Competency-based Interview — How to Test Soft Skills During a Job Interview

What will the Competency-based Interview help us with

The purpose of the competency-based interview is to verify the candidate’s past behavior and on this basis to determine their likely course of action in similar situations in the future, when they become an employee in our company. The essence of asking behavioral questions is to verify how the candidate will deal with difficult situations that may appear in their future position. The CBI will also be a great opportunity to verify the competencies declared by the candidate and detect potentially false information contained in their application documents.

How to prepare for a behavioral interview?

Proper preparation for a behavioral interview is the key to success. We should carefully consider what problems may occur in a given job and what competencies we want to examine during the interview. We should start preparation by identifying the most important desired behaviors and skills of a potential new employee. In the next step, we can move on to formulating the behavioral questions that we will ask all candidates during the interviews so that we can compare the responses of different respondents.

What questions to ask during the competency-based interview?

During the CBI, we ask behavioral questions, i.e. questions that urge the candidate to describe their behavior in a specific past situation. Using this type of question, we will find out what the person really did and how they behaved under real conditions, not just how they suspect they would have behaved in a hypothetical situation. We must remember to stick to the planned questions that will allow us to examine the competencies desired in a given job. In order to get a complete picture of the situation, we ask questions consisting of several parts during the interview. We ask the candidate to:

  • talk about a situation or event,
  • describe their reaction and actions taken,
  • present the results and assessment of the situation by the candidate.

Funnel method

  • open question,
  • deepening question,
  • closed question.

STAR method

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Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing

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Aga Babicz

Aga Babicz

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Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing