An interview has always been one of the most effective ways in the recruitment process of organizations. It is a method of getting to know the applicant even better as well as gauging the skills of the person.
Normally, companies that are in search of potential candidates for certain positions conduct interviews aside from written or online exams. In order to make wise and smart selection of good candidates, employers nowadays employ the competency-based manner of interviewing. It is different from a normal or regular interview in a way that it focuses on the individual’s core skills and attributes more than just factual or personal information.
As a job applicant, an individual must prepare well for such type of interview especially if aiming to work in a large and well-established company. One of the things to get ready for is to learn the types of questions asked in competency-based interviews. How different do these questions make from a typical interview? Information regarding this will be provided below.
Competency-Based Questions Aspects
Apparently, questions in a competency-based interview will be more of situational and behavioral in approach. Most of these questions will be summarized in the following aspects:
a. Initiative in Problem Solving
A potential employer may ask how normally resolve difficult issues in the workplace. The questions may also gauge creativity in solving problems with limited resources and information.
b. Achievements and Accomplishments
The employer may want to know about an applicant’s most important personal and professional accomplishments and how this person was able to achieve them.
c. Difficulties and Challenges
An applicant will be asked about the most challenging or difficult incident handled in his career. In a more detailed manner, the applicant may be asked regarding the most difficult person he has dealt with at work, why it is difficult to work with that person, and the manner by which the issue was resolved or compromised.
The employer will ask an applicant to share an example or experience wherein leadership was demonstrated in a particular situation. Even with entry-level job applicants, the interviewer will still ask questions about leadership.
Examples of Competency-Based Questions
Depending on the type of job and the kind of company the candidate applies, the interviewer will design the questions based on competency. Here are some examples of competency-based questions during an interview:
a. Leadership Competency
• How do you define leadership as a skill?
• What are the character traits of a true leader? How are these demonstrated?
• Cite an example of a situation wherein you demonstrated leadership.
• How do you settle differences among team members?
• What were your shortcomings as a leader of a group?
b. Communication Competency
• How do you establish a good conversation with others?
• What makes an ideal way of communicating with people?
• How do you communicate complex information to people in a simplified manner?
• Mention a situation wherein you had to convince or persuade others.
c. Customer Service Competency
• How do you normally handle customer complaints?
• How do keep a cordial relationship with customers?
• How do create customer satisfaction?
• Have you ever gone the extra mile for a customer even if the issue is beyond your scope of work?
• Cite a situation wherein you had to say ‘no’ to a customer request.
d. Organizational Competency
• Tell us how you prioritize projects and workloads and how you handled your tasks effectively.
• How do you manage daily tasks?
e. Decision Making Competency
• Do you make decisions on your own or do you consult others first?
• How do you make a decision-making process?
• How do you deal with a situation that requires an immediate decision?
f. Creative Problem Solving Competency
• How do you normally react to problems?
• What is your comfortable way of addressing problems?
• Share a situation wherein you provided a creative solution to a problem at work.
g. Interpersonal Competency
• How do you manage to keep a good working relationship with office colleagues?
• What are your ways of managing conflicts?
• What is the impact of creating cordial relationships with colleagues to your professional life?