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Competency Interviews - How To Do Better Than

Your Competition And Land The Job

Competency based interviews are becoming more and more popular with

interviewers worldwide, so you're right to want to prepare for them.

In the next few pages, you'll discover:

• What competency based interviews are

• How to prepare for them, and

• The kind of competency questions you'll be asked

Soon you'll be feeling confident about your competency based interview and

ready to deal with anything your interviewers throw at you.

What Are Competency Interviews?

Competency interviews are about finding out how competently you performed in

work situations in the past. Interviewers realize that how you did perform in the

past is a better prediction of how you will perform in the future than simply

asking you how you would perform in a given situation.

So instead of asking you: "How would you deal with a difficult customer?" they

ask you: "Describe a time when you dealt with a difficult customer". The

interviewers want to know what you did in that situation, why you did it and

what the outcome was.

To decide what interview questions to ask, the interviewers think about the job

role and what key competences are needed to do it effectively. They draw up

questions designed to find out if you are indeed competent at this things.

Here's an example: Let's say the job requires someone who can work under

pressure, in a busy office for example. The interviewers will come up with

questions to find out how well you worked in pressurized situations before. They

will be interested in how you felt, what actions you took and the results of those

actions. They might even ask what you'd do differently next time.

What Do Interviewers Look For

In Competency Interviews?

As well as looking for positive indicators that you are competent, interviewers

also watch for negative indicators which will go against you. These include seeing



challenge and change as a problem, failing to get help when appropriate, taking

things personally and so on.

To obtain the most from their competency interview questions, interviewers look

for the following key components in your answers (STAR).

Situation/Task

Has the candidate explained the situation he/she was in and in which he/she took

action?

Action

Has the candidate explained what they did in response to the situation?

Result

Has the candidate explained the outcome that resulted from their action?

If you've not given enough detail, the interviewers will usually follow-up with

extra questions, such as:

• What exactly did you do?

• What was your specific role in this?

• What challenges did you come across?

• Why precisely did you do that?

•

Why exactly did you make that decision?• How did you approach that?

• How did you feel?

• Whose idea was that?

• What exactly was the outcome?

• What feedback did you receive?

• What would you do differently next time?

How Can I Prepare For Competency Interviews?

To prepare for competency based interviews, follow these 5 steps:

1. Study the job advertisement

2. Make a list of the things you need to be good at in the job. These

might include communication, decision-making, initiative, customer

service, teamwork, creativity etc..

3. Think of at least one example in the past when you've successfully

done each of the things on your list



4. Write about the example/s. For each, explain the situation, how

you felt, what you did, why you did it, the outcome and anything you

learned.

5. Read each example back to yourself (or, even better, read it to

someone else) and think of additional questions you might be asked aboutthe situation. Often the interviewers want to know more than you think!

What Kind Of Competences Are Tested?

Here are some of the competences you may be asked to evidence in competency

interviews, plus example questions:

Communication competency based interview questions

Here we look at how interviewers might assess your Communication Skills.

Effective communication is needed in almost all jobs, but if you don't think it's a

requirement of the job you're applying for, go back to the list of competences and

find ones relevant to your job. We have many.

Communication Competence -- What DoInterviewers Look For?

When interviewers ask you competency based interview questions on

communication, they look for past evidence that you:

• Communicate effectively -- deliver the right message to the right

audience at the right time in the right way

• Listen actively and sensitively

• Adapt your communication style to suit the audience

• Participate effectively in group meetings

• Negotiate and influence where required

http://www.job-application-and-interview-advice.com/competency-based-interview-questions.html


http://www.job-application-and-interview-advice.com/competency-interviews.html#competencylist





Example Competency Based Interview Questions forCommunication

Here are some example competency based interview questions for assessingcommunication. Depending on the nature of the role you're applying for, there

might be a focus on either verbal or written communication. In many cases,

interviewers will want to assess both.

Competency Based Interview Questions - Verbal Communication

• Give examples of where you've had to vary your communication

according to the audience you're addressing

- How exactly did you vary your style?

- Why was this necessary?

- What did it achieve?

• Tell me about a time when you had to encourage others to

contribute ideas or opinions

- How did you get everyone to contribute?- What was the end result?

• Tell us about a situation where your verbal communication skills

made a difference to a situation or outcome

- How did you feel?

- What did you learn?

• Tell me about a situation when you had to persuade someone of

your point of view when they thought you were wrong

- How do you prepare?

