Competency-based Interviews
Competency-based (or behavioural) interviews are based on the premise that past behaviour is the best predictor of future behaviour. Interviewers seek to obtain information about candidates past behaviour in certain situations. Competency-based interviews are structured, with questions that relate directly to the essential criteria and competencies required for the post. Research into recruitment and selection methodology suggests that structured, competency based interviews can be one of the most reliable and accurate forms of assessment.
Competency-based interview questions have been used for selection, but have not always been labelled as such. This style of interviewing is usually only one part of the interview process and often a more informal interview is held separately to discuss the CV in a chronological approach.
A good recruitment and selection interview should assess candidates against each essential criteria or competency, asking questions about:
• Past behaviours and performance
• Learning from past behaviours
• Future adaptability to new post
• Knowledge and understanding of issues in relation to the post
What does the interview focus on?
Most interviews will focus on four – six or so key areas. These will mostly be competencies, but may also include other knowledge-based essential criteria for example leadership, teamwork, conflict, motivation, creativity and technical skills related to the job spec. They will be focused on those competencies which are most important for the particular job. You may also be required to meet other, specific essential criteria. This could be an in-depth knowledge of a
particular area or experience of working in a similar role previously.
What should I expect in the interview?
Competency-based interview questions are slightly different to the style you may be used to. They will tend to focus on past situations and your behaviour in those situations. Questions are likely to start with: “Please give me an example of when. . .” or “Please describe an occasion…” etc.
Example Questions include:
• Conflict & Pressure
• Give an example of an instance when you have had an argument with someone at work?
What was the outcome?
• How do you react if your boss asks you to do something which conflicts with your own
deadlines?
• Delegating
• Explain a mistake you have made in delegating- what were the consequences?
• In what instance would you delegate a task?
• What are the advantages of delegating?
• Team Work
• Do you prefer to work alone or in a group?
• When you joined your last company, how did you get on with your co-workers?
Contact us to find out more about how our skilled recruitment team can help you take the next step in your accounting or finance career. You can also browse our current vacancies, learn more about Profile or register as a candidate to get your recruitment started with Profile.
Further Resources:
Guide to Assessments & Testing