Performing well in a competency based interview…here’s how!

I’ve been a recruiter for many years and have therefore sat on too many interview panels to remember. As I sit on interview panels I find myself willing the candidate in front of me to impress and demonstrate that they would be incredible in the role we’re discussing. Where this is not the case I sometimes wonder whether a bit more guidance on interviews and preparation would have changed the outcome. So here it is…

Performing well in a job interview is an integral part of getting your ideal job. Job interviews can for some be a nerve racking experience or an immensely satisfying one. The secret is all in the preparation. So what should you expect and therefore prepare for to stand you in good stead?

Interviews

Put simply an interview is a conversation whereby the interviewer looks for evidence of the candidate’s ability in relation to the job they want to fill. 

There are a number of different interview models and formats that companies might apply but a common one is a competency based interview. A quick google search describes competency based interviews as follows:

“Competency-based interviews (also called structured or behavioural interviews) are more systematic, with each question targeting a specific skill or competency. Candidates are asked questions relating to their behaviour in specific circumstances, which they then need to back up with concrete examples.”

What might the format of a competency based interview be?

Typically speaking as you go into a competency interview you should expect a format similar to this:

·    A welcome and introductions if you’ve never met

·    An overview of interview format and what you might expect

·    In some cases an overview of the role if this has not been made clear

·    A discussion on your career to date

·    A selection of competency questions relevant to the job you are being interviewed for

·    The opportunity for you to ask questions

·    An outline of what next steps might be and timelines for decision-making

In some cases you may be asked to complete additional assessments but let’s stay focused on the interview itself for now.

Questions

Always come to an interview prepared to talk about your career path to date and more importantly your achievements along the way. The interview panel should also have designed questions that require you to give real life examples of times you’ve demonstrated certain skills / behaviours. The theory behind this is that an interviewer is likely to get a more accurate view on a candidates abilities by asking for real life evidence based response e.g. “tell me about a time you…?” rather than “what would you do if…?” 

If the role requires someone with strong influencing and persuasion skills they may ask a question like:

“Please tell me about a time you’ve persuaded a senior stakeholder to come around to your way of thinking on an important issue”

Or if the role requires excellent organisation and planning skills they may ask a question like:

“Please tell me about a time you’ve successfully had to manage multiple operational priorities to a deadline? What tools / techniques did you apply to stay on top of the work?”

When responding to these questions try and make them fit what is known as a STAR response:

-         A description of the situation

-         A description of the action (What did you do?)

-         A description of the result (How did it turn out?)

It goes without saying that a good answer should be honest. It should clearly explain the situation, describe an appropriate / sensible / ingenious action and lead to a positive outcome, or an outcome that had a meaningful impact. 

Not everyone is at their most relaxed during an interview. It can be difficult to trawl back through all your experience and find a beautifully articulate example, specific to the question you just been asked. This is where research and preparation is absolutely essential. 

Interview preparation

Make sure you allow plenty of time to prepare for your interview. Your research and preparation should lead to a greater understanding of the position itself and its requirements, the goals and direction of the team, the company as well as the challenges they face.

Research the company

A good understanding of the company will show you’ve carefully considered this move and that you’re genuinely interested in joining. Your research should cover from the basic of what they do, how they’re formed and their values / mission, to more current news. As well as the corporate website and other obvious sources of information, look out for recent press releases and other media coverage of the company. Walking into an interview armed with current company info will give you a steer on the things your interviewers may well be thinking about and can make for a more meaningful discussion.

Research the role and the team

What can you learn from the job description? What are the responsibilities? What required experience, skills and behaviours does the JD outline?

 What will the successful candidate need to deliver after 6 – 12 months in post?

What else can you learn from speaking in advance with people already in that team? What’s their vision?

With a depth of understanding of the position and the bigger picture you will get a better idea of the skills and behaviours the panel are looking for. This will enable you to prepare for the sort of questions you might be asked.

Research your own skills, experiences and successes

Before your interview, you should develop a good self-awareness about your strengths and weaknesses. Look carefully at the job description and the key words and phrases it contains to work out what the priorities for the role are. Think about your unique selling points in relation to the role and how you’ll communicate them to the interview panel.

In preparing for your interview do write down the topics that you think the panel might want to discuss that seem important in the role eg “examples of team work” “examples of problem solving”, “experience of X, Y and Z” etc. Try and put down at least 8 or 9 topics and possible questions you might be asked. Remember to include the topics that you are less confident about or questions that might be challenging to respond to on the spot. 

Under each topic write down what you think would be a strong example that demonstrates your ability, using the STAR model. In writing down your response you can really pull out the positives in those instances and provide specific examples of how you’ve added value. This approach will support you in giving more articulate answers on the day and avoid very general or basic answers. The more specific and tangible examples you can provide that demonstrate you have the experience needed, the better. In addition this is a great way of reminding yourself of all the good work you’ve done in your career to date. It’s useful to have these anecdotes up your sleeve and can take the pressure off those “on the spot” moments.

Mock interviews

Running mock interviews with a willing friend or family member can help you hone your technique. Once you’ve prepared your answers to the questions you anticipate you might be asked, rehearse them thoroughly.   In the absence of a friend of family member sit in front of a mirror and talk through your responses. Hearing your own voice and seeing your body language as you do this is helpful in understanding how you might come across in an interview to the panel. Pay attention to how you sit, what you do with your hands, how you hold eye contact and what your body language is like.

Do’s and don’ts

·        Don’t be shy and do talk about yourself positively. This is your opportunity to let the interview panel know what you’re capable of and so be prepared to talk about your successes and talents. Often candidates will answer questions with “We did X, Y and Z” rather than “I did X, Y and Z”. Unless the question is specifically about a team situation, make sure you take the credit for what you’ve achieved

·        Do listen actively to understand what it is you’re being asked and do ask for clarity on questions if you’re unsure

·        Don’t forget to breathe and pause between sentences. If you’re prone to nerves make sure you slow down and allow yourself the time to consider your answer before speaking

·        Do try to relax. Remember that you will be speaking with interviewers who are human and have an understanding of what it’s like to be interviewed

·        Do check your body language and attempt to keep it open and friendly

·        Do remember that showing enthusiasm and motivation counts for a lot. This should be reflected in your research, the way you present yourself and how you respond to those interviewing you

·        Do your preparation and get ready for the interview well ahead of time so you walk into the interview room as confident as you can be

·        Don’t be late or cut it fine – always get there early

·        If it’s an internal role you’re being considered for, don’t assume that because you know the panel members that this is an informal conversation. Give the interview the importance it deserves and remain professional

·        Do come with a list of your own questions to ask

·       Do follow up afterwards with a thank you and further questions you may have thought of since