Most interviewers and employers prefer competency-based interviews because these interviews enable them to assess whether a candidate possesses the necessary skills for the role. In the UK, competency based interview questions are widely preferred. About 33%–50% of UK employers include competency based questions in their selection process.
While some candidates excel in their interviews, many struggle to answer the questions effectively. If you are applying to big firms or a graduate program and are unable to understand how to approach these questions, this blog is for you. This blog is your ultimate guide to answering competency questions with confidence, from experts’ top tips and techniques to demonstrating best behaviour.
But first, let’s find out what a competency-based interview is!
What Is a Competency Based Interview?
A competency-based interview, also known as a structured, behavioural, or situational interview, is designed to assess one or more specific skills or competencies required for a role. Instead of focusing solely on industry knowledge or general qualifications, these interviews aim to understand how an applicant has handled particular scenarios in the past, thus predicting how they might approach future ones.
Interviewers use a set of predetermined questions, often requiring real-life examples, and evaluate answers against specific criteria to ensure objectivity and fairness in the hiring process. For instance, competency-based interview questions and answers are commonly asked in the public sector, graduate schemes, and professional services such as finance, law, consulting, and automotive/manufacturing industries.
How to Know an Employer Expects You to Answer Competency Questions?
There are some common clues to know if the employer prefers competency based interview questions and answers:
Assessment Centres:
Suppose you applied for a job in the assessment centre. In that case, there is a high chance the organisation or job interview will be focused on your competency, and the recruiter will try to understand your suitability as per your answers to competency questions.
Wording of Questions:
Most interview question competency based start with “Tell me about a time when…,” “Give an example of…,” or “Describe how you…”. Furthermore, if the JD or communication mentions these phrases, then you should be prepared to answer these value based interview questions.
Structured Interview Process:
If you are applying for a job in the public sector, large organisations, and graduate schemes, then you need to be prepared for the competency based interview questions answers.
Job Description Mentions Competencies:
If the JD highlights and stresses the applicant’s teamwork, leadership, problem-solving, communication skills, then you will have a competency based questions interview.
Example Phrases to Watch For
- “Describe a situation where you…”
- “Tell us about a time when you…”
- “How did you handle a time when…”
- “Give me an example of…”
What Are Competency Based Interview Questions?
If you check the sample competency based interview questions and answers, you will find that employers ask these questions to understand how you have applied your skills, such as teamwork, leadership, problem-solving, or communication and how you are likely to handle similar situations in the future.
How to Identify Competency-Based Questions in Various Types of Interviews?
If you wish to identify the question, then here are some common examples of competency based questions as per interviews:
A. Traditional Face-to-Face Interviews:
a. Direct Questioning: The interviewer will typically ask these questions directly, often taking notes as you speak to capture your examples.
b. Follow-up Questions: They may ask follow-up questions to go deeper into your examples, such as “What was your specific role?” or “What did you learn from that experience?”
While interviewers take notes, can you take notes into an interview? If you can, when and how? Learn everything.
B. Panel Interviews:
a. Multiple Perspectives: Different panel members might ask questions related to different competencies, or multiple members might ask follow-up questions on the same example to get diverse perspectives.
b. Structured Approach: Panel interviews are often highly structured, meaning the competency questions will likely be pre-planned and asked to all candidates.
C. Phone/Video Interviews (Initial Screening):
a. Slightly Shorter Responses: Although still requiring examples, the initial screening or an Informal Interview may seek slightly more concise answers compared to the final interview.
b. Focus on Core Competencies: Questions at this stage typically centre on core competencies essential for the role, such as teamwork, communication, and basic problem-solving skills.
c. Remote Observation: Interviewers will assess your ability to articulate examples clearly without visual cues.
D. Assessment Centres (Group Exercises, Role-Plays):
a. Indirect Observation: While not direct questions, assessment centre activities are designed to observe your competencies in action. For example:
b. Group exercises: In Group Interviews, during the recruitment process, hirers assess teamwork, leadership, communication, and negotiation skills.
c. Role-plays: Evaluate communication, problem-solving, customer service, or conflict resolution.
d. In-tray exercises: Assess organisation, prioritisation, decision-making, and analytical skills.
e. Debriefing: After these exercises, you might be asked direct competency questions about how you approached the task or what you learned.