- What was your approach?

- How did they react?

- What was the outcome?



• Give examples of a time when you had to explain something

complex to a colleague or customer

- How did you try to make your message really clear?

- How could you tell that you had been understood?

• Tell me about a time when you failed to communicate effectively

- Why did you fail?

- How did you feel?


• Describe a time when you had to deal with an angry customer

- What did you do?

- How did the customer respond?

- What would you do differently next time?

• Tell me about a time when you had to work with someone you

didn't get on with

- Why was this person hard to get on with?

- What did you do to build a relationship?

- What was the result?

- How did you opinion of this person change?

• Give us an example where your listening skills helped resolve a

situation or issue

- How did you show you were listening?

- What effect did you have on the outcome?



• Describe a time when you had to present an idea or findings to an

audience

- What tools did you use?

- What was the audience response?

- Did you enjoy it?

• Tell me about a time when you took part in a lively group

discussion

- What was the discussion about?- What was your point of view?

- How did you get your point of view across?

- How did you style differ from 1:1 discussions?

• Tell us about a time when you were asked to summarise complex

points for a colleague or customer

- What approach did you take?

- How successful were you?

• Give an example where you needed to show empathy/sympathy to

a colleague or customer

- How did you show empathy?

- How did the colleague/customer react?

• Tell me about a time when you had to deal with objections from

someone

- What were you telling them?

- Why did they object?

- How did you handle this?




• Tell me about a time when you had to negotiate

- What was your objective?

- What was the other person or party's objective?


- Why do you think it was successful?


Competency Based Interview Questions - Written Communication

• What kind of written communication do you produce for your

company?

- Tell us about one in detail

- Who was the information for?

- What reaction do you get to the information?

• How do you feel writing a report differs from preparing a

presentation?

- Which do you prefer and why?

• Give an example where your written work was criticized

- How did you feel?

- How did you respond?


• Tell me about a time when your written work was praised or

rewarded

- What was the work?

- How did you feel?

- What impact did it have on your performance?



Flexibility and Adaptability competency based interview questions

On this page we look at how interviewers might assess your Flexibility and

Adaptability in the workplace.

Most employers want you to be flexible and adaptable, so it's worth taking a look

at the questions. But if you're sure these qualities aren't required for the jobyou're applying for, go back to our list of competences and read about

competences relevant to your job. We have many.

What Do Employers Look For?

When assessing your flexibility and adaptability, interviewers look for past

evidence that you can:

• Respond positively and quickly to unexpected business demands

• Adapt your approach to achieve an objective in the event of

changing conditions, new information or unexpected problems

Example Competency Interview Questions forFlexibility/AdaptabilityHere are some example competency interview questions covering

Flexibility/Adaptability. In-between the main questions are examples of probing

questions you might be asked if your interviewers want more information.

• Tell us about the biggest change that you have had to deal with

- What was the change?

- How did you cope with it?

• Describe a time when you modified your plans at the very start of a

task or project following new information

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- What was the new information?

- How did you modify your plans?

- Was it the right thing to do?

• Tell me about a time when you had to change your approach during

a project or task in the light of new information

- What was the new information?

- What were the implications?

- How did change your approach?


• Give me an example of when your project or task suffered a

setback

- What was the setback?

- How did you react?

- What action did you take?

- How would you prevent the setback next time?

• Tell me about a time when you were asked to do something you

had never done before



• Tell me about your best and worse colleagues

- How do you ensure success with such differences?

• If we gave you a new project to lead, how would you decide how to

approach it?



- What steps would you take?

- Who would you talk to?

• Describe a time when you had to vary your work speed to

accommodate changes in the workload

- What did you do?

- How did it make you feel?

- What was the end result?

• Tell me about a situation when you had to re-prioritize your tasks

suddenly

- Why was this?

- How did you cope?

- What was the impact?



Creativity and Innovation competency based interview questions

Here we look at how interviewers assess your Creativity and Innovation at

work.

If creativity and innovation aren't requirements of the job you're applying for,

return to the list of competences and find ones relevant for you. There are many.

What Do Interviews Look For?When assessing your creativity and innovation in competence based interviews,

employers look for past evidence that you:

• Develop new insights into situations

• Challenge traditional approaches

• Encourage new ideas and innovations in others

• Invent, design and implement new or leading edge

programs/processes

• Turn ideas in useable solutions

Example Competence Based Interview Questions forCreativity and InnovationHere are some example questions assessing creativity and innovation.

