Publishers Note

Apart from any fair dealing for the purposes of research or private study, or criticism or
review, as permitted under the Copyright, Designs and Patents Act, this publication may
only be reproduced, stored or transmitted, in any form or by any means, with the prior
permission in writing from the publishers, or in the case of reprographic reproduction in
accordance with the terms of licences issued by the Copyright Licensing Agency. Enquiries
concerning reproduction outside those terms should be sent to the publishers.
Anson Reed Limited
145-157 St John Street
London EC1V 4PY
United Kingdom
Anson Reed Limited and InterviewGold.com
The publisher makes no representation, express or implied, with regard to accuracy of the
information in this book and cannot accept any legal responsibility for any error or
omissions that may be made.

Competency Based Interviews

ompetency Based Interviewing is now

widely regarded as the most popular
technique for employers to use. In fact
the Chartered Institute of Personnel and
Development (CIPD) recently reported that
78% of interviews are now Competency
Based.
They are reported to give more accurate
hiring decisions however for many candidates
they can be a real challenge. In this guide I
provide you with advice along with some
sample answers. Use these as a tool when
formulating your answers with your own real life examples.

The Basics
Competency Based Interviews (CBI) are sometimes called Structural interviews, Behavioural
interviews, or Evidence Based interviews. Whatever the terminology, the common aim is to
use specifically targeted competency questions to discover whether or not an applicant
matches the requirements of the position.
In your CBI the employer will explore particular skills, or competencies, as they are formally
called. While traditional interviews involve random open questioning, these interviews are
more systematic, with each question targeting a specific competency. The questions
themselves are phrased in a very specific way designed to elicit how you behaved during a
particular situation.
In preparing for a CBI the interviewer will build a list of questions relating to each of the
required competencies. Typically you should expect from 1 to 3 questions per competency
with additional probing questions.
These will draw out the information necessary to establish whether a candidate will be
likely to fulfil the needs of the job. This system concentrates on the actual capabilities of a
job candidate rather than being open to the individual and possibly arbitrary opinion of a
single interviewer who may have a personal bias based more on gut feeling than substantive
fact.

Competency Based Interviewing removes the risk of personal bias

and makes the hiring process fairer.

www.InterviewGold.com

Competency Based Interviews

The History
Since the mid 1980s competency frameworks have been recognised as extremely important
in the context of staff recruitment. The competency framework sets out the specific skills
required for adequate and effective performance in a job.
The use of competencies was seen as a way to standardise the
measurement of performance and to help with training and
improving the skills of existing staff in an organisation, and then
became even more important as an aid to staff recruitment.
The benefits include a more accurate selection of candidates, and a
better performing workforce. Competency Based Interviewing helps
to standardise the process and remove personal bias from the more traditional type of
interview process.

Competencies Explained
Put simply, competencies are the skills, knowledge and behaviours needed to deliver a
successful performance in a job. There can be anything from six core competencies and
upwards required in most roles and these will be detailed in the employers Competency
Framework. Competencies are often categorised as follows*:
Core Competencies

Personal Competencies

Managerial Competencies

Achieving Results
Analytical Thinking
Attention to Detail
Building Relationships
Communication
Coping with Pressure
Creativity (Conceptual Thinking)
Customer Focus
Decision Making / Judgement
Negotiation
Organisational Awareness
Persuading and Influencing
Planning and Organising
Problem Solving
Team Working (Collaboration)
Technological and IT Awareness

Adaptability and Flexibility

Determination and Drive
(Resilience)
Empathy and Sensitivity
Initiative
Interpersonal
Motivation / Commitment
Professional integrity
Respect for Diversity
Self Confidence and
Assertiveness
Vigilance and Situational
Awareness

Conflict Management
Developing / Empowering
Others
Financial Management
Leadership
Operational Management
Project and Change
Management
Strategic Thinking / Vision

* Taken from the InterviewGold Competency Dictionary

www.InterviewGold.com

Competency Based Interviews

The Questions
It might feel like a conversational encounter but
Competency Based Interviews are in fact extremely
structured. Each candidate is usually asked the same
questions in the same order and with the same amount
of time and prompting. This keeps the interview
process fair to all candidates.
Answers are noted and then scored.
The exact questions asked will vary and are targeted at those competencies seen as
essential to the role you are applying for. Competency questions require you to provide
specific examples of how you dealt with a situation and usually start with:

Tell me about a time when you....

Give an example of a situation where....
Describe a scenario....

You can often work out the questions by studying the job
description and person specification.

Probing or Follow On Questions

A word about probing questions: Be prepared for probing or follow on questions exploring
your answer in more detail. These are designed to find out what you were thinking, what
your motivations were and what process you followed.
For this very reason we caution against using sample answers or stock answers; with some
carefully targeted probing questions you may be found out.
Here are some probing questions for the competency of Problem Solving:

How was this problem affecting others?

