension of the competencies that matter to your organization.

There are two ways to approach the competency model, both of which you may want to consider:

• Create a broadly defined competency model for the organization.
• Create a more refined and specific competency model for each role or job classification.

Either or both of these approaches will work as a foundation for creating competency-based interview questions. While both are useful, creating a competency model for each job classification will be much more time-consuming. However, role-specific competency models may help you better identify the best candidate for each position.

As part of conducting thorough structured interviews, best practice is using a mixture of both models since they offer different benefits. You can incorporate both competency models into your interview question set by asking one or two questions that assess organizational competencies and making the rest specific to the job competencies. This may seem like a lot of work, but you only need to determine organizational and role-focused competencies once, unless you redefine a role or major changes happen on a company level.

Whether your model is broadly defined or role-specific, you should do the following:

Identify the behaviors that are consistent with success based on previous experience.

Provide a detailed list of the knowledge and skills that are critical to success.

Define and show some examples of what the ability to perform a task looks like.

How to Choose Competencies

In structured interview processes, it’s common to use a job analysis to determine what competencies are needed to succeed in the role. The University of Nebraska defines a job analysis as “the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed.”

There are several methods to conduct a job analysis. According to Forbes Advisor , you can distribute a questionnaire, interview past employees, use direct observation, review a work log, or actually perform the job to get firsthand information.

Don’t underestimate the power of a job analysis — it can make your competency questions significantly better at predicting who would be a good hire.

Competency vs. Behavior-Based Interviews

You may have noticed that competency-based interview questions have a behavior aspect to them. It begs the question: Why aren’t behavioral-based interview questions used when you want to assess something more tangible, such as skills, or knowledge?

Behavior is an important part of competency, but it doesn’t represent the whole picture on its own. For example, someone may have an exceptional level of knowledge about the role but may lack the type of workplace behaviors that are critical to success in that role. It’s not an uncommon situation to encounter, especially if you’re hiring for leadership positions. Many candidates have years of experience and would be considered subject matter experts by all rights. Yet they may lack the type of behaviors your organization has found are critical to success in leadership positions.

In that situation, you may ultimately hire that individual as a senior-level contributor, but not into a leadership role.

Respectfulness is a critical leadership behavior

According to research conducted in collaboration with the Harvard Business Review , “respect” emerged as the most important leadership behavior that employees look for within management.

As noted earlier, there are several types of competencies that will underpin the interview questions you create for your interviews. We referred to behavior, skills, knowledge, and abilities as some of the competencies you may want to focus on. However, these are broad categories. You may find it beneficial to take a targeted approach with more granular questions aligned to competencies specific to the job roles for which you are hiring.

For example, you may want to create questions that assess the candidate’s competencies in these areas:

Accountability

Collaboration.

• Communication skills
• Customer focus
• Leadership skills
• Integrity and trust
• Learning and development

To help get you started, below are three common competency-based questions based on specific competencies, plus a short explanation of how to assess a candidate’s response to that question.

When you assess a candidate's competency in accountability, you are looking for their ability to take ownership of tasks, make commitments without excessive hesitation, and deliver on those commitments reliably.

Here’s a question you could ask to assess accountability:

“Can you describe a situation where a project or task you were responsible for did not go as planned? What actions did you take to rectify the situation, and what did you learn from the experience?”

This question seeks to understand how the interviewee handles failure. Did the individual attempt to pass off blame on someone else? Do they take full responsibility for it? You may want to look for certain actions in their response, such as immediately notifying a manager and creating an action plan to solve the issue.

When you assess a candidate's competency in collaboration, you are looking for their ability to work together within a team setting to complete tasks or solve problems.

Here’s a question you could ask to assess collaboration:

"Can you share an example of a challenging team project you've worked on? How did you contribute to the team's efforts, and how did you handle any conflicts or differing opinions within the group?"

This question seeks to better understand not only the level at which an interviewee contributes to a collaborative project but also helps you identify areas where ego may get in the way of collaboration. How the interviewee answers this question could help uncover someone who is a legitimate team player or someone whose only concern is personal gain and career advancement.

