Behavioral/Competency-based interviewing
Behavioral or competency-based (terms often used interchangeably) interviews are based on the premise that past performance is the best predictor of future performance. The questions in a behavioral or competency-based interview are designed to reveal the extent to which the candidate exhibits the knowledge, skills, abilities, or characteristics of the desired behavior/competency.
Competencies are a collective of specific knowledge, skills, abilities, and characteristics learned and developed over time or through specific experiences. Competencies are not just about what a candidate knows, but how candidates apply what they know to meet the job expectations.
Identifying and defining the specific competencies needed to perform the essential duties in each position will help set clear expectations for the role, provide flexibility as needs and technology evolves, and provide a foundation for equitably assessing whether or not a candidate is the best fit for the role.
Technique
Effective use of this technique will increase the likelihood that the candidate selected will possess both the skill set and values essential to the success of your team. Consider using the interviewing tools below in conjunction with other technical questions you may use or develop your own behavioral or competency-based interviews by first identifying and defining the essential competencies or behaviors required to be successful in the role prior to developing interview questions.
Then develop the interview questions, which should correlate with specific behaviors or competencies.
Interviewing tools
The tools below provide interview questions for behaviors or competencies typically associated with specific job families. To find an applicable interview tool, identify the most appropriate job family for the job you are recruiting for and then download the corresponding interview tool.
For assistance in understanding the use of these tools and in customizing them for your position, contact your employment representative. When asking behavioral/competency based questions, candidates should provide complete answers, not generalized answers. The interviewer should strive to obtain a STAR (Situation or Task, the candidate’s Actions, and the Result of those actions), or an EAR (Example, the candidate’s Actions, and the Results). The Planning and Conducting Candidate Interviews (MS Word) guidance document provides more information on the EAR approach to interviewing, as well as guidance on identifying competencies and questions and developing a scoring matrix.
Note: Behavior or competency-based interviews often requires the candidate to “Think about an example” or provide “specific details and steps”. Let the candidate know that taking a minute or two is okay.
FAQs
When asking behavioral/competency based questions, candidates should provide complete answers, not generalized answers. The interviewer should strive to obtain a STAR (Situation or Task, the candidate's Actions, and the Result of those actions), or an EAR (Example, the candidate's Actions, and the Results).
What is a competency-based approach to talent management? ›
By focusing on specific competencies rather than vague or subjective performance measures, this performance management technique helps to ensure that you evaluate employees fairly and consistently and that they have a clear understanding of what you expect of them in their roles.
How do you prepare for a behavioral competency-based interview? ›
5 Tips To Ace a Behavioral-Based Interview
- 1 – Be clear and concise with your communication, yet specific. A way to navigate this is through the STAR/CAR format. ...
- STAR:
- CAR:
- 2 – Do your research. ...
- 3 – Create a narrative of your past experiences. ...
- 4 – Demonstrate results. ...
- 5 – Ask questions.
Behavioural interview questions are asked to understand the way a candidate works and their potential team fit. Competency interview questions are asked to assess the specific skills and knowledge a candidate possesses that are relevant for the job.
What is an example of a behavioral competency interview question? ›
Describe a situation when you had to lead a group to accomplish a specific job. Tell me about a time when you made an unpopular decision. you successful? Describe a time when you led or motivated others.
What are the three C's of talent management? ›
The 3 Cs - Competency, Commitment, and Contribution - are inseparable in the realm of talent management. By prioritizing these elements, organizations can build high-performing teams and establish a culture of continuous growth and innovation.
What are the three approaches to talent management? ›
Acquire – Employer branding, recruitment, onboarding. Assess – Talent analytics, succession planning and assessments. Develop – Workforce planning, culture at work, engagement and retention practices. Deploy – Goal alignment, career-path planning, learning and development, and performance management.
How do you pass a competency-based interview? ›
Tips for competency based interviews
- Preparation. As with any interview, preparation is key. ...
- Rehearse your answers. Answers to competency based questions need to be delivered in an articulate, detailed and structured way. ...
- Pay attention to the interviewer. ...
- Try to anticipate questions before they are asked. ...
- Be yourself.
Competency-based interview questions
- 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. ...
- What has been your biggest achievement to date?
Behavioral Interview Questions and Sample Answers
- How do you handle a challenge? ...
- Have you ever made a mistake? ...
- Give an example of how you set goals. ...
- Give an example of a goal you reached and tell me how you achieved it. ...
- Describe a decision you made that wasn't popular, and explain how you handled implementing it.
Using the behavioural interviewing technique, employers ask questions testing the specific skills and competencies required for the role. They'll expect examples of previous experience and achievement to demonstrate evidence of the skill in your answer.
What do you say in a behavioral interview? ›
How to nail a behavioral interview
- Situation: “Describe and provide relevant details of your example, explain the context of the situation and why it connects to the question.”
- Task: “Describe your role in the situation. ...
- Action: “Explain how you addressed the situation and what steps you took to overcome the challenge.
Behavioral interview questions are non-technical, focused on you, and 100% something you can prep for in advance. You actually have the answers already. We just need to find the right stories and polish them up a bit.
How do you structure a behavioral interview? ›
Describe the situation that you were in; explain the task you had to complete; describe the action you took; close with the result of your efforts. Listen to the interviewer and ask questions if you need to. Don't be afraid to ask for clarification before you answer. Remember that there are no right answers.
What is an example of behavioral based interview? ›
The most common behavioural interview questions and answers
Tell me about a time when you failed. Give me an example of when you had to assume leadership for a team. What is the most difficult/ challenging situation you've ever had to resolved in the workplace? Tell me about a time when you disagreed with a supervisor.
What is meant by competency-based approach? ›
The competency-based education (CBE) approach allows students to advance based on their ability to master a skill or competency at their own pace regardless of environment. This method is tailored to meet different learning abilities and can lead to more efficient student outcomes.
What is the competency approach in management? ›
Competency management is the process of identifying key skills (competencies) required for employees to help hit a business' goals and long-term objectives.
What is a competency approach in HR? ›
According to the competency approach to human resources management, the se- lection and recruitment of employees focuses on the performance rather than on the content of the work. It means that each job has to have defined its profile of competencies and performance criteria.
What is a competency-based approach in hiring? ›
Competency-based hiring places a premium on candidates who showcase adaptability as a trait. By recruiting individuals who are open to change and adept at learning new skills, companies ensure that their workforce can seamlessly navigate shifting landscapes and contribute to the company's longevity.
