competency based question problem solving

Top 20 Problem Solving Interview Questions (Example Answers Included)

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By Mike Simpson

When candidates prepare for interviews, they usually focus on highlighting their leadership, communication, teamwork, and similar crucial soft skills . However, not everyone gets ready for problem-solving interview questions. And that can be a big mistake.

Problem-solving is relevant to nearly any job on the planet. Yes, it’s more prevalent in certain industries, but it’s helpful almost everywhere.

Regardless of the role you want to land, you may be asked to provide problem-solving examples or describe how you would deal with specific situations. That’s why being ready to showcase your problem-solving skills is so vital.

If you aren’t sure who to tackle problem-solving questions, don’t worry, we have your back. Come with us as we explore this exciting part of the interview process, as well as some problem-solving interview questions and example answers.

What Is Problem-Solving?

When you’re trying to land a position, there’s a good chance you’ll face some problem-solving interview questions. But what exactly is problem-solving? And why is it so important to hiring managers?

Well, the good folks at Merriam-Webster define problem-solving as “the process or act of finding a solution to a problem.” While that may seem like common sense, there’s a critical part to that definition that should catch your eye.

What part is that? The word “process.”

In the end, problem-solving is an activity. It’s your ability to take appropriate steps to find answers, determine how to proceed, or otherwise overcome the challenge.

Being great at it usually means having a range of helpful problem-solving skills and traits. Research, diligence, patience, attention-to-detail , collaboration… they can all play a role. So can analytical thinking , creativity, and open-mindedness.

But why do hiring managers worry about your problem-solving skills? Well, mainly, because every job comes with its fair share of problems.

While problem-solving is relevant to scientific, technical, legal, medical, and a whole slew of other careers. It helps you overcome challenges and deal with the unexpected. It plays a role in troubleshooting and innovation. That’s why it matters to hiring managers.

How to Answer Problem-Solving Interview Questions

Okay, before we get to our examples, let’s take a quick second to talk about strategy. Knowing how to answer problem-solving interview questions is crucial. Why? Because the hiring manager might ask you something that you don’t anticipate.

Problem-solving interview questions are all about seeing how you think. As a result, they can be a bit… unconventional.

These aren’t your run-of-the-mill job interview questions . Instead, they are tricky behavioral interview questions . After all, the goal is to find out how you approach problem-solving, so most are going to feature scenarios, brainteasers, or something similar.

So, having a great strategy means knowing how to deal with behavioral questions. Luckily, there are a couple of tools that can help.

First, when it comes to the classic approach to behavioral interview questions, look no further than the STAR Method . With the STAR method, you learn how to turn your answers into captivating stories. This makes your responses tons more engaging, ensuring you keep the hiring manager’s attention from beginning to end.

Now, should you stop with the STAR Method? Of course not. If you want to take your answers to the next level, spend some time with the Tailoring Method , too.

With the Tailoring Method, it’s all about relevance. So, if you get a chance to choose an example that demonstrates your problem-solving skills, this is really the way to go.

We also wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers will often ask you more generalized interview questions!

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Top 3 Problem-Solving-Based Interview Questions

Alright, here is what you’ve been waiting for: the problem-solving questions and sample answers.

While many questions in this category are job-specific, these tend to apply to nearly any job. That means there’s a good chance you’ll come across them at some point in your career, making them a great starting point when you’re practicing for an interview.

So, let’s dive in, shall we? Here’s a look at the top three problem-solving interview questions and example responses.

1. Can you tell me about a time when you had to solve a challenging problem?

In the land of problem-solving questions, this one might be your best-case scenario. It lets you choose your own problem-solving examples to highlight, putting you in complete control.

When you choose an example, go with one that is relevant to what you’ll face in the role. The closer the match, the better the answer is in the eyes of the hiring manager.

EXAMPLE ANSWER:

“While working as a mobile telecom support specialist for a large organization, we had to transition our MDM service from one vendor to another within 45 days. This personally physically handling 500 devices within the agency. Devices had to be gathered from the headquarters and satellite offices, which were located all across the state, something that was challenging even without the tight deadline. I approached the situation by identifying the location assignment of all personnel within the organization, enabling me to estimate transit times for receiving the devices. Next, I timed out how many devices I could personally update in a day. Together, this allowed me to create a general timeline. After that, I coordinated with each location, both expressing the urgency of adhering to deadlines and scheduling bulk shipping options. While there were occasional bouts of resistance, I worked with location leaders to calm concerns and facilitate action. While performing all of the updates was daunting, my approach to organizing the event made it a success. Ultimately, the entire transition was finished five days before the deadline, exceeding the expectations of many.”