• What ideas have you come up with in the last 6 months that would

benefit your company?

- What are the benefits?

- Were your ideas implemented?

• Tell us about a project, task or situation where you believed a

conventional approach wasn't suitable

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- What was your preferred approach?

- Why was it better?

- What objections did you face?

- Was your approach implemented?


• Describe a situation in which you asked your team to come up with

a new approach to an old problem

- What was the problem?

- What approach did they suggest?

- Did you agree with the approach?

- How was it implemented?


• Explain how you encourage ideas in others

- What methods do you use?

- Who implements the ideas?

- What feedback do you give?

• Describe a time when you questioned established processes

- Tell me about a specific example

- What did you say?

• Talk me through your greatest idea or innovation

- What was the idea or innovation?

- What benefits did it have?

- How was it implemented?

- What recognition did you receive?

• Tell us about a time when you implemented someone else's idea



- What was the idea

- How did you assess it?


Financial and Commercial Awareness competency based interview questions

Here we look at how interviewers might assess your Financial and Commercial

Awareness.

If financial and commercial awareness are not requirements of the job you're

applying for, go back to the list of competences and find ones relevant to your

job. We have many.

Financial/Commercial Awareness Competence

To test your financial and commercial competence, interviewers may look for past

evidence that you:

• Understand the need to control costs and increase income in an

organisation• Activity look for ways to reduce costs and/or increase income

and, for more senior jobs:

• Understand income and expenditure information and its

implications, both for individual projects and for the organisation as a

whole

• Demonstrate commercial business acumen is all your decision-

making

Example Competency Based Interview QuestionsFor Financial/Commercial AwarenessHere are some example competency based interview questions covering

financial/commercial awareness. The level of questions you'll be asked depends

on the position you're applying for -- the higher the position, the more complex

the questions and the higher the interviewers' expectations.

In-between the main questions are examples of probing questions you might be

asked if your interviewers want more information.

http://www.job-application-and-interview-advice.com/competency-based-interview.html








• Tell me about a time when you reduced wastage or saved the

company money

- What did you do?

- What was the impact?

- How were you recognised?

• Give me an example of when you've been asked to produce cost or

income projections/estimates for a project or activity

- What were the projections for?

- What information did you use?

- How did you present the data?


• How have you used financial systems/models in your job

- What do you think are their benefits?

- What limitations do they have?

• Give me an example of when you've successfully reduced costs in

your team or department

- What did you do?


- How were you recognised?

• What do you know about the financial results of your Company?

- Can you talk me through some actual results?

- How do you keep abreast of the results?

- What do the results indicate?



• Talk me through a time when you identified potential financial

problems or financial risks in your company

- How did you raise the issues?

- What did you do to prevent these from having a major impact on

the business?


• Tell me about a time a client or customer made unreasonable

financial demands on you

- How did you handle the situation?


- If faced with that situation again, what would you do differently?

• Give us an example of when you've produced profit and loss

information unaided?

- When was the last time you did this?

• Tell me about a time when you challenged an idea you thought

didn't made commercial sense

- What did you say?

- How did people react to your challenge?


• Give me an example of when you've had to present a financial

proposal to senior management

- How did you prepare?

- How did you get the information across?

- What was their reaction?




• What KPIs do you use to measure and control your organisation's

commercial activity?

• Describe a time when you've taken a financial risk at work

- Why was it a risk?

- What led you to take the risk?

- What were the results?

- Would you do things differently next time?

• Tell me about a time when you had to negotiate for financial

resource

- What did you need?

- How did you negotiate?

- What was the result of your negotiation?

• Describe a time when you've come up with an initiative which had

significant competitive advantage

- What did you do?

- What was the impact on the business?

• What financial tools and/or models do you use to shape

local/corporate strategy?

- Can you give me an example?



Conflict Management competency based interview questions

On this page we look at how interviewers might assess your Conflict

Management Skills.

If conflict management skills aren't needed in the job you're applying for, simply

go back to the list of competences and choose ones relevant to your job -- we

have many.


When assessing your conflict management skills, interviewers look for past

evidence that you:

• Encourage creative debate, open feedback and the sharing of

opinions

• Anticipate and take action to prevent counter-productive

confrontations

• Manage and resolve conflicts and disagreements in a fair and

effective way

Example Questions Asked At Competency

Interviews For Conflict ManagementHere are some example competency interview questions covering conflict

management. In-between the main questions are examples of probing questions

you might be asked if your interviewers want more information.