Communication Skills

When assessing a candidate's competency in communication, you're looking for their ability to effectively convey ideas, listen actively, and adapt their messaging to different audiences and situations.

Here’s a question you could ask to assess communication skills:

"Can you describe a time when you had to communicate a complex idea or strategy to a team or client who was not familiar with the subject? How did you ensure your message was understood, and what feedback mechanisms did you use?"

This question will help you understand not only the type of communication skills the interviewee prefers to use or is capable of using, but also gives you more insight into what they believe communication means. It can help you align their understanding of and skills in communication with what’s expected within your company.

How to write competency-based questions

If you want to make more competency questions, consider using the same format as above.

• Pick a competency.
• Identify how this compentency is demonstrated in the context of the role you're hiring for.
• Create a question that allows the interviewee to exhibit or reflect on the use of that competency in practice.
• Provide a rationale for how that question helps you understand that candidate’s alignment to that competency.

Using STAR To Answer Competency-Based Interview Questions

Candidates will often use the STAR method to answer competency-based interview questions. It’s a methodical way for candidates to organize their thoughts, make sure they touch on the competencies you mentioned in the job description, and answer questions about their previous experiences without going too off track.

When candidates use the STAR method, it can make it easier to rate their answers and identify the difference between effective and ineffective responses to the question.

STAR stands for…

S ituation: The context or background for a specific event or challenge T ask: The specific responsibility or objective the individual faced A ction: The steps taken to address the situation or complete the task R esult: The outcome or impact of those actions

Here’s an example of how a candidate would use the STAR method to answer a question aimed at evaluating accountability as a competency.

“There was a situation when I was a freelance HR consultant where my  report was not in line with what the client wanted and it was already past the deadline.”

“I met with the client to debrief and see how I could prevent that from happening again. I realized I should’ve asked for samples of their other reports so I could make mine more consistent with what they already do. Lesson learned.”

“As soon as they expressed their dissatisfaction, I had to get the information I needed to get them an updated version of the report.”

“I requested a meeting with my contact, apologized for the confusion and initiated a conversation about what needed to change. I made the changes as quickly as possible.”

In the next section, we’ll explain in more detail effective ways to evaluate STAR interview responses like the one above.

Evaluating responses should be standardized and replicable for each candidate. Consider the following ways to help you conduct fair and equitable interviews.

Use Video Interviews That Allow You to Record Candidate Responses

Video interviewing allows you to refer back to interviews later if you need to rewatch or reassess a candidate’s response to a question.

Conduct Interviews Using a Panel Instead of 1-On-1

Interview panels can at times be intimidating to candidates, but they help remove bias during the hiring process. Past the screening stage, try as much as possible to conduct panel interviews and make sure your panel represents a diversity of backgrounds, experience levels, and perspectives.

Best Evaluation Format for STAR Responses

Because the answers to these questions will have some level of subjectivity, an interview scorecard will reduce biases as you evaluate the responses, especially when combined with a panel. Consequently, this is why events like Olympic sports use multiple judges with set rating criteria to judge an individual performance.

Structured interviews increase success at hiring

Multiple studies show that companies using structured interviews improve their hiring. In summarizing this research, the U.S. Office of Personnel Management explains that structured interviews “increase interviewers' agreement on their overall evaluations by limiting the amount of discretion an interviewer is allowed.”

This means your interview panels will be more successful at identifying the right candidates when your interviews use a structured approach.

What To Look For in Competency-Based Interview Answers

People have different experiences, so you should not expect every answer to be exactly the same. Instead, you should be looking for signs that indicate the person answering the question is doing so honestly.

To that end, when conducting interviews where you’re using competency-based questions, look for the following:

Specificity in the response: Candidates should be able to easily recall and talk in detail about their examples. If it seems like a candidate is having difficulty responding to the question or that the response seems jumbled, it likely means they don’t have an example to give that would adequately address that competency.

Outcome-focused responses: In most cases, your competency questions will be looking to identify an outcome to an example or situation. Your ideal candidates are those who can easily speak to the outcome, whether prompted or unprompted by you.