E. Technical Interviews (for non-technical competencies):
a. Mixed Questions: While primarily focused on technical skills, some technical interviews will include competency questions to assess how you apply your technical skills in a team environment, handle pressure, or resolve technical conflicts.
b. Contextualised Examples: You might be asked to provide examples from your technical projects where you demonstrated collaboration, problem-solving, or adaptability.
How to Answer Competency Based Questions for Interviews: The STAR Method
Answering competency-based questions effectively is crucial in interviews, and the STAR method is widely recognised as the best approach. It provides a structured way to tell a story about your experiences, ensuring you cover all the necessary details.
What Is the STAR Method?
STAR is an acronym that stands for:
S – Situation: Set the scene and provide necessary background details.
T – Task: Describe the specific goal or challenge you faced.
A – Action: Explain the specific steps you took to address the situation or complete the task.
R – Result: Share the outcome of your actions, what you learned, and any positive impact.
Why Is the STAR Method Effective?
When you use the STAR method, you can respond to the competency or scenario based interview questions without rambling, improving your presentation and highlighting your skills properly. Let’s see how the STAR approach helps you get discovered!
Alternatively, you can use the CAR Technique in Interviews to showcase your skills in a measurable format for Strength based Interview Questions.
What Are the Most Common Competency-based Interview Questions: Expert's Insight
Let’s check some of the common competency based interview questions examples and how you should answer them using STAR examples:
Teamwork: “Tell me about a time you worked effectively as part of a team to achieve a common goal.”
Problem-solving: “Describe a significant challenge you faced in a previous role and how you overcame it.”
Leadership: “Give me an example of a time you led a project or initiative and what the outcome was.”
Communication: “Describe a situation where you had to communicate complex information to a non-technical audience.”
Adaptability: “Tell me about a time you had to adjust to a significant change at work. How did you handle it?”
We feel this list of competency based interview questions and answers will help you adapt well and be well-prepared for your upcoming interviews. iCover is a reputable online career development service provider. Our team of experts comprises HRs, career counsellors and many more. They help with professional CV writing, cover letters, personal statements writing, and LinkedIn profile revamp. If you need help, feel free to connect!
What Are Some Common Competencies Employers Look for When Hiring?
- Teamwork/Collaboration
- Responsibility
- Communication Skills
- Decision Making/Decisiveness
- Leadership
- Problem-solving
- Organisation/Planning
- Creativity
- Time Management
- Goal Orientation/Drive to Deliver/Focus on Delivery
- Adaptability/Flexibility
- Commercial Awareness/Seeing the Big Picture
- Conflict Resolution
- Resilience/Self-Management
- Initiative
- Customer Focus
- Impact
- Insight
- Inclusivity
- Integrity
Can You Give Me an Example of When You Had to Deal With a Conflict at Work?
Sample Question
Sample Answer Using the STAR Method
In a competency-based interview, the interviewer seeks a detailed and specific answer that demonstrates your skills in action. The STAR method is the best way to structure your response.
Learn all about How to Manage Conflict at Work Interview Question here.
How to Prepare for Competency Interviews to Advance in Career?
Thorough preparation is paramount for success in competency-based interviews.
- Understand the Role and Company: “Read and understand the job advert” and “scour the job description and employer’s website” to identify key competencies.
- Develop STAR Examples: Think of “five to eight STAR examples ready that you can adapt to different competencies.” Draw from “studies, previous employment or any work experience.”
- Stay Composed: Familiarity with the STAR approach allows candidates to “think much more nimbly on their feet when delivering a response”, even if nerves strike.
- Practice: “Familiarise yourself with the STAR approach to answering competency based interview questions and practise your responses with a friend or family member.” Mock interviews with a careers service are also recommended. Pre-prepared and give specific examples for each answers.
In conclusion, competency-based interviews are a structured and objective method for evaluating a candidate’s practical skills and behaviours. By understanding their purpose, anticipating common questions, and utilising the STAR method, both interviewers can make informed hiring decisions, and candidates can confidently showcase their abilities.