• Describe a time when they was conflict in your team

- What action did you take?

- Why?



http://www.job-application-and-interview-advice.com/competency_based_interview_questions.html







• Do you think conflict or differences of opinion can ever be positive

forces in a company?

- Why or why not?

- Can you give us an example of where you think they have been a

positive force?

• Describe a time when you disagreed with someone at work about

how to do things

- How did you feel?- What was your approach?

- What was their reaction?


• Tell me about a time when you had to present an idea and

experienced conflict

- How did the conflict show itself?

- What did you do?

- Was the conflict resolved?

• Can you tell me about a situation where conflict led to a negative

outcome

- What prevented a positive outcome?

- How did you feel?

- What did you learn from the experience?



Energy, Commitment and Drive competency based interview questions

On this page we consider how interviewers might assess your Energy, Drive and

Commitment while at work.

If energy, drive and commitment aren't requirements of the job you're applying

for, go back to the list of competences and find ones relevant to your job. There

are quite a few.


In assessing your energy, drive and commitment, interviewers look for pastevidence that you:

• Have the energy to deliver in the long term

• Remain optimistic and persistent, even in adversity

• Know how to focus effort to deliver objectives and show the

determination to make things happen, even under pressure

• Manage time, resources and prioritize where needed

• Recover quickly from setbacks

• Are committed to delivering results, are solution-focussed and take

actions to overcome obstacles

Example Questions Asked At CompetencyInterviews For Energy, Drive and CommitmentHere are some example competency interview questions covering energy,

commitment and drive. In-between the main questions are examples of probing


• Can you describe an instant when things went down hill rapidly?

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- What steps did you take to recover?


• Describe a task or project where you achieved success even though

the odds were stacked against you

- What did you do to ensure success?

• Tell me about a time when it was hard for you to deliver a task or

meet a deadline

- What was the task or deadline you were asked to meet?

- How did you go about meeting it?

- What obstacles did you encounter?

- How did you overcome these?


• What is the biggest challenge that you have faced in your career

- How did you respond to it?

• Tell us about your biggest failure

- How did you recover and what have you learnt from it?

• Describe a time when you wanted to push an idea despite strong

opposition.

- What did you do?

- Why?




• Tell us about a time when you encountered obstacles that nearly

stopped you achieving your goals

- What did you do?


• Have you ever made a personal sacrifice to ensure an objective

was met?

- What was the objective?

- What sacrifice did you make?

- Why?

- How did you feel afterwards?

• Describe a time when you had to lift team spirits to ensure a

difficult target or objective was met

- Why were team spirits low?





Decision-making competency based interview questions

On this particular page, we're looking at how interviewers might assess yourDecision-Making Skills at work.

If you don't think effective decision-making is a requirement of the job you're

applying for, just return to the list of competences to find ones relevant to your

job. We have several.

What Do Employers Look For In Answers?

When assessing your decision-making skills, interviewers look for past evidence

that you:

• Make informed, effective and timely decisions

• Have the confidence and commitment to make hard decisions

• Know when to delegate and escalate decision-making

• Involve the right people and use the right information in your

decision-making

Example Competence Interview Questions for

Decision-MakingHere are some example competence interview questions covering Decision-

Making. In-between the main questions are examples of probing questions you

might be asked if your interviewers want more information.

• Tell me about a time when you had to make a quick decision

without knowing the full facts

- Why did the decision have to be made quickly?

- How did you decide what to do?

- Was it the right decision?

• Describe your last big decision

- What was it?

- How did you reach it?


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• Can you share an example of where you took responsibility for a

wrong decision

- Why was the decision wrong?

- Why did you take responsibility?

- What was the impact of making the wrong decision?

• Tell me about a time when you involved others in reaching a

decision

- Why did you think it was important to involve others?- What contribution did they make?

- How did it affect the final outcome?

• Tell us about a decision you made which you knew would be

unpopular with some people

- Why was it unpopular?

- How did this affect your decision-making- How did you address

the ill-feeling the decision created?

• When was the last time you asked your manager to make a

decision

- Why didn't you make the decision?

• Has there been a time when a decision you made was challenged?

- Why was it challenged?

- How did you support your decision?