Transparency: There are times when a candidate may not have an answer to a competency question. It’s just as important for them to be able to admit to that as it is for them to have an example to demonstrate it. Look for that type of transparency and honesty from candidates who know and can admit readily to their limitations.

Alignment with company values or objectives: Ideally, candidates' responses to the competency questions you ask should align with the values and objectives you have for your organization.

Paying close attention to these key look-fors will also help you determine what each point in your rubric should represent and how to properly score candidates when they provide you with answers to your competency questions. The rubric will play an essential role in your structured interview and provide relevant data you can include in your applicant tracking system .

How Do You Structure a Competency-Based Interview Question?

You can create competency-based questions by using the STAR method as a conceptual framework. Use open-ended prompts like "Describe a time when..." or "Tell me about an instance where..." This encourages candidates to reply using the STAR method (Situation, Task, Action, Result). It also makes assessing candidate responses much easier as you can align your rubric around how effectively the answer fits within that same framework.

What Type of Questions Should I Avoid Asking in an Interview?

Avoid asking questions that are too personal, irrelevant to the role, invasive, or discriminatory. Questions that require candidates to talk about their marital status, religion, or personal health should also be avoided. Make sure that your questions fit within the legal framework and employment practices of the country where you're hiring.

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10 Behavioral Interview Questions (With Sample Answers)

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Are you working on your interview preparation and presence? Knowing the types of questions to expect is a cornerstone of confidence building, and Indeed.com’s online Career Guide is a great resource for a range of job search skills information.

This article includes sample behavioral interview questions and answers to help demystify this interview staple.

During a job interview, employers may ask behavioral interview questions to assess how well you handled specific situations in the past and determine your likely behavior in similar situations. Your past performance can offer the hiring manager insight into your competence level. Reviewing answers to typical behavioral interview questions may help you prepare your own responses. 

20 Must-Know Research Assistant Interview Questions (With Answers)

Common Research Assistant interview questions, how to answer them, and sample answers from a certified career coach.

You’re about to embark on a new career journey as a research assistant. But before you get started, you need to make sure you land the job—which means getting through the interview process first.

To help you prepare for your upcoming research assistant interview, we’ve put together some of the most common questions you may be asked and advice on how to answer them. So read on, and make sure you ace that interview!

• What experience do you have conducting research?
• Describe a time when you had to analyze data and draw conclusions from it.
• How do you ensure accuracy and precision in your work?
• Are you familiar with the latest technologies used for collecting, analyzing, and presenting data?
• Explain how you would go about designing an experiment or survey.
• What strategies do you use to stay organized while working on multiple projects at once?
• How do you handle difficult conversations with participants or stakeholders?
• Tell me about a time when you had to present complex information in a way that was easy to understand.
• What methods do you use to verify the accuracy of your results?
• How do you approach troubleshooting technical issues related to research equipment or software?
• Do you have any experience writing grant proposals?
• What is your experience with developing research protocols?
• How do you manage ethical considerations when conducting research?
• Have you ever worked with a team of researchers? If so, what role did you play?
• What strategies do you use to keep up with the latest developments in your field?
• How do you prioritize tasks when faced with competing deadlines?
• What techniques do you use to ensure confidentiality when dealing with sensitive data?
• How do you handle unexpected changes in the scope of a project?
• What challenges have you encountered when working with large datasets?
• Describe a time when you had to explain complex research findings to a non-expert audience.

1. What experience do you have conducting research?

Research assistants are expected to have a thorough understanding of research methods and processes. By asking this question, the interviewer can get a sense of your past research experience and how you approach research projects. They’ll also be able to assess your level of expertise in areas such as data collection, analysis, and reporting.

How to Answer:

Be prepared to discuss any research experience you have, such as projects you’ve worked on in school or at past jobs. Talk about the methods and processes you used to conduct the research and how you evaluated its success. If you don’t have much formal research experience, talk about other experiences that demonstrate your ability to gather data, analyze it, and draw meaningful conclusions from it.

