Landing your dream job can feel like navigating a maze, and at its heart lies one crucial challenge—acing the interview. But you’re probably wondering about the deal with Competency vs. Behavioural Interview Questions.
These two types of questions are the cornerstones of most interviews, yet they often leave candidates scratching their heads.
Here’s the kicker: understanding the difference between these question types and mastering your responses can make or break your chances. Competency questions focus on your ability to perform specific tasks or demonstrate technical expertise. On the other hand, behavioural questions dig into how you’ve handled real-life situations in the past. Both aim to assess your skills, but they do so in different ways.
Here’s why this matters: being unprepared for these nuanced questions can leave you stumbling for words or offering vague answers.
But stay with me—this guide will help you demystify Competency vs. behavioural Interview Questions and equip you with proven strategies to tackle them like a pro.
Ready to unlock your interview success? Let’s dive in!
What Are Competency-Based Interview Questions?
If you’ve ever prepared for a job interview, you may have encountered competency-based and behavioural interview questions. But what is the difference, and why should you care? Let’s break it down.
Competency-based interview questions evaluate your ability to perform specific tasks or exhibit certain skills critical to the role.
On the other hand, behavioural interview questions focus on how you’ve handled situations in the past to predict your future behaviour.
While both aim to uncover your qualifications, they approach it from slightly different angles.
Example:
A competency-based question might sound like: “Describe your approach to managing team conflicts.”
In contrast, a behavioural question could ask: “Tell me about a time when you resolved a dispute within your team.”
See Also: Project Management Behavioural Interview Questions
Why Does This Matter?
You may be wondering why employers use these techniques. The bottom line? They want to ensure you’re not just a great fit on paper but also someone who can thrive in real-world scenarios.
Now, let’s dive deeper into competency-based interview questions, how they differ, and how you can tackle them effectively.
Examples of Competency Questions
Competency-based questions often focus on key skills. Here’s what you might encounter:
- Leadership: “Tell me about a time when you motivated a team to achieve a challenging goal.”
- Problem-solving: “Describe a situation where you had to analyze information to make a decision.”
- Adaptability: “Can you provide an example of how you handled a sudden change in priorities?”
- Conflict resolution: “Tell me about a time you resolved a disagreement within your team.”
Each question requires you to reflect on past experiences and provide specific examples to showcase your abilities.
What Are Behavioral Interview Questions?
Behavioural interview questions aim to uncover how you’ve behaved in past situations to predict how you might act in similar circumstances in the future. These questions often start with phrases like:
- “Tell me about a time when…”
- “Give an example of…”
- “Describe a situation where…”
The core idea is that past behaviour best indicates future performance. Behavioural interview techniques often align with assessing your soft skills, such as teamwork, resilience, or time management.
Why Do Behavioral Questions Matter?
Behavioural questions matter because they:
- Highlight how you approach challenges.
- Provide insights into your personality and values.
- Reveal whether your work style aligns with the company culture.
Examples of Behavioral Questions
To prepare effectively, familiarize yourself with these common behavioural questions:
- Teamwork: “Tell me about a time you worked with a difficult colleague and how you handled it.”
- Time Management: “Describe a situation where you were under pressure to meet a deadline.”
- Customer Service: “Can you give an example of how you dealt with an unhappy client?”
- Failure: “Tell me about a time you failed at something and what you learned from it.”
The goal is to show that you’ve encountered real-world challenges and grown from those experiences.
Explore Further: Business Analyst Scenario-Based Interview Questions and Answers
Key Differences between Competency and Behavioral Questions
Now, you might wonder: What’s the big difference between competency and behavioural interview questions? Let’s break it down.
Focus on Skills Vs. Past Experiences
- Competency Questions: Centered around specific skills and how you’ve applied them in past roles.
- Behavioural Questions: Focused on your past behaviours in situations to predict future actions.
For instance, while a competency question might ask you to prove your analytical skills, a behavioural question digs deeper into how you approached a high-pressure project.
Structure and Response Expectations
Competency and behavioural questions may sound similar, but the way you’re expected to answer differs:
- Competency Questions:
- Use clear, structured responses emphasizing your ability to meet the job’s skill requirements. Be specific about what you did and how you succeeded.
- Behavioural Questions:
- Use the STAR Technique to craft your answers. STAR stands for:
- Situation: Set the scene.
- Task: Explain the challenge.
- Action: Detail the steps you took.
- Result: Share the outcome.
For both question types, specificity is key. Don’t generalize—use concrete examples to showcase your expertise and adaptability.
How to Prepare for Competency and Behavioural Interview Questions
Now that you know the differences, you’re probably wondering: How can I prepare for competency vs behavioural interview questions? Let’s explore proven strategies to ensure you’re ready for anything.
Research the Job Description
Preparation starts with understanding the role. Carefully analyze the job description to identify the skills and behaviours required.
Pro Tip:
- Highlight keywords related to competencies (e.g., “problem-solving,” “teamwork”).
- Anticipate questions based on these keywords and think of examples to match.
For example, if the job description emphasizes leadership, prepare to discuss scenarios where you successfully led a team or project.
Use the STAR Technique for Behavioural Questions
Behavioural questions are where the STAR technique shines. Here’s how you can apply it:
- Situation: “During my time at Company X, we faced a sudden drop in sales.”
- Task: “I was tasked with identifying the cause and implementing a solution.”
- Action: “I analyzed sales data, identified a customer service issue, and trained staff on new protocols.”
- Result: “Within three months, sales increased by 20%.”
This method ensures your answers are concise yet impactful.
Prepare Specific Examples for Competency Questions
To handle competency-based interviews effectively:
- Create a list of the competencies outlined in the job description.
- Match each Competency with a specific example from your experience.
- Practice articulating these examples clearly and confidently.
Example:
For a competency like “communication,” you might say:
“In my previous role, I improved internal communications by introducing a weekly update meeting, resulting in a 15% increase in team productivity.”
See Also: The 30-60-90 Day Plan: Your Secret Weapon for New Job Success
Are you at crossroads and wondering where to start from after going through this blog? If yes, you have all the answers to your questions here at Apply Buddy.
We can help you feel confident and ready for competency-based interviews.
Our experienced coaches will guide you through crucial techniques like the STAR method, helping you structure answers that clearly highlight your skills in managing teams, handling risks, and solving problems.
FAQs
Q1: How do I prepare for competency interview questions?
Research the role, identify required competencies, and prepare examples demonstrating your proficiency. Use concise, skill-focused responses.
Q2: What’s the difference between situational and behavioural questions?
Situational questions ask how you would handle a scenario, while behavioural questions focus on how you handled similar situations in the past.
Q3: How can I use the STAR technique in a competency-based interview?
The STAR technique can be adapted for competency interviews by ensuring your examples focus on demonstrating the required skills and their outcomes.
Q4: How important are Competency and behavioural questions in job interviews?
They’re critical as they help employers gauge your qualifications and cultural fit within the company.
The bottom line? Competency Vs Behavioral Interview Questions may seem intimidating, but with preparation and practice, you can tackle them like a pro. Ready to ace your following interview? Now’s the time to put these strategies into action!
Conclusion
Competency and behavioural interview questions are cornerstones of modern hiring practices. Understanding their purpose, preparing specific examples, and practising structured responses will help you confidently navigate any interview.
