Candidates need to provide real-life examples as the basis of their answers, when it comes to competency based job interview questions. You need to explain why you made certain decisions, how you implemented these decisions and why certain outcomes took place – so that’s how we define what competency interview based questions are.
Employers in the UK (as well as the US &Europe) will use one of ONE popular technique / method.
The STAR Technique (Also known as SOAR, objective)
- Situation: Describe the situation.
- Task: Describe what task was required of you.
- Action: Tell the interviewer what action you took.
- Result: Conclude by describing the result of that action.
Many interviewers will have been trained in using the STAR structure for competency based job interview questions. Even if they have not, they will recognise its value when they see it. The information will be given to them in a structured manner and, as a result, they will become more interested to the responses and answers you are trying to communicate. Therefore remain calm, positive and AGAIN pre-plan. One answer would be to use the following
Tackle the job interview questions ( CAR ! )
One way of dealing with this type of question is to use the CAR approach. CAR stands for Context, Action, and Result. Helping you provide a quick, constructive and professional answer.
Context: Describe the situation and the task you were faced with, when, where, with whom?
Action: How? What action did you take? Sometimes people focus on what the group did without mentioning their individual contribution.
Result: What results did you achieve/conclusions did you reach/what did you learn from the experience?
Interviewers usually isolate specific key competencies they believe are suitable for employees. When considering how to answer competency questions, candidates should not talk in broad terms, Instead, candidates should use specific situations from their life as examples. Plus yet AGAIN I should emphasis PRE-PLAN establish what the employer (or recruiter) is looking for within the job specification, job description and most importantly the person specification – which usually lists the KEY COMPETENCIES. I have listed a few examples below from various industry sectors.
Communication. A situation you had to adjust communication skills to suit a specific audience.
Key Decision making. Give an example of a time when you had to make a difficult decision.
Leadership. Describe a situation when you assumed the role of leader. Were there any challenges, and how did you address them?
Achieving Results Give me an example of a time when you were particularly successful.
Teamwork Environment Describe a situation in which you were working as part of a team. How did you make a contribution to the team and fellow members?
As for the list of key competencies , there are numerous terms we can list but its employer preference ( as well as industry) It’s all based on your day to day – skills and experience.