Example: “I have extensive experience conducting research for both academic and professional projects. During my undergraduate studies, I completed a year-long independent research project on the impact of climate change on local ecosystems. I developed a comprehensive plan to collect data from various sources, including field observations and interviews with experts in the area. After analyzing the data, I presented my findings at an international conference. In addition, I’ve worked as a research assistant at two different organizations, where I conducted background research for reports and presentations and provided support for ongoing research projects.”

2. Describe a time when you had to analyze data and draw conclusions from it.

Research assistants are expected to be able to analyze data and draw conclusions from it. This is a key part of the job, and the interviewer will want to know that you have the skills to do this. The interviewer is also likely to be interested in knowing how you go about analyzing data and drawing conclusions, so be prepared to explain your process.

Start by describing a specific time when you had to analyze data and draw conclusions from it. Explain the context of the situation, such as what type of data it was and why you were analyzing it. Then, explain your process for analyzing the data and drawing conclusions from it. Be sure to mention any tools or techniques that you used in the process. Finally, explain the results of your analysis and how you used them.

Example: “I recently had to analyze a large dataset for a research project I was working on. To ensure accuracy and precision, I first double-checked all the data entry and ran a series of tests to make sure that everything was correct. Then, I created several graphs and charts to visualize the results, which helped me draw more meaningful conclusions from the data. Additionally, I developed an organized system to track my progress as I worked through the data analysis, so I could always refer back to it if needed. In the end, I was able to identify key trends in the data and present them to the team.”

3. How do you ensure accuracy and precision in your work?

Research assistants need to be detail-oriented and meticulous. This question is an opportunity for you to demonstrate your knowledge of research methods and the steps you take to ensure that the data you’re collecting is accurate and reliable. The interviewer will want to understand the strategies you use to double-check your work and catch any potential errors.

You should be able to explain the steps you take to ensure accuracy and precision in your work. Be sure to mention any specific methods or tools that you use (e.g., double-checking data entry, using a particular software program). You can also talk about how you check for errors before submitting your work, such as having someone else review it or running a series of tests. Additionally, emphasize any processes you have in place to help you stay organized and on track with your research.

Example: “I understand the importance of accuracy and precision when conducting research, so I take a few steps to ensure that my work is high-quality. Firstly, I double-check all data entry before submitting it. Additionally, I use software programs like SPSS to run statistical tests on the data so that I can make sure everything is accurate. Finally, I review my work with colleagues or supervisors for an extra set of eyes to catch any potential mistakes.”

4. Are you familiar with the latest technologies used for collecting, analyzing, and presenting data?

Research assistants must be able to use the latest tools and technologies to collect, analyze, and present data in a meaningful way. They must be familiar with the most up-to-date methods of data collection and analysis, and have the skills to use them. This question allows the interviewer to assess the candidate’s knowledge and skills in this area.

To answer this question, you should be prepared to discuss your experience with using the latest technologies for data collection and analysis. Talk about any tools or software that you have used in the past, as well as any courses or certifications you may have taken related to data science or analytics. If you don’t have much experience, focus on your willingness to learn new technologies and how quickly you can pick up new skills.

Example: “Yes, I am familiar with the latest technologies used for collecting, analyzing, and presenting data. I have experience using several different software programs, such as SPSS and Tableau, to collect and analyze data. I also have a certification in Data Science from XYZ University that covers data collection, analysis, and visualization. Additionally, I’m always eager to learn new tools and technologies so I can stay up-to-date on the latest trends.”

5. Explain how you would go about designing an experiment or survey.

A research assistant should have the skills to take a research question, create a plan to answer it, and then execute that plan. This question will help the interviewer understand your ability to work independently, think critically, and develop a research strategy that will yield reliable and useful data. In addition, they will want to assess your experience and knowledge in designing experiments or surveys and the methods you would use to collect data.

Start by describing the steps you would take to design an experiment or survey. Some of these steps might include: defining the research question, creating a hypothesis, determining the sample size and population, selecting the sampling method, designing the questionnaire or experiment, pilot testing the survey/experiment, collecting data, analyzing results, and drawing conclusions from your findings. Explain how you have used each step in past research projects, emphasizing any successes or challenges you faced. Finally, be sure to mention any software programs or tools you’ve used that can help with data collection or analysis.