- What happened in the end?

• Tell me about a time when you had to balance the costs, risks and

benefits of a decision



- What was the decision?

- What factors did you have to consider?

- How did you weigh up all the factors?

Customer Focus competency based interview questions

Here we turn our attention to how interviewers might assess your Customer

Service Skills.

If the job you're applying for doesn't require good customer service, go back to

the list of competences and find ones relevant to the job you're going for. We

have lots.


When assessing your customer service skills, interviewers look for past evidence

that you:

• Understand your customer's needs, be this internal or external

customers

• Factor customer needs into your decision-making

• Strive to deliver excellent customer service in everything you do

and, for managers, encourage the same in others

Example Questions For Competency BasedInterviews - Customer ServiceHere are some example competency based interview questions assessing

customer service skills.

• Tell me about a time when you delivered excellent customer service

- Why was it 'excellent'?

• Describe a time when you had to deal with a customer complaint

- What were your objectives?


• Tell me about a time when a customer put unreasonable demands

on you

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- Why were they unreasonable?

- What did you do?

- How did you feel?


• How do you know what your customers want?

- Where do you get your information?

- What do you do with it?

• Describe a decision you made which improved your customer's

situation or position

- What was the decision?

- How did it help the customer?

- How did it benefit the business?

• Describe a time when you had to prioritise work in order to meet

customers' needs

- What did you do?

- How did you do it?


• How do you encourage a customer-focused culture in your team?

- What do you do exactly?

- What results have you seen?

• Tell me about a time when you have re-organised your team to

focus on service excellence

- What actions did you take?

- What worked well?

- What wasn't such a success?

• Tell me about a time when you've had to bend the rules in the

interests of customer service

- Why did you have to do this?

- What consequences were there?- Would you do it again?



Compliance and Control competency based interview questions

On this page we focus on how interviewers might assess your aptitude for

Compliance and Control.

If the job you're applying for doesn't require attention to procedures, processes

and rules, go back to the list of competences and find ones relevant to your job.

We have many.


To test your aptitude for compliance and control, interviewers may look for past

evidence that you:

• Understand the need for controls in a business

• Adhere to external and internal rules and procedures

• Ensure compliance is given sufficient focus in your team

• Highlight where controls, rules etc are not being followed

Example Competency Based Interview Questions

For Compliance and ControlHere are some example competency based interview questions covering

compliance and control. In-between the main questions are examples of probing


• Why does a business need procedures, processes and controls?

- What would be the effect without them?

• Tell me about a time when you failed to follow procedures or

processes

- Why was this?

- How was your error discovered?

- What action was taken?


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• Talk me though the last time a procedure or process was changed

for your job

- Why was the change introduced?

- What benefit did it have?

- Was it successful?

• Describe a time when you've introduced control measures to

ensure compliance with rules and procedures

- What purpose did the rule or procedure have?

- What control measures did you introduce?

- Did they work?

• Tell me about a time when a member of your team failed to follow

rules/procedures/controls

- What was the result of the failure?




Leadership and Management competency based interview questions

Here we look at how interviewers might assess your Leadership andManagement Skills in the workplace.

If leadership/management isn't a requirement of the job you're applying for,

that's fine. We've covered other competences too so have a look at the list of

competences and find ones relevant to your job.


When assessing leadership and management skills, interviewers look for past

evidence that you:

• Have vision and can communicate this to others, getting buy-in

• Can drive through changes effectively

• Lead by example in terms of attitude and performance

• Are consistent, fair and act with integrity

• Create a culture that encourages positive actions and behaviour

Example Competency Interview Questions About

LeadershipHere are some example competency interview questions assessing leadership and

management skills.

• Tell me about a time when you developed a vision or strategy and

communicated this to a team

- What was your vision?

- How did you communicate it?

- How did you get buy-in from the team?

• Describe a time when you had to drive a team through change

- What was the change?

- Was it successful?

- How did you ensure success?

- What would you team have said about you?

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• Tell us about a time when you needed to inspire a team to deliver

in challenging times

- Why were the challenges?

- How did your inspire the team?

- What obstacles did you face?


• Describe a situation where you faced resistance from your team to

the direction you were taking

- Why did they resist and how?

- What steps did you take to overcome the resistance?

- How successful were you?

• Tell me about a time when you had to deal quickly and

appropriately with poor performance

- What did you do?

- How did you feel about your actions?