Why did you regard this problem as significant?
What obstacles did you encounter when resolving this problem?
What information did you use to resolve the problem?
What resources did you call on to help?
What did you learn from this situation?
What would you have done differently?

www.InterviewGold.com

Competency Based Interviews

Scoring Used In Competency Based Interviews

Decisions will be made based on evidence and this is why the examples you use should be
selected carefully. They must demonstrate the positive behaviours required.
Organisations will score and assess in different ways and here is a sample scoring sheet used
by a large UK employer.

Score
No evidence or responses fail to meet requirements

Little evidence of positive behaviours

High level of negative behaviours shown

Some evidence of positive behaviours

Some level of negative behaviours shown

Good evidence of positive behaviours

Low level of negative behaviours shown

Strong evidence of positive behaviours

Few/no negative behaviours shown

Total Score Awarded

www.InterviewGold.com

Competency Based Interviews

How to Answer
Most Competency Based and Behavioural
Questions require you to give a real-life example of
a past situation you have been involved in. This
sounds straightforward however it is very easy to
give a long rambling answer resulting in a low score.
Your response needs to be relevant and sufficiently
detailed to show that you understand what is
required, that you possess the core competency and
can use it effectively.
The key to an effective and top scoring competency answer lies in its structure and there are
two standard formulas we recommend using, the STAR or IPAR formulas.
Both are very similar and in summary:

STAR

IPAR

S = Situation
T = Task
A = Action
R = Result

I = Introduction
P = Problem
A = Action
R = Result

Feel free to use the STAR if you are familiar with it however the IPAR technique is favoured
by us. The key difference is that IPAR starts with an Introduction which should summarise
the success in a strong single sentence. For example:
During the past 12 months, I devised, implemented and delivered a cost reduction
programme resulting in savings of over 25% across the department.
This is a powerful sales statement which will stay in the interviewers mind throughout. It
sets the scene and grabs their attention and they will automatically want to hear more.

Approach each answer as if you were recalling a story with a

definite start, middle and end.

www.InterviewGold.com

Competency Based Interviews

Sample Answers Using IPAR Formula

Over the next pages you will find sample answers* using the IPAR formula. These have been
taken from the InterviewGold Online Training system.
You can use these with the STAR method too as they will fit with both equally.
As with any sample answer we discourage their use directly in an interview. Instead you
should respond with examples based on your own individual experience. In this way you will
be able to answer the probing and follow on questions with ease.
* Please note these are generic examples however InterviewGold Online provides you with
template sample answers which are specific to your role. Use these templates alongside the
powerful Answer Builder feature to create your own expertly crafted answers. Learn more
here www.interviewgold.com

Q. Tell me about a time when you used your initiative to resolve a difficult
situation?
Competency:

Initiative

Positive Behaviours:

Is able to work independently and to complete tasks without

constant or excessive supervision
Has the capacity to identify an opportunity to improve a process
without being asked
Acts quickly to address a crisis situation drawing on appropriate
resources and experience with similar situations
Identifies likelihood of a problem arising and takes action to
minimise the impact
Continuously looks to maximize potential opportunities in the
future by drawing on personal experience

I = Introduction

I recently introduced a system which has reduced the time it takes to deal
with customer complaints from 7 days to 2 days.

P = Problem

Soon after I started with my current employer, I identified that we were

receiving a lot of customer complaints via email and telephone. However
we had not developed any structured method to handle these and on
average it was taking the team 7 days to resolve a complaint. I realised this
was a serious issue for us which could damage our reputation and
relationship with our customers and result in a loss of revenue.

www.InterviewGold.com

Competency Based Interviews

A = Action

I documented the existing process used to deal with complaints. I

interviewed the complaints team, gathered their views on the process and
how they thought it could be improved.
I completed a workflow process map and identified where the delays were
occurring and where most time was being spent.
I then designed an improved process map and alongside this developed a
business case clearly outlining the benefits of implementing this action.
I investigated the causes of the complaints, examined the systems in use
and cross referenced back to other Customer Relationship Management
models and software I have used elsewhere.
I presented my business case to my manager, outlining the causes of the
delays and my proposed solutions. I demonstrated how the new processes
would work and what the expected outcomes were.
I achieved successful signoff and I implemented the new process
successfully. Throughout I communicated with all stakeholders, overcame
obstacles and stayed focussed on the end objective.

R = Result

Im pleased to say that I delivered the new system on time and within
budget and as a result, the team can now address 100% of complaints
within 2 days. Its a great achievement and one which I am very proud of.