Example: “When designing an experiment or survey, I always start by defining the research question and creating a hypothesis. From there, I select an appropriate sample size and population that will provide reliable results. After that, I determine the best sampling method for my data collection needs. Then I design the questionnaire or experiment and pilot test it to make sure everything is working as intended. Finally, I collect the data and use various software programs and tools to analyze the results and draw conclusions from my findings.”

6. What strategies do you use to stay organized while working on multiple projects at once?

Research assistants have to juggle a lot of tasks, often with tight deadlines and strict requirements for accuracy. Interviewers want to know that you can stay organized and prioritize your work in a way that ensures you’re meeting deadlines, staying on top of the details, and doing the work to the best of your ability.

To answer this question, you should provide a few examples of the strategies you use to stay organized. These can include things like breaking down tasks into smaller chunks and setting deadlines for yourself, creating lists or spreadsheets to track progress on projects, using calendar reminders to keep up with due dates, and taking detailed notes to ensure accuracy. You should also describe any tools or systems you use to help you stay organized, such as project management software or task tracking apps.

Example: “I use a few different strategies to stay organized while working on multiple projects. I like to break down tasks into smaller chunks so that it’s easier to keep track of progress, and I set deadlines for myself to make sure I’m staying on top of things. I also create lists or spreadsheets to help me visualize what needs to be done and when, and I use calendar reminders to ensure I don’t miss any important due dates. To help stay organized with details, I take detailed notes and use project management software to track progress on each task. This helps me stay focused and ensures I’m meeting all the requirements for accuracy.”

7. How do you handle difficult conversations with participants or stakeholders?

Research assistants often have to interact with a variety of people, from research participants to stakeholders. Interviewers want to know that you know how to handle difficult conversations and that you have experience dealing with difficult people. They will also want to know how you handle projects and tasks that you may not feel comfortable with or that push you out of your comfort zone.

Start by talking about a difficult conversation you had in the past and how you handled it. Make sure to emphasize any strategies you used to de-escalate the situation, such as active listening or asking open-ended questions. You can also talk about how you manage your stress levels when dealing with difficult conversations, such as taking breaks or using deep breathing exercises. Finally, make sure to emphasize that you are always willing to take feedback from others and use it to improve your performance.

Example: “I have had to handle difficult conversations with research participants and stakeholders in the past, and I am always mindful of how I approach such conversations. I use active listening techniques to ensure that everyone feels heard and understood, and I ask open-ended questions to better understand their point of view. I also make sure to take breaks when needed, so I can remain calm and collected throughout the conversation. And, if necessary, I will reach out to colleagues or supervisors for additional guidance on how to best handle the situation. Ultimately, my goal is to be respectful, professional, and empathetic while still getting the job done.”

8. Tell me about a time when you had to present complex information in a way that was easy to understand.

Research assistants are expected to be able to take complex information and summarize it in a way that is easy for the rest of the team to understand. By asking this question, the interviewer is looking to find out if you have the ability to take complex concepts and break them down into accessible chunks. They are also looking for evidence that you can communicate information in a clear and concise manner.

Start by describing the project you were working on and the complexity of the information. Then explain how you took that complex data and broke it down into more digestible pieces for your audience. Focus on the tactics you used to make sure that everyone was able to understand the information, such as using visuals or analogies. Finally, provide an example of how your presentation helped the team achieve its goals.

Example: “I recently worked on a project to analyze the impact of a new tax policy on small business owners. The data was incredibly complex and it was difficult to explain the implications of the policy in a way that was easy to understand. To make sure everyone was on the same page, I broke down the information using visuals and analogies, which made it easier for the team to understand the implications of the policy. My presentation helped the team to better understand the data, which allowed us to make more informed decisions about the policy.”

9. What methods do you use to verify the accuracy of your results?

This is an important question for anyone in a research role. It shows the interviewer that you understand the importance of accuracy and quality in data-driven research, and that you have a process for ensuring the integrity of your results. It also shows that you have the technical skills and critical thinking abilities needed to be successful in the role.