• Tell me about a time when you delegated authority to someone

- What did you delegate?

- How did you go about it?

- What happened?

• What is your preferred leadership style?

- When have you had to adapt this style and why?

- How did you feel about this?




• Tell me how you encourage your team to follow your direction and

behaviours

- What specifically do you do?

- Why is this important?

• Describe a time when you had to work with another leader to

ensure resources were optimised across different parts of the business

- Why was this so important?

- What did you do?- What was the outcome?



Self and Team Development competency based interview questions

Right now we're looking at how interviewers might assess your ability to DevelopYourself and Others in the workplace.

If developing yourself and others isn't a requirement of the job you're applying

for, simply return to the list of competences and find ones relevant to your job.

There are many to choose from.

Development of Self and Others Competence

When interviewers ask competency based interview questions to assess your

aptitude for developing yourself and others, they look for past evidence that you:

• Continuously look for opportunities for self-development

• Encourage a culture of personal and career development in others

• Show passion and aptitude for developing others through training,

coaching, knowledge sharing and performance management

• Give and receive honest and open feedback in a timely manner

Example Competency Based Interview Questions

For Development of Self and OthersHere are some example competency based interview questions covering self and

team development. In-between the main questions are examples of probing


• Talk me through your current development plan

- What have you achieved in the last 6 months?

- What progress have you made recently?

- What are you struggling with?- What will you do to ensure you meet your objectives?

• Walk me through one of your team member's development plans

- What have they achieved in the last 6 months?

- What are they struggling with?

- What exactly are you doing with them at the moment?

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• Describe your coaching style and give a recent example of how you

used coaching to positive effect

- How did the coachee react?


• Tell me about the last time you were criticised for an aspect of your

work

- What was the criticism?

- How was it delivered?

- How did you feel?

- What did you do?

• Describe the last time you gave feedback to someone on their

performance or attitude

- What was the feedback?

- How did you deliver it?

- How did the person respond?

- What happened next?

• Share with me a time when you shared your knowledge with

someone less experienced than you

- What did you have to do?

- How did you go about sharing your knowledge?


• Tell me how you encourage and support development in your team

- What do you do exactly?

- What has been the end result?



• Describe how you measure your teams' performance

- How often do you do this?

- What's your approach?

• Describe a time when you made personal development a priority in

your business area

- Why was this?

- What were the benefits?

- How did it affect business results?

• Tell me about a time when you realized someone in your team had

potential for greater things

- How did you recognise this?

- What did you do to help them get there?

- Where are they now?

• Describe a situation when you had an under-performing employee

- How did you know they were under-performing?

- What did you do to improve the performance?


•When did you last ask someone to comment on your performance?

- What did they say?

- What did you do afterwards?

- What's changed since?

• Tell me about a time when you recognized and celebrated success

- What was the achievement?

- How did you recognise it?



Teamwork competency based interview questions

What Do Employers Look For When AssessingTeamwork Skills?

In your interview answers, interviewers look for past evidence that you:

• Understand the value of teamwork

• Participate fully in team challenges

• Encourage a team culture, both as a team member and as a leader

Example Competency Interview Questions forTeamworkHere are some example competency based interview questions covering

Teamwork. In-between the main questions are examples of probing questions

you might be asked if your interviewers want more information.

• Tell me about a time when you were a member of a team given a

task

- What did the team have to do?

- What did you contribute, specifically?

- What went well?

- What went badly?

- What could you have done differently?

• Describe a time when you worked in a poorly performing team

- Why was the performance bad?- What did you do to raise performance?


• Describe a time when you had to deal with conflict in your team

- What steps did you take to resolve the conflict?


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• Tell me about a time when you set a team a task or objective

- How did you monitor progress?

- How did you ensure everyone contributed fairly?

• How do you encourage teamwork in the teams which report to you?

- What are the benefits?

- What are the drawbacks?



Delegation competency based interview questions

Here we look at how interviewers might assess your Delegation Skills.

If the job you're applying for doesn't require delegation skills, simply return to

the list of competences and find ones relevant to your job application. We have

many.


When attempting to assess your delegation skills, interviewers look for past

evidence that you:

• Make full and best use of subordinates, providing appropriate

support where required

Example Competency Interview Questions forDelegationHere are some example interview questions covering Delegation. In-between the

main questions are examples of probing questions you might be asked if your

interviewers want more information from you.

