Unlike standard job interviews, competency-based interviews require a deep dive into the job description. This ensures you're not only familiar with the role but also fully prepared to demonstrate how your key skills align with the employer's objectives.
However, the nuances of preparing to answer competency-based questions in tech and engineering job interviews go beyond simply the ability to follow orders. These interviews often probe into your decision-making skills and problem-solving abilities.
For instance, you might encounter scenarios where making difficult decisions is part of the job. It's essential, therefore, to showcase your competence in these areas to potential employers, who often seek to access deeper aspects of your professional aptitude.
A competency interview is designed to gauge your demonstrated abilities in a specific role. It allows the interviewer to evaluate how effectively you handle situations that may arise in the position.
This approach means that the interview isn't solely focused on assessing your technical and soft skills; it also delves into how you've practically applied these skills in the past.
Competency-based interview questions aim to assess your proficiency in managing tasks, navigating complex situations, and interacting with people effectively.
Here are several reasons why a potential employer would typically ask competency-based questions during a job interview:
The key distinguishing factor of a competency-based interview lies in its focus on real-world examples.
Interviewers expect you to substantiate your answers with specific instances of your abilities being effectively demonstrated. This approach is crucial in providing tangible evidence of your hard and soft skills and how they translate into action.
For example, to showcase your leadership and problem-solving skills, a potential employer might ask you to describe a challenging situation you encountered in a previous role and how you guided your team through it.
Such questions are designed to assess your technical expertise and gauge your capacity for critical thinking and effective team management under pressure.
Given that your communication skills will be closely evaluated, it is vital to practice responding to typical competency-based questions. This preparation helps you articulate your experiences and skills confidently and coherently during the interview.
These questions are typically situational, prompting candidates to draw on real-life examples that highlight their skills and experiences.
Yet, be prepared for the possibility of facing an impromptu question that you hadn't anticipated. Such instances are common in interviews, allowing the interviewer to observe your reaction to unexpected situations or complex tasks.
This helps them gauge your adaptability and presence of mind, which are highly valued qualities in dynamic professional environments.
For this reason, it's recommended that you practice answering different types of questions using the STAR technique.
Here is a breakdown of how to approach competency-based questions using the STAR technique:
Although most competency-based questions may take a similar format across different disciplines, in-depth research on specific interview questions for your area will heighten your chances of succeeding.
The type of questions you'll be asked during a competency interview will vary from role to role and sector to sector. However, there are a handful of common behavioural interview questions that come up time and time again in technical and engineering interviews.
Here are five examples of competency interview questions and suggestions for answering them using the STAR technique.
Click on each question below to jump directly to examples of how you can answer them!
Technique: Utilise the STAR method to detail the situation, your actions, and the outcome. This is your chance to showcase your leadership skills, organisational skills, conflict resolution and problem-solving abilities.
Technique: Explain the diverse team environment, your approach to fostering collaboration, and the results. Focus on teamwork, interpersonal skills, respect for diversity, and your ability to integrate different perspectives.
Example answer:
Situation: In my previous role, I was part of a project team that included members from different departments and cultural backgrounds. This diversity brought a range of perspectives but also potential for conflict.
Task: I was responsible for ensuring that the team worked together effectively and leveraged our diverse perspectives to achieve the project goals.
Action: I organised team-building activities to help members get to know each other and understand different viewpoints. I encouraged open dialogue and active listening during meetings, ensuring everyone's voice was heard. I also facilitated workshops on cultural competency and effective communication.
Result: The team collaborated effectively, and our project was a success. We developed a more innovative solution by incorporating diverse ideas, which led to a 20% increase in user satisfaction. The experience reinforced the value of diversity and inclusion in driving creativity and performance.
Technique: In this scenario, explain the challenge encountered, your adaptation strategy, and the lessons learned. The emphasis is on demonstrating flexibility and the ability to learn and how these align with the company's core values.
Example answer
Technique: Describe the project, your strategies for maintaining focus and quality, and the results. Emphasise consistency, reliability, and attention to detail.
Example answer
Technique: Describe the context in which you needed to learn the new skill, your approach to acquiring the knowledge, your actions to apply the skill, and the results achieved. Emphasise your ability to learn quickly, adapt, and apply new knowledge effectively.
Example answer:
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