You should be able to explain the methods you use to verify the accuracy of your results. This could include double-checking your data, using multiple sources to cross-reference information, or running tests on the data to ensure it is valid. You can also discuss how you use quality assurance techniques such as peer reviews and audits to make sure that all results are accurate. Finally, if you have experience with any statistical software programs, mention those as well.

Example: “I use a variety of methods to verify the accuracy of my research results. First, I always double-check my data to make sure that it is correct. Then, I use multiple sources to cross-reference information to ensure that it is accurate. I also run tests on the data to make sure that it is valid. Additionally, I use quality assurance techniques such as peer reviews and audits to make sure that all results are accurate. Finally, I have experience with statistical software programs, such as SPSS and SAS, which I use to analyze the data and verify the accuracy of my results.”

10. How do you approach troubleshooting technical issues related to research equipment or software?

Research assistants are often tasked with troubleshooting technical issues that arise with research equipment or software. The interviewer wants to know that you have the knowledge, problem-solving skills, and experience to identify and resolve such issues quickly and effectively.

The best way to answer this question is to provide a real-life example of how you have successfully troubleshot an issue in the past. Explain the steps you took to identify and resolve the problem, including any research or resources you consulted to help you find the solution. If you don’t have prior experience with this type of situation, explain how you would approach it by breaking down each step logically. Be sure to emphasize your problem-solving skills and ability to think critically when tackling complex issues.

Example: “When I encounter a technical issue related to research equipment or software, I like to start by breaking the problem down into its component parts, so I can better understand what is causing the issue. I then use my research and technical skills to identify potential solutions and test them until I find the one that works. For example, when I was working as a research assistant, I encountered an issue with a piece of lab equipment. After doing some research to understand the issue, I identified a potential solution and tested it. After a few iterations, I was able to successfully resolve the issue and get the lab equipment working properly again. I believe my problem-solving skills and ability to think critically will be an asset in this role.”

11. Do you have any experience writing grant proposals?

Grant-writing is an essential part of the research assistant’s role. It’s important to understand the structure of a grant and how to write one that is compelling and properly formatted. Interviewers will want to know if you have the experience necessary to efficiently and effectively write grant proposals, as it can be a time-consuming task.

Talk about any experience you have writing grant proposals, such as the number of grants you’ve written or how many were successful. If you don’t have direct experience with this task, discuss any related experiences that demonstrate your ability to write persuasive and well-structured documents, such as research papers or other professional documents. Additionally, if you have experience working with budgets or managing financials, this is a great time to mention it since these skills are often required for grant-writing.

Example: “I have experience writing grant proposals, having written several successful grants for my previous research position. I understand the importance of creating a compelling argument and I’m familiar with the structure and formatting needed for a successful grant proposal. Additionally, I’ve had experience preparing budgets for grants and managing financials, which I believe makes me an ideal candidate for this role.”

12. What is your experience with developing research protocols?

Research protocols are the detailed instructions used to conduct research. The interviewer wants to know that you have the experience and knowledge to develop a clear research plan, which includes collecting data, analyzing results, and writing up the findings. It’s important to have experience in this area as it’s a key part of the research assistant job.

Be prepared to discuss your experience with developing research protocols. Talk about the skills you have that would be helpful, such as conducting literature reviews, designing experiments, and writing up results. You should also mention any courses or certifications you’ve taken related to research protocol development. Finally, provide a few examples of successful research protocols you’ve developed in the past.

Example: “I have extensive experience developing research protocols, including conducting literature reviews, designing experiments, and writing up the results. I have a degree in psychology and have taken a number of courses in research methodology, so I’m familiar with the process. I’ve also developed several successful protocols for research projects in the past. For example, I worked on a project that examined the effect of various parenting styles on children’s academic performance. I designed an experiment, collected data, and wrote up the results. The project was a success and the findings were published in a leading journal.”

13. How do you manage ethical considerations when conducting research?

Research assistants are responsible for a variety of tasks, including data collection, data analysis, and report writing. But they also need to be aware of ethical considerations—which can include topics like confidentiality, privacy, and data security. By asking this question, the interviewer is trying to get a sense of your understanding of ethical research practices and whether you can be trusted to handle sensitive information in a responsible way.