How Do You Introduce Yourself in a Competency-based Interview?
Introducing yourself in a competency-based interview is about more than just your name and job title. It’s an opportunity to create a compelling, concise “elevator pitch” that highlights your most relevant skills and experiences. Think of it as a brief, structured narrative that shows you’re a perfect fit for the role.
Key Components of Your Introduction
- Who you are: Briefly state your name and current role.
- Your expertise: Don’t just list a title; talk about your core skills and how you use them.
- A concise success story: This is the most important part. Use an example to demonstrate a key competency. The best way to do this is with the STAR method.
- Why you’re a fit: Conclude by connecting your experience directly to the job you’re interviewing for. Mention why you’re excited about the role and how your skills can help the company.
For Instance:
This kind of introduction shows the interviewer, from the very beginning, that you understand the expectations of a competency-based interview and that you have a track record of achieving results.
Common Mistakes Candidates Make When Answering Hypothetical Competency-based Questions
Common mistakes candidates make when answering hypothetical competency-based questions include:
- Being Vague: Candidates often provide generic answers instead of using a specific, real-life example to support their claims.
- Lacking Structure: Without a clear framework, such as the STAR method (Situation, Task, Action, Result) or CAR technique in interviews, answers can become disorganised and difficult to follow.
- Using “We” Instead of “I”: Focusing on what a team did rather than your individual contribution fails to show the interviewer your personal skills and value.
- Not Quantifying Results: Simply describing what you did isn’t enough. It’s a mistake not to include concrete results, like “I saved the company $5,000” or “I increased efficiency by 15%.”
- Failing to Prepare: Many candidates enter without considering examples to demonstrate the core competencies listed in the job description, such as problem-solving or leadership.
Frequently Asked Questions
Should I Memorise STAR Method Answers?
No, you shouldn’t memorise STAR method answers word-for-word. While it’s crucial to prepare examples for various competencies, memorising them can make your response sound robotic and inauthentic. Instead, memorise the key points of your stories and practice telling them naturally. This allows you to adapt your answers to the specific nuances of the interviewer’s question.
How Do You Pass Competency-based Questions?
You pass competency-based questions by providing clear, structured examples from your past. The key is to use the STAR method to demonstrate your skills. This involves detailing the Situation, your specific Task, the Action you took, and the positive Result of your actions. Be specific, highlight your individual contributions, and quantify your results whenever possible.
What Is the Primary Purpose of a Competency-based Interview?
The primary purpose of a competency-based interview is to predict future performance based on past behaviour. Interviewers ask these questions to see how you have handled specific situations in your previous roles. This approach assumes that a candidate’s past actions and choices are the most reliable indicators of how they will perform in a similar role in the future.
How Do Competency-based Interviews Differ from Standard or Unstructured Interviews?
Competency-based interviews differ from standard or unstructured interviews by focusing on specific, behavioural examples rather than general questions. A standard interview might ask, “How do you handle pressure?” A competency-based one would ask, “Tell me about a time you worked under a tight deadline and how you managed the pressure.” The latter forces you to provide concrete evidence of your skills.
How to Handle Competency based Interview Questions When Work is Confidential?
Handling competency-based interview questions when your work is confidential requires you to generalise the details without compromising sensitive information. You can describe the project or situation in broad terms, focusing on your role and the skills you used. Instead of naming a specific client or project, you could say, “I worked on a confidential project for a major client in the financial services sector…” and then detail your actions and the results.
What Other Areas Can Candidates Draw Upon for Examples in a Competency-based Interview?
In addition to professional work experience, candidates can draw upon communicating and influencing examples from a variety of areas, including volunteer work, academic projects, leadership roles in clubs or organisations, or even significant personal projects. These experiences can provide excellent, relevant examples of skills like teamwork, leadership, problem-solving, and time management.
Want To See My Profile — Click Here Jessica
- How to Write a Supporting Statement Example for CV & Job Application? - November 18, 2025
- A Guide to Competency Based Interview Questions: Answer with Confidence - September 26, 2025
- Recruiters Swear by This: The CAR Technique in Interviews Explained! - September 19, 2025
