Competence-based interviews

In these interviews, the organisation works out the necessary competences needed for the job and then examines whether you match the criteria. Find out how to match your skills to the job.

Competence-based interviews are designed to let you show off your skills, so that your interviewer can find out whether you match their selection criteria. Structured interviews attempt to ensure objectivity so all candidates are asked more or less the same questions and scored on their responses. For each question you will be given a score depending on how well you have demonstrated your competence. They often involve a behavioural approach – you’re asked to give evidence of your competence by describing past experiences. The logic is simple: past performance is the best guide to future success.

Be prepared

Structured interviews can be taxing, but you shouldn’t be caught unawares if you work out the employer’s selection criteria beforehand. The job specification or advert should list required skills, and company websites often list key competences. Take a look and think about how you could demonstrate the skills using different parts of your life. Aim to come up with a different example for each competence, using your studies, work experience and extra-curricular activities. Even if your group project involved teamwork, organisational skills and a presentation, just use it to talk about one of them – and perhaps mention the team skills you learned in a sporting activity. The interviewer will want to hear about your personal contribution – what was your role, how did you feel, what did you learn? You may find it helpful to use the STAR approach to answer questions:

Situation: give the interviewer a context by describing the situation.
Task: what was your goal?
Action: tell the interviewer what your specific actions were.
Result: the end result – make sure it shows you in a good light, even if the overall project was not a success.

Hypotheticals

Questions in a competence-based interview are not exclusively based on behavioural evidence. It’s quite likely that you’ll be asked some hypothetical questions too, where you’ll be asked to say what you would do in a given situation. You will be given a scenario that you might face at work, and asked how you would respond. Again, you’ll be scored on your reply. Situational questions can give you valuable insight into the job, as they indicate issues you might come across if you’re accepted. You may also be asked more general questions, such as ‘what makes a good organiser’. You may find that the questions are very detailed and the questioning persistent, but don’t feel pressured. The interviewer wants to find out as much as possible, to see whether you suit the job. Your interviewer may challenge your statements. They are not getting at you, but are trying to see how well you can argue. Keep calm, look them in the eye and stick up for yourself. Probing questions are actually a good sign, as they show that you’ve ‘passed’ the easier stages.

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