It’s important to show that you understand the importance of ethical research practices and can be trusted to handle sensitive information in a responsible way. Talk about any experience you have with managing confidential data or conducting research in an ethical manner, such as following protocols set by your organization or adhering to industry standards. You should also emphasize how you go above and beyond to ensure the safety of the data you are collecting and analyzing.

Example: “I take ethical considerations very seriously when conducting research, and I always make sure to adhere to the protocols and standards set by my organization or industry. I understand the importance of protecting confidential data, so I always take extra steps to ensure that the data I’m collecting and analyzing is secure. For example, when conducting interviews, I make sure to get consent from the participants, and I use secure data storage and encryption methods when handling sensitive information. I also make sure to stay up to date on the latest industry guidelines and regulations so that I can ensure my research is compliant with all applicable laws.”

14. Have you ever worked with a team of researchers? If so, what role did you play?

Working with a team of researchers requires a certain set of skills, and it’s important for the interviewer to get a sense of how you interact with others and the role you’re likely to take on in such a situation. This question also helps the interviewer understand the scope of your research experience, as well as the types of projects you’ve been involved in.

Explain any research teams you’ve been a part of, and what your role was in the project. If possible, give examples of how you contributed to the team’s success. You might also explain how working on a team has helped you develop certain skills, such as communication or collaboration. Be sure to emphasize any leadership roles you may have had, as well as any successes that were achieved as a result of your work with the team.

Example: “I worked on a team of researchers at the University of Chicago studying the effects of climate change on coral reefs. I was responsible for conducting data analysis, leading the team in developing research protocols, and ensuring the accuracy of our findings. I was also the primary liaison between our team and other research groups, coordinating our efforts with theirs and keeping everyone on the same page. I’m proud to say that our research was published in a prestigious journal, and I believe my experience working with a team of researchers has given me the skills and knowledge to be a successful Research Assistant here.”

15. What strategies do you use to keep up with the latest developments in your field?

Research is a constantly changing field, and as a research assistant, you’ll need to stay up to date on the latest developments in your industry. This question is meant to gauge your ability to stay on top of the latest news and trends. It also shows the interviewer that you understand the importance of staying informed and are willing to put in the work to do so.

To answer this question, you should talk about the strategies you use to stay informed. This could include reading industry publications and blogs, attending conferences or seminars, subscribing to newsletters, or following experts on social media. You can also mention any research projects you’ve been involved in that have kept you up-to-date on the latest developments. Finally, be sure to emphasize your willingness to learn new things and adapt quickly to changes in the field.

Example: “I stay up to date on the latest developments in my field by reading industry publications, blogs, and newsletters. I also attend conferences and seminars to stay informed and network with other professionals. I’m also very active on social media, following experts in my field to get the latest insights. Additionally, I’m always looking for opportunities to stay involved in research projects, which helps to keep me up to date on the latest developments. All of this helps me to stay informed and adapt quickly to changes in the field.”

16. How do you prioritize tasks when faced with competing deadlines?

Time management and organization are key components of any research role. The interviewer wants to understand how you handle the pressure of competing deadlines and how you prioritize tasks to ensure that you meet all deadlines. This question is also a great opportunity to demonstrate your ability to think on your feet and come up with creative solutions.

Talk about a time when you had to prioritize tasks under pressure. Describe the process you used and how it worked out for you. Explain what you learned from that experience, such as which strategies are most effective in managing competing deadlines. If possible, provide an example of a successful project where you managed multiple deadlines successfully. Showcase your ability to be organized, efficient, and creative when faced with tight deadlines.

Example: “When I’m faced with competing deadlines, I prioritize tasks in a few different ways. First, I make sure that I have a clear understanding of the deadlines for each task and the importance of each task. Then, I break down the tasks into smaller, more manageable chunks and set realistic goals for each chunk. This helps me to stay organized and focused on completing the tasks. Finally, I use creative strategies to help me stay on track, such as setting reminders or enlisting help from other team members. I was able to successfully manage competing deadlines on a project last year by using these strategies. I was able to complete the project on time and within budget, which was a great success.”