• Tell me about the last time you delegated something

- What did you delegate?

- Why?

- To whom?

- What support did you give?

- How did you monitor progress?


• Describe a time when delegating failed for you

- Why did it fail?


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• Explain the situations in which you would delegate activity

- What are the drawbacks to this approach?

• Describe a time when you delegated a task to the wrong person

- When did you realise your mistake?

- What were your next steps?

- What did you learn from this experience?

• Tell us how you cope with being away from the workplace for long

periods of time, such as holidays

- How do you feel?

- What's the first thing you do when you get back?



Integrity competency based interview questions

Here we look at how interviewers might assess your Integrity in the workplace.

What Do Employers Look For When AssessingIntegrity?

When assessing your integrity, interviewers look for past evidence that you:

• Operate effectively within social, organisational and ethical norms

Example Competency Interview Questions for

IntegrityHere are some example interview questions covering Integrity. In-between the

main questions are examples of probing questions you might be asked if your

interviewers want more information.

• Tell me about a time when someone asked you something you

found uncomfortable

- How did you handle the situation?

- How did you feel?

• Describe a time when you raised concerns about the direction an

activity was taking

- Why did you object?

- What happened?

• Have you ever had to lie to achieve a work objective?

- How did you feel?

- Would you do it again?

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• Describe a time when you put the needs of a customer or colleague

before the needs of the business

- Why was this necessary?



• What's your view of 'office politics'?

- What examples can you share?



Independence competency based interview questions

On this page we look at how interviewers might assess your Independence.

If being independent isn't a requirement of the job you're applying for, go back to

the list of competences and find ones relevant to your job. We have many.

What Do Interviews Look For?When assessing your independence in a competence based interview, employers

look for past evidence that you:

• Have a mind of your own

• Have the confidence to challenge accepted wisdom when required

• Can effectively work alone when necessary

Example Competence Based Interview Questions forIndependenceHere are some example questions assessing independence.

• Describe a time where you had an argument or disagreed with a

superior

- Why did you disagree?

- How did you feel?

- What did you do?


• Tell me about a time when you didn't toe the party line

- What did you want to do differently?

- Why?


• When was the last time you had to make a decision without having

all the facts?

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- How did you reach the decision?

- What happened?

• Describe a time when you had to act outside your authority in the

interests of a customer or the company

- What was the situation?

- Why didn't you ask someone else to act?




Influencing competency based interview questions

On this page, we look at how interviewers might assess your Influencing Skillsin the interview. If influencing isn't a requirement of the job you're applying for,

just go back to the list of competences and find ones relevant to you. We have

many.

Influencing Competence - What Do Employers LookFor?

When assessing your influencing skills, interviewers look for past evidence that

you:

• Can convince someone of your point of view or persuade them to

act in a certain way

Example Competency Interview Questions forInfluencingHere are some example competency based interview questions for assessing

influencing skills.

• Tell us about a time when you influenced others to act in a certain

way

- What was your objective?

- What methods did you use?


•Describe a situation where you needed to gain the agreement of

multiple stakeholders to a course of action

- What approaches or strategies did you use?

- What obstacles did you face?

- How did you overcome these?

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• Tell us about a time when you wanted to persuade your boss of

something

- What preparation did you do?


- How did it go?

• Describe a time when you had to sell a product or service to

someone

- What approach did you take?



• Tell me about a time when you failed to persuade someone of your

point of view

- Why do you think you failed?

- What approach would you take next time?



Sensitivity to Others competency based interview questions

On this page we look at how interviewers might assess your Sensitivity to

Others in the workplace.


When assessing your sensitivity to others, interviewers look for past evidence

that you:

• Understand the people who work for or with you

• Appreciate their views and feelings and give them the opportunity

to express them

• Take human considerations into account in your business decisions

Example Competency Interview Questions forSensitivity To OthersHere are some example competency based interview questions covering

Sensitivity to others. In-between the main questions are examples of probing


• Describe the ways in which you get to know people

• Tell me about a time when a colleague or team member came to

you with an issue

- How did you respond?


- Why?

• Describe a time when you had to make a decision you knew would

be unpopular

- How did you feel?

- How did you deal with objections?

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• When was the last time you put human needs above those of the

organization?

- Why did you do this?

- How did you feel?


• Tell me about a time when you upset someone at work or at home

- How did you feel?

- What did you do?- How did the other person feel?

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