Competency Based Questioning
| Jobs : Job Search Competency based questions are a new favourite with HR in recent years. Why? Because they enable HR people who have no specific knowledge of a role to ask questions that are sure to bring them relevant answers as they focus on the competencies that you have to do a job, rather than getting into the technical nitty gritty which they won't understand. These questions virtually always are based around a scenario question, where you then need to say what you would do, have done previously or might do in the future in that situation. They may be phrased around a problem, for instance: "describe a situation when... x happened... how did you react? What did you to resolve... x?" Or they might be stated hypothetically: "in a situation where x were to crop up, then how would you react?" They often test tricky situations: for instance conflict with colleagues, projects that are not going to plan, and so on. Why? Because it is how you perform under pressure and under tricky situations that often give a good idea as to how you will cope in these situations should they occur when you work for the new company. It is in these situations where the better employees often stand out through their attitude and actions. The best way to plan for these sort of interviews is to write down all the skills they require for the job. Then craft a sensible question around each skill based in this 'example' language, and then prepare a language. For instance if project management is a key skill, then prepare to answer something like: 'Describe a major project that you worked on. What went well and what not so well, and what did you do to ensure it delivered successfully?' Try to cover all major angles on a question in your preparation, because the actual interview itself can be a pressure cooker and make it harder to think of good and clear examples and answers, even when you have them in your head somewhere!
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