CVs and Interviews

I posted the below information about Competency Based Interviews on a discussion on Linkedin. I thought I should share it with readers of my blog.

The STAR technique is the preparation and execution tool of choice because it is straightforward and relatively easy to use.

Jobseekers should take care on the following …

The examples – most jobseekers do not put enough time into example selection and quite often take the first one that comes to mind. I often find when I brainstorm that jobseekers have many other hidden gems which are often more relevant. Put more effort in here!!

The mindset – when jobseekers hear competency interview they stiffen up and visualise a more difficult interview because most have experienced the traditional “glorified friendly chat” interview. Competency Interviews are an easier interview as quite often you know what to expect in the road ahead and can therefore prepare. On the day expect a cold experience with little small talk. Don’t be put off if the interviewers are writing – worry if they are not!!

Forget the “X Factor” – When doing a competency interview it is all about the “I Factor”. Many jobseekers find it difficult to use the word I. Why is this? Because we were told that this is big headed and boastful. You have to get over this!! If the interviewer hears the word “we” they can’t assess your contribution/behaviour.

Probing questions – This is not the interviewer trying to trick you out. This is the interviewer being helpful. When you get probing questions embrace them. This means the interviewer has not seen evidence and is giving you another chance to deliver.

Then End – Expect to be asked about results BUT also what went wrong or what you would do differently next time.

Final Point – As with most areas in life some interviewers are not fully trained and therefore dilute the objectivity of the interview. With this in mind concentrate on your energy, enthusiasm and communication during the interview. Also expect the unexpected – I often have experience where jobseekers prepared for competency as they were told to expect this and guess what ….

The job market has changed dramatically over the last decade particularly in the area of recruitment and selection. Traditionally employers relied on a basic interview and a couple of bland references to recruit and select staff often hiring the applicant with the best interviewing skills rather that the best skills and ability to perform the job. It has been accepted that these methods do not work and increasingly employers have become more scientific in their approach to hiring new staff. There has been a dramatic increase in the use of competency based interviews also know as behavioural interviews or structured interviews. This article will give you an insight into competency based interviews and the best approach to prepare for such interviews.

What is a competency based interview?

Competency Interviews also go by the names Behavioural Interviews or Structured Interviews. These interviews will consist of targeted questions that require interviewees to describe specific situations or task. Competency Interviews function on the basis that the best indication of future behaviour in past behaviour. Normally interviewee will be assessed against a number of competencies for example “presenting and communicating”. A typical question could be “……”

STAR Technique

The most popular technique to answer competency interview questions is the STAR technique.

S/T – Represents Situation or Task. This is the opening information where interviewees describe the event. It is important to describe the situation ….

A – Represents Action. This is the meat of your example with details about what action you took and how you behaved. Try to avoid sweeping statements and provide detail. Probably the most common slip up at this stage is using “We” instead of “I” when describing events. This dilutes your contribution.

R – Represents Results. This is where you outline the outcomes or results of the situation. An opportunity to sell yourself by highlighting positive outcomes.

Preparation is the key to success at competency interviews

Preparation is the key for success at any interview but especially competency interviews. When you get invited to interview you need to clarify what forms of assessment you are facing. If this is a competency interview enquire what competencies will be assessed. Some organisations provide this information but some will not. In this case you will have to try and predict what will be used. It is essential to have identified situations and tasks to support the competencies. The most common complaint about competency interviews I get is how difficult it is to think of examples when the spotlight is on at interviews. Prepare these beforehand. Work you your story telling focusing on your language and attention to detail.

Leading Interview Coach in Ireland

The Civil Service or HSE recruitment process a relatively similar for professional, executive and clerical roles. Largely they consist of a mix of all or some of the following stages – A detailed application form, ability tests and a competency based interview. On the surface this seems a difficult path to navigate BUT with the right knowledge and preparation it is possible.

Application Form – To be honest this would put me off applying in the first place BUT I think that is one of its functions. These forms are long and often include competency based questions. It is important to focus on the job you are applying for when outlining your duties and responsibilities. It is equally important to select and outline your competency based examples in the proper format. Correct spelling and grammar is also essential.

Ability Tests – Normally these can be completed in exam format by paper and pencil BUT some organisations are moving towards the online option. Normally most will face Numerical and Verbal Reasoning but other tests like Clerical Checking can be used for admin roles. It is important to get practice leaflets and questions before hand. Normally these will be provided but you can access them free on many sites on the net.

Competency Based Interviews – There is a proper structure to follow for competency based interviews. Competency Interviewing is story telling with a start, a middle and a happy ending. Many follow the STAR technique to answer these type of questions. Like all good story-tellers it is important to paint a complete picture of the scenario for the interviewer and make an impact with the outcome or result.

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You can also find many articles on ability tests and competency based interviews on this site.