How to handle competency based questions

1. How to handle competency based questions By Emeka Maddy RICR

2. Introduction • What is a competency based question • Where are you likely to find these questions • Samples questions • Bad example answers • Good example answers • Structure of good example answer • General tips • Conclusion

3. What is a competency based question • It is a question or series of questions designed to assess a specific skill set (i.e. communication, problem solving or persuasion) • The questions assess previous behaviour or situation based behaviour • The assumption is that past behaviour is a predictor of future behaviour

4. Where are you likely to find these questions • Interviews face to face • Application forms • Phone interviews

5. Example of competency questions • These questions are designed to target the skills that will be used on the job and are found in the following format: • Describe a time when you have demonstrated... • Describe a situation where you ... • Tell me about an occasion where... • For more examples please click here

6. Sample questions

7. Bad answers • Question: Tell me of a time when you have had to coordinate work for another person or group. • Answers- I have never done that before ( not a valid response does not answer the question) • There was a time when as a group we shared the work out depending the strengths of the individuals. ( does not asses individuals performance in task)

8. Good example • Question: Tell me of a time when you have had to coordinate work for another person or group. • Answer: Whilst I was working at Company XXX, I was asked to delegate some work during a team meeting. I assigned each task to an individual and agreed for the work to be completed by that coming Friday. This ended with all tasks being completed by the next team meeting and reducing stress level and workload for the team.

9. Structure/break down of good example • Whilst I was working at Company XXX,(set the scene) • I was asked to delegate some work during a team meeting ( reference the skill being used) • . I assigned each task to an individual and agreed for work to be completed by that coming Friday. ( Tell them what you did) • This ended with all tasks being completed by the next team meeting and reducing stress level and workload for the team. (what was the end result)

10. General tips • When answering your question use the CAR approach- C ( context i.e. set the scene) A ( action, what did you do) R ( results, what happened). • Review the job description for list of skill required for the role. • Keep your examples simple and relevant to the question • Don't give to much detail but be clear and concise with your answers • Write out and memorise your answers. • Practice your answers with another person • Finally practice, practice practice

11. Conclusion • Competency question assess your skill set based on you previous behaviour • Always answer the question directly based on Your previous experience • Use the C-A-R approach when tackling competency based questions • Keep it simple, relax and be confident • Use word document provided for more questions and advise. • Any further question contact me at www.CRAhub.com

12. References • http://www.kent.ac.uk/careers/compet/skillquest.htm • http://www.interview-skills.co.uk/competency-based-interviews-questions.aspx • http://www.communitycare.co.uk/2012/09/06/how-to-answer-competency-based-interview-questions/#.UnawqXCThA0 • http://www.jobs.ac.uk/careers-advice/interview-tips/1631/competency-based-interview-techniques