{"id":4194,"date":"2024-04-15T00:00:00","date_gmt":"2024-04-15T00:00:00","guid":{"rendered":"https:\/\/www.educa.pro\/preguntas-entrevista-por-competencias"},"modified":"2024-04-15T00:00:00","modified_gmt":"2024-04-15T00:00:00","slug":"competency-based-interview-questions","status":"publish","type":"post","link":"https:\/\/educa.pro\/en\/articulos\/preguntas-entrevista-por-competencias\/","title":{"rendered":"Competency-based interview questions: key examples"},"content":{"rendered":"

Are you applying for jobs and worried about the timing of the interviews<\/strong>? Do you work in the HR department and are unsure what to ask candidates? Whichever the case, this post is for you. That\u2019s because we\u2019re going to talk about the competency-based interview questions<\/strong>. <\/p>

If you\u2019ve ever been to a job interview, you\u2019ve no doubt been asked the usual questions about your education or work experience. Well, in the competency-based interviews<\/strong> They go one step further and use a structured approach to assess your skills and behaviour in specific situations. <\/p>

What do you need to know about competency-based interview questions? <\/h2>

Firstly, it is important to realise that the skills<\/strong> These are characteristics, knowledge or skills that are useful in a specific job. For example, the ability to work in a team, problem-solving and leadership are some of these competencies. <\/p>

In a skills-based interview, also known as behavioural interviews<\/strong>, the recruiter usually does carefully crafted questions<\/strong> to find out how the candidate has performed in specific situations. Ultimately, the aim is for the candidate to give specific, real-life examples of situations in which they have needed to put these skills into practice. <\/p>

In this way, employers will be able to assess more effectively whether a candidate has the skills and abilities<\/strong> required for the role on offer. Furthermore, it helps to create a standardised set of questions for all candidates, which makes the assessment process fairer and more objective. <\/p>

Types of competency-based interview questions <\/h2>

Before moving on to the most commonly used types of questions in a behavioural interview<\/strong>, it is important that you know what the interviewer expects of you. Generally speaking, the questions are framed in accordance with the STAR model<\/strong>: Situation, Task, Action and Result. When employers present you with a particular scenario and ask you to explain what you would do, they expect you to discuss the situation<\/strong> which raise, the tasks<\/strong> which you take on, the shares<\/strong> to be carried out to resolve the dilemma and the rresults<\/strong> expected. <\/p>

Right then, here\u2019s what we\u2019d like to share with you Seven types of competency-based interview questions<\/strong>. Take note! <\/p>

Questions on adaptability<\/strong><\/h3>

The adaptability questions<\/strong>, as the name suggests, aim to assess a candidate\u2019s ability to adapt and be productive in changing environments<\/strong>. The aim here is to find out how the candidate has dealt with situations that required flexibility or the ability to learn quickly. <\/p>

Here are some examples of questions on adaptability:<\/strong><\/p>