‘Tell me about a time you’ve had to answer competency based questions…’
Competency based interview questions have become so popular for many recruiters that opening questions such as ‘tell me about a time’, or ‘give an example of how’, have become an almost integral part of the interview process in their own right.
Instead of being asked to speculate what they would do in certain situations, candidates are asked to provide specific examples of situations that have actually occurred, and use real-world examples to illustrate their own characteristics.
To help you decide on which competency based questions to ask, here’s our advice on five of our favourites, courtesy of ‘Why You? 101 Interview Questions You’ll Never Fear Again’:
Tell me about a time you supported a member of your team who was struggling
Whilst it may seem like a pretty straightforward competency-based question, there is actually one big consideration for candidates to think about when selecting their own story, one which goes far beyond the typical STAR method of answering.
After all, while many companies rightly value teamwork and empathy in their staff, the cold, hard truth is that helping and caring still has to be seen to benefit to their bottom line.
The best interviewees answer this question by not only stressing how they may have supported a colleague in crisis, but also how their support translated into higher performance for the company.
Nice people are great. But it’s what they bring to the business that really counts.
Good answer: ‘My job comes with a fair amount of analysis on a day-to-day basis, which means I’m pretty confident using software like Excel. One of my newer colleagues didn’t have much experience and was having a tough time with their reporting, so I offered to help out a few days after work to get him up to speed. Since then, he’s never had a problem with reporting, and I’ve never had a problem getting a drink if he’s at the bar.’
Bad answer: ‘Team? If I’m honest, I like to think of myself as more of a one man wolf pack…’
Give an example of a time you’ve had to improvise to achieve your goal
Translation: Can the candidate think on their feet?
Think of this question as a kind of horrible hybrid between a curveball, and a classic competency based question. Its charm lies in taking your prospective candidates out of their comfort zones and seeing how they cope under pressure, whilst simultaneously asking for a real-life experience to back-up what they say.
Potential anecdotes your interviewees may choose to answer this question often range from the banal to the bizarre, but every answer has the potential to reveal something new about their personality. Improvisation is all about facing the chaos. If they can handle the unexpected, and overcome fear of failure to come out swinging, the way they answer almost becomes as important as the answer itself.
Well, almost…
Good answer: ‘My previous company often hosted client conferences, which were an important revenue driver for the business. For each event we booked an MC to introduce speakers and keep things entertaining. At a conference last year, to my horror, our scheduled MC came down with food poisoning the night before the event. We were too close to the event to find a replacement, so as the event manager, it fell to me to fill in. I was incredibly nervous, but after a lot of deep breaths and a little practice backstage, and I got through it. I had some great feedback, and my presenting skills even improved as a result, which was a bonus.
Bad answer: ‘I improvised a lot on my CV to get this interview…’
Why are you a good fit for the company?
Let’s face it: everyone wants to be wanted.
And, whether we like to admit it or not, recruiters are no different. You’re probably under no illusion in thinking that your interview is the only one the candidate has, but those who look like they’re simply playing the field and seeing what’s out there are always less likely to impress
The way a great candidate stands out when answering this question is by not just selling themselves for the role, but also stating exactly why they’d make a perfect match for your business.
If they’ve done their homework correctly, they’ll have a blueprint in exactly what your company’s values are. They’ll then use their own skills, accomplishments and personality and tie them in with everything they’ve learned to hack together the perfect response.
Good answer: ‘Based on the research I’ve done about your company, you’re an organisation that really values staying on the cutting edge of technology. I was especially impressed with some of the technical details I read about the XYZ project. I think there’s a really good fit between my interest in evolving my own skills and technical knowledge, and the fact that your firm is known for continual technical improvements. That’s one reason I’m really excited to have the opportunity to work here’
Bad answer: ‘You have a job. I need a job. Put your hands together, and everyone’s a winner’
Which websites do you use personally? Why?
The secret to answering this one directly relates to the role you’re advertising.
If you’re looking to fill a traditional role in a less tech-savvy kind of business, use this question as the perfect opportunity to see how they keep abreast of the latest industry trends, or what they’re passionate about outside of the office.
However, if you get the impression that your interviewee is looking to show off their techie credentials, always try and oblige them. It could be a rundown of apps on their iPhone home screen, their preferred blogging platform, or which forums they frequent to keep their coding knowledge up-to-date.
Think of it as another chance to learn what really motivates them.
Good answer: ‘I probably check websites like TechCrunch and Mashable about once a day. They’re a great source of news about a wide range of industries, and definitely help me keep-up with any particular tech-heavy chats around the coffee machine.’
Bad answer: ‘I’m a pretty big fan of Facebook. By the way, did you get my friend request?’
If you were offered the job, what’s the first thing you’d change?
Ah, finally a loaded question…
If you’re specifically asking someone to do a turnaround job, or have given them the sense that the role is focussed on making changes, allowing a candidate to highlight some specific areas for improvement can be a shrewd move, allowing you to see what impact their hiring could really have.
However, the real skill here lies in answering without completely disregarding the experience and opinions of their prospective team. You’re looking for people who tactfully try and get their point across. You are not looking for bullies.
A good answer should stress consultation and the need for information gathering, rather than recommending wholesale changes. Words like evolve, add, contribute and develop can be more effective than change, transform, overhaul or fix.
And with this question, more than any other, less is more. Because no-one wants to hire a know-it-all…
Good answer: ‘I can see from the job description that part of this role will involve helping to manage the company’s social media channels. I noticed in my research that you don’t post very often, and the tone seems a little inconsistent. I’d be looking to help develop a more reliable voice and personality for the brand, to help set us apart from the competition.’
Bad answer: ‘Where do I start?/I’m glad you asked. I’ve bought along a thirty-seven slide PowerPoint presentation detailing each change. Can someone dim the lights?’
More interview questions
Not convinced any of these answers work for you? We’ve got more. A lot more, in fact.
For 96 other questions you could ask, buy James Reed’s new book: Why You? 101 Interview Questions You’ll Never Fear Again.
Alternatively, feel free to share your own answers in the comment box below.