Q. Tell me about a recent situation where you worked

particularly effectively in order to achieve a successful
outcome.
Competency:

Achieves Results

Positive Behaviours:

www.InterviewGold.com

Strives to be the best, continually delivering, measuring and

improving
Sets goals and works to meet them with energy and drive
Remains persistent when obstacles are encountered
Stays focussed on the end objective
Completes tasks and duties to a high standard
Creates a climate that relentlessly strives for excellence
Takes responsibility for own actions and encourages others to be
the best they can
Uses initiative to develop goals for self and takes independent
action to achieve results
7

Competency Based Interviews

I = Introduction

In my role as Marketing Manager for the Euro Hotels Group, I created and
implemented a new Marketing plan that resulted in a 300% increase in
room reservations.

P = Problem

Soon after joining, I discovered that reservations were falling and I

proposed a review of existing marketing activities. I am constantly looking
for new and better ways to do something and I was pleased to take on this
challenge.

A = Action

Firstly, I completed a current state assessment, I requested feedback from

our client database, and I analysed it for trends. I investigated what our
competitors were doing and researched general market trends.
From this and with knowledge from my past campaigns I created a detailed
report which included a target goal which I calculated was achievable.
I presented my recommendations to the Board, I demonstrated the risks of
a continued drop-off in sales and I outlined how these would be reversed
through adoption of my marketing ideas.
The Board were initially sceptical however I persevered, I remained
persistent and I persuaded them to give me sign off for implementation.
I encouraged all the staff to buy-in to the long term benefits - we would
keep our jobs and create a centre of excellence.
I maintained a strong focus on the end objective when designing and
implementing my new initiatives which included email marketing, weekend
offers and specific Facebook and Twitter promotions.

R = Result

Within three months, bookings were up by over 50% and within a year I
had increased bookings threefold. I was very pleased with the response not
just in terms of the business but also the feedback I got from my manager
which was excellent.

www.InterviewGold.com

Competency Based Interviews

Q: Give me an example which demonstrates your ability to

develop successful working relationships.
Competency:
Positive Behaviours:

Change Orientation

Clarifies the potential opportunities and consequences of

proposed changes and explains the process, implications and
rationale to those affected by it
Applies standard project management principles
Anticipates potential resistance to change and implements
approaches that address resistance
Has the capacity to build, motivate and lead a team to deliver
against pre-set objectives
Takes responsibility for progress and initiates corrective actions
where necessary
Conducts effective planning and manages resources, risks and
issues efficiently
Delivers change successfully to quality and cost constraints

I = Introduction

Last year, while working as a Graduate Account Coordinator for an events

company, I succeeded in building a strong relationship with a major client,
extended the contract period by one year and increased revenue by 27%.

P = Problem

On joining my employer, I contacted my client to introduce myself and to

start the relationship building process. However, my client advised me he
was cancelling his contract with us as my predecessor had failed to deliver
as promised. I knew this would be a major loss and I successfully
persuaded the client to meet me in person to review the situation.

A = Action

On meeting with the client I highlighted my background and skills, I aimed

to create a good rapport through building trust and agreeing shared
objectives. Where I could, I admitted our faults and moved the
conversation to looking forward rather than backwards.
I defined joint and shared business objectives with my client and used my
negotiating skills to secure consent to a revised Service Level Agreement.
Back in the office I scheduled a meeting with my fellow Account Managers
to gain their insight into the client and how we could best improve
services at events. They suggested I set up an internal working party to
address areas of concern that we and the client had as we got closer to
the event date and I found this was really effective at building a
collaborative relationship.
The next event with the client went really well and at the post-event

www.InterviewGold.com

Competency Based Interviews

review meeting he agreed to extend the contract initially for a further
three months.
During that period, I continued to build our relationship, by meeting with
the client on a weekly basis to review progress and provide regular team
updates.
R = Result

www.InterviewGold.com

After those three months, the client was so pleased with my performance
that he extended the contract for a further year. Im pleased to say that
during that year he increased his expenditure with us by 27%.

10

Competency Based Interviews

Using InterviewGold for Competency Based Interviews

I hope you are enjoying learning with InterviewGold Online and I want to remind you how
the system can help. With your membership you have unlimited access to a range of tools,
content and modules teaching you how to excel in Competency Based Interviews.
Remember to:

Practice with video mock

interviews
Build answers using the
Competency Answer Builder
Know what to say with sample
answers and detailed guides
Get access to 500 Competency
Based Question in use today
Easily learn the skills required to
give an excellent performance

InterviewGold Online Training is specific to your job and provides you with an easy online
way to prepare.
Dont forget if you have any questions my team and I will be delighted to help.
Get started now >>
Thank you for reading and I wish you all the best for your interview.

www.InterviewGold.com

11