2. Describe a time where you made a mistake. What did you do to fix it?

While this might not look like it’s based on problem-solving on the surface, it actually is. When you make a mistake, it creates a challenge, one you have to work your way through. At a minimum, it’s an opportunity to highlight problem-solving skills, even if you don’t address the topic directly.

When you choose an example, you want to go with a situation where the end was positive. However, the issue still has to be significant, causing something negative to happen in the moment that you, ideally, overcame.

“When I first began in a supervisory role, I had trouble setting down my individual contributor hat. I tried to keep up with my past duties while also taking on the responsibilities of my new role. As a result, I began rushing and introduced an error into the code of the software my team was updating. The error led to a memory leak. We became aware of the issue when the performance was hindered, though we didn’t immediately know the cause. I dove back into the code, reviewing recent changes, and, ultimately, determined the issue was a mistake on my end. When I made that discovery, I took several steps. First, I let my team know that the error was mine and let them know its nature. Second, I worked with my team to correct the issue, resolving the memory leak. Finally, I took this as a lesson about delegation. I began assigning work to my team more effectively, a move that allowed me to excel as a manager and help them thrive as contributors. It was a crucial learning moment, one that I have valued every day since.”

3. If you identify a potential risk in a project, what steps do you take to prevent it?

Yes, this is also a problem-solving question. The difference is, with this one, it’s not about fixing an issue; it’s about stopping it from happening. Still, you use problem-solving skills along the way, so it falls in this question category.

If you can, use an example of a moment when you mitigated risk in the past. If you haven’t had that opportunity, approach it theoretically, discussing the steps you would take to prevent an issue from developing.

“If I identify a potential risk in a project, my first step is to assess the various factors that could lead to a poor outcome. Prevention requires analysis. Ensuring I fully understand what can trigger the undesired event creates the right foundation, allowing me to figure out how to reduce the likelihood of those events occurring. Once I have the right level of understanding, I come up with a mitigation plan. Exactly what this includes varies depending on the nature of the issue, though it usually involves various steps and checks designed to monitor the project as it progresses to spot paths that may make the problem more likely to happen. I find this approach effective as it combines knowledge and ongoing vigilance. That way, if the project begins to head into risky territory, I can correct its trajectory.”

17 More Problem-Solving-Based Interview Questions

In the world of problem-solving questions, some apply to a wide range of jobs, while others are more niche. For example, customer service reps and IT helpdesk professionals both encounter challenges, but not usually the same kind.

As a result, some of the questions in this list may be more relevant to certain careers than others. However, they all give you insights into what this kind of question looks like, making them worth reviewing.

Here are 17 more problem-solving interview questions you might face off against during your job search:

• How would you describe your problem-solving skills?
• Can you tell me about a time when you had to use creativity to deal with an obstacle?
• Describe a time when you discovered an unmet customer need while assisting a customer and found a way to meet it.
• If you were faced with an upset customer, how would you diffuse the situation?
• Tell me about a time when you had to troubleshoot a complex issue.
• Imagine you were overseeing a project and needed a particular item. You have two choices of vendors: one that can deliver on time but would be over budget, and one that’s under budget but would deliver one week later than you need it. How do you figure out which approach to use?
• Your manager wants to upgrade a tool you regularly use for your job and wants your recommendation. How do you formulate one?
• A supplier has said that an item you need for a project isn’t going to be delivered as scheduled, something that would cause your project to fall behind schedule. What do you do to try and keep the timeline on target?
• Can you share an example of a moment where you encountered a unique problem you and your colleagues had never seen before? How did you figure out what to do?
• Imagine you were scheduled to give a presentation with a colleague, and your colleague called in sick right before it was set to begin. What would you do?
• If you are given two urgent tasks from different members of the leadership team, both with the same tight deadline, how do you choose which to tackle first?
• Tell me about a time you and a colleague didn’t see eye-to-eye. How did you decide what to do?
• Describe your troubleshooting process.
• Tell me about a time where there was a problem that you weren’t able to solve. What happened?
• In your opening, what skills or traits make a person an exceptional problem-solver?
• When you face a problem that requires action, do you usually jump in or take a moment to carefully assess the situation?
• When you encounter a new problem you’ve never seen before, what is the first step that you take?