17. What techniques do you use to ensure confidentiality when dealing with sensitive data?

This question is important to assess the level of responsibility a candidate has when dealing with sensitive data. It also helps the interviewer understand the candidate’s knowledge of best practices in research, data collection, and analysis. The candidate should be able to explain their process for ensuring the confidentiality of data and the steps they take to protect it.

To answer this question, you should explain the methods and processes that you use to protect data. You can start by discussing your understanding of the importance of confidentiality when dealing with sensitive data. Then, you can discuss the steps you take to ensure that the data is kept confidential. These could include using secure networks, encryption software, and password protection for all research documents. Additionally, you can mention any policies or procedures that you follow to maintain data security.

Example: “I understand the importance of protecting confidential data and take steps to ensure that it remains secure. I use secure networks, encryption software, and password protection to protect all research documents. Additionally, I follow all relevant policies and procedures to maintain data security. I also take the extra step of regularly auditing my systems and processes to ensure that the data remains secure and confidential.”

18. How do you handle unexpected changes in the scope of a project?

Research assistants often have to work with a lot of different people and juggle multiple tasks. Being able to handle unexpected changes in the scope of a project is a valuable skill, since research projects can often take unexpected turns or require additional work. This question helps the interviewer gauge how you handle changes and how you work with other people to get the job done.

To answer this question, talk about how you handle changes in a project. Do you stay calm and organized? Are you able to adjust quickly? Do you communicate well with team members if the scope of a project changes? Talk about specific examples of times when you had to adapt to unexpected changes in a project and how you handled it. Showing that you can remain flexible and focused on completing the task is key.

Example: “I’m very adaptable and have a lot of experience dealing with unexpected changes in projects. I always stay calm and organized even when things don’t go as planned. I’m also very good at communicating with team members and stakeholders to ensure that everyone is on the same page and that we’re all working towards the same goal. For example, I was working on a research project for a client last year and midway through the project, they changed their requirements. I was able to quickly adjust the project timeline and communicate the changes to the team to ensure that we stayed on track and delivered the project on time.”

19. What challenges have you encountered when working with large datasets?

Research assistants are often tasked with handling large and complex datasets. This question is meant to test your knowledge of data analysis and your ability to identify and solve any potential issues that may arise. By asking this question, the interviewer can get an idea of your problem-solving skills and your familiarity with working with large datasets.

You should be prepared to discuss the challenges you have faced when working with large datasets, such as data cleaning, missing values, outliers, and other issues. You can also talk about how you overcame these challenges and any strategies or techniques you used to ensure accuracy in your analysis. Additionally, if you are familiar with specific software or tools that you use for data analysis, it is a good idea to mention them as well.

Example: “When working with large datasets, one of the biggest challenges I have faced is data cleaning. I have had to manually identify and remove erroneous or incomplete data, as well as identify and correct any outliers. To do this, I have used various tools such as Excel and SPSS to clean and organize the data. I have also used Python to automate this process and to ensure accuracy in my analysis. Additionally, I have had to develop strategies to deal with missing values and ensure that the results of my analysis are meaningful and reliable.”

20. Describe a time when you had to explain complex research findings to a non-expert audience.

Research assistants are often tasked with communicating complex research findings to people who don’t have the same level of knowledge or expertise in the subject area. This question is designed to assess your ability to explain complex concepts in a way that is understandable to a lay audience. It also gives the interviewer an idea of your communication skills and your ability to distill complex topics into simple terms.

Before you answer this question, take a moment to think about a time when you had to explain complex research findings to someone who wasn’t an expert. You can talk about the context of the situation and what steps you took to make sure that the person understood your explanation. Describe how you used visual aids or analogies to help them understand the concepts better. Finally, be sure to mention any positive feedback you received from the audience after your explanation.

Example: “I once had to explain the results of a research project to a group of non-experts at a conference. I started by breaking down the research into simple terms and then I used visuals to help illustrate my points. I also provided examples to help make the concepts more relatable to the audience. After my presentation, I received a lot of positive feedback from the audience, which was very encouraging. I was also able to answer any questions they had and provide more information if they needed it.”

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