Putting It All Together

At this point, you should have a solid idea of how to approach problem-solving interview questions. Use the tips above to your advantage. That way, you can thrive during your next interview.

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Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

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About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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Competency-Based Interview Questions (19 Questions + Answers)

Competency-based interview questions are designed to assess specific skills and qualities relevant to the job you're applying for. Rather than focusing on hypothetical scenarios, these questions ask you to provide real-life examples from your past experiences.

The interviewer is looking for evidence of how you've applied your skills and handled certain situations, typically using the STAR method (Situation, Task, Action, Result) as a framework. 

This approach helps employers predict future behavior and performance based on how you've handled similar situations. Here are some of the most common competency-based questions along with their answers to help you prepare for your next interview.

1) When have you completed a difficult task as part of a team?

Pick an example where your contribution to a team was significant. It should showcase your problem-solving, collaboration, and leadership skills.

Give enough detail to paint a clear picture, but be concise.

Sample answer:

"In my role as a Project Coordinator at ABC Corp, a leading software development company, we faced a challenging situation when a key project was running behind schedule due to unforeseen technical difficulties. I was part of a team of five tasked with delivering a critical software update for a major client.

To address this, I proposed a revised project plan, breaking down the remaining tasks into smaller, manageable units. I coordinated with team members to reallocate resources effectively, ensuring that the most critical aspects were prioritized. My role involved constant communication, maintaining transparency with both the team and the client about our progress.

Despite the tight timeline, our team successfully delivered the update two days ahead of the revised deadline. This not only pleased our client but also resulted in a 15% increase in efficiency in subsequent projects. This experience taught me the importance of agility and clear communication in teamwork, especially under pressure."

This is a great response because it demonstrates key competencies like teamwork, problem-solving, and communication. It also mentions a specific role (Project Coordinator) and company (ABC Corp), adding authenticity.

2) Describe how you have positively contributed to a team

Choose an instance from your professional experience where you played a key role in a team's success. Focus on skills like teamwork, leadership, problem-solving, and communication.

"In my previous role as a Marketing Analyst at XYZ Tech, I was part of a team responsible for launching a new product. We were facing challenges in aligning our marketing strategies with the target demographic's preferences.

Recognizing this, I initiated a comprehensive market analysis to better understand our audience. I collaborated with the team to gather data, and my analysis provided insights that significantly shifted our approach. I suggested focusing on digital platforms popular among our target demographic and tailored our content accordingly.

This strategy led to a 25% increase in customer engagement and significantly boosted our pre-launch sign-ups. My contribution helped the team achieve a more targeted and effective marketing campaign, and it was a key factor in the successful launch of the product."

The response focuses on specific actions taken and how they positively impacted the team. It also includes measurable outcomes (25% increase in engagement), demonstrating the effectiveness of the contribution.

3) Give an example of a time when you showed initiative

When answering this question, it's crucial to choose an example that highlights your proactive approach and ability to innovate or improve processes.

"While working as a Software Developer at TechInnovate, a fast-growing tech startup, I noticed that our code deployment process was causing delays in project timelines. Despite not being part of my designated tasks, I took the initiative to address this issue.

I researched and proposed the implementation of a new Continuous Integration/Continuous Deployment (CI/CD) pipeline, which I believed could streamline our deployment process. After getting the green light from my manager, I led the effort to integrate this system into our workflow. I also conducted training sessions for the team to ensure everyone was up to speed with the new process.

As a result, we reduced our deployment time by 40%, significantly improving project turnaround times and efficiency. This initiative not only enhanced our team's productivity but also received positive feedback from clients for faster delivery."

This response provides a structured narrative with a specific situation, task, action, and result.

It also highlights the ability to identify and solve a problem independently.

4) How did you handle negative feedback from a manager, employer, or coworker?

First of all, avoid speaking negatively about the person who gave you the feedback or the feedback itself. You need to emphasize how you used the feedback to improve your work or behavior, demonstrating your adaptability and commitment to self-improvement.

"In my previous role as a Junior Developer at Startech Innovations, I received feedback from my manager about my tendency to rush through tasks, which sometimes led to errors. While initially disheartening, I recognized the importance of this feedback for my professional growth.

I took the initiative to organize my tasks more efficiently, allocating more time for quality checks and testing. I also sought advice from senior colleagues on best practices for meticulous coding. I also enrolled in a time management workshop to further hone my skills.

As a result, within a few months, the quality of my work improved significantly, and I received recognition from my team for my enhanced attention to detail. This experience taught me the value of constructive criticism and the importance of continuous learning in a fast-paced tech environment."

The answer reflects an understanding of the importance of feedback and a willingness to learn and grow. It also includes specific actions taken and the positive outcomes, showcasing tangible improvements in work quality.

5) Describe a difficult situation you resolved at work

Choose a scenario that showcases your problem-solving and decision-making skills. Focus on the problem and your professional response, avoiding personal opinions or emotions.

"At my previous job as a Financial Analyst at FinCorp Solutions, I was responsible for managing a major client's portfolio. A difficult situation arose when a significant investment underperformed, causing concern for the client and our team.

I took immediate action by conducting an in-depth analysis of the investment, identifying alternative strategies to mitigate the loss. I then presented these options to our senior management and the client, explaining the rationale and potential outcomes of each.

Based on this, we restructured the client's portfolio, diversifying into more stable investments. This not only minimized the loss but also positioned the portfolio for stronger future growth. The client appreciated our proactive approach and remained with our firm, trusting our expertise and commitment to their financial goals."

This is a great response because it highlights analytical thinking, problem-solving, and client communication. It also shows how the actions taken led to a successful resolution.

6) Tell me about a time when you took on a leadership role

The key thing to do here is to focus on a situation where you demonstrated leadership qualities like initiative, decision-making, team coordination, and problem-solving.

"At TechStart Solutions, a rapidly growing startup where I worked as a Lead Developer, we faced a critical deadline for launching a new software product. As the launch date approached, it became evident that we were falling behind schedule.

Recognizing the urgency, I volunteered to lead an ad-hoc team to tackle the most critical tasks. I started by delegating tasks based on each team member's strengths and set up daily stand-up meetings to track progress and address any roadblocks immediately. I also worked closely with other department leads to ensure all aspects of the launch were synchronized.

Thanks to our collective efforts, we met the deadline with a successful launch. This experience not only honed my leadership skills but also taught me the importance of adaptability and clear communication in a fast-paced environment."

Not only does this response provide a structured narrative (with a specific situation, task, action, and result), but it also showcases key leadership qualities like initiative, teamwork, and problem-solving.

7) How did you resolve a customer complaint?

Pick a scenario where you effectively handled a customer complaint. The goal is to show your problem-solving skills, empathy, communication abilities, and commitment to customer satisfaction.

"While working as a Customer Support Specialist at Innovatech Solutions, a tech startup, I encountered a customer who was frustrated due to a recurring software glitch. My role involved not only technical support but also ensuring customer satisfaction.

I first listened carefully to understand the customer's issue in detail, expressing empathy for the inconvenience caused. I then walked them through a temporary workaround and assured them that their issue would be prioritized for a permanent fix. I coordinated with our technical team to fast-track the bug resolution and kept the customer updated on our progress.

Within a week, the issue was resolved, and I personally called the customer to confirm the fix. They were appreciative of the proactive updates and the swift resolution. This experience underscored the importance of active listening and clear communication in customer service and strengthened our company's reputation for responsive support."

This response is effective because it focuses on the successful resolution and the customer's satisfaction, showcasing your effective complaint handling.

8) Describe a time you were given a responsibility you've never had before

Emphasize how you quickly adapted to the new responsibility and what you learned from the experience. Even if the experience was challenging, highlight any positive results or improvements that came from it.

"At my previous job as a Junior Developer at NextGen Tech, a fast-paced startup, I was suddenly tasked with leading a small team for a critical project due to an unexpected absence of our team lead. Having never managed a team before, this was a significant step up from my usual responsibilities.

I immediately took the initiative to organize a team meeting to understand everyone's current progress and concerns. Recognizing my inexperience in leadership, I sought advice from a mentor and invested time in quickly learning basic team management skills. My focus was on clear communication, setting realistic deadlines, and ensuring team morale remained high.

Despite the initial challenges, the project was delivered on time and received positive feedback from our stakeholders. This experience significantly boosted my confidence and taught me the importance of adaptability and effective communication in leadership roles."

This answer showcases your ability to quickly adapt to new responsibilities and the eagerness to learn. It also focuses on successful project delivery and personal growth, highlighting your potential for future leadership roles.

9) Give an example of your lateral thinking

Lateral thinking is all about looking at problems from a new perspective and finding innovative solutions. Focus on how you approached the problem differently from standard methods.

"While working as a Software Engineer at TechPioneers Inc., we faced a significant challenge with data storage inefficiencies affecting our application’s performance. The standard approach would have been to upgrade our storage infrastructure, but that was cost-prohibitive.

I suggested an alternative: optimizing our existing data architecture by implementing advanced compression algorithms and reorganizing the data for more efficient access. This solution was unconventional in our context but had potential.

After getting approval, I led a small team to pilot this idea. We successfully implemented the changes, which resulted in a 30% improvement in data retrieval speeds and a significant reduction in storage costs.

This experience showed me the power of lateral thinking in finding effective solutions while considering constraints like budget and resources."

This answer clearly demonstrates your ability to think laterally and creatively by choosing an unconventional solution over the standard approach.

10) Describe the most challenging decision you’ve made at work

Choose a scenario where you faced a tough decision. The goal here is to showcase your critical thinking, problem-solving skills, and ability to handle complex situations.

"In my previous role as a Product Manager at InnovateTech, a fast-growing tech startup, we were developing a new software product. A major decision I faced was choosing between releasing the product on schedule with minimal features or delaying the launch to include more advanced features.

The challenge was balancing market entry timing against product completeness. After thorough market analysis and consulting with the development team, I decided to go for a phased release. Initially, we launched a basic version to establish a market presence and gather user feedback.

This decision proved beneficial. The initial release generated early interest and valuable customer insights, which we used to enhance subsequent versions. This approach not only established our product in the market but also ensured continuous improvement based on real user feedback."

This response demonstrates a thoughtful decision-making process. It focuses on the successful strategy and learning from the experience, showing your adaptability and strategic thinking.

11) Have you ever had to bring others around to your way of thinking?

Show that you value others' opinions and can bring people together through respectful persuasion. Briefly mention what you learned about teamwork and communication from the experience.

"In my role as a UX Designer at StartUpTech, I was part of a project where the team was divided on the user interface design of our new app. While many favored a traditional layout, I believed a more innovative design would enhance user engagement.

To bring the team around to my perspective, I conducted user research and compiled data on current UI trends. I presented this information in a team meeting, highlighting how our target audience preferred interfaces that were intuitive yet visually appealing. I also created a prototype to demonstrate the feasibility and impact of my design.

After seeing the evidence and the prototype, the team agreed to trial my design approach. The result was a 40% increase in user engagement in our initial tests. This experience taught me the importance of backing up ideas with data and the power of constructive communication in achieving consensus."

This answer is great because it highlights the use of data-driven decision-making, persuasive communication, and collaboration. It focuses on the successful implementation of the idea and its tangible benefits.

12) Give an example of when you had to change plans last minute

When answering this question, showcase your ability to adapt quickly to new situations and think on your feet. Even if the change was challenging, highlight any positive results or improvements that came from it.

"While working as a Project Manager at DynamicTech, a fast-paced startup, we were in the final stages of developing a new software feature. Just days before the scheduled launch, a major bug was discovered that required immediate attention.

Despite the tight deadline, I quickly reorganized the team's priorities. I convened an urgent meeting to reassess our resources and timelines. We decided to delay the feature release to ensure quality. I communicated transparently with stakeholders about the delay, explaining the situation and our commitment to delivering a high-quality product.

This decision to postpone allowed us to fix the bug effectively, and we successfully launched the feature two weeks later with positive feedback from users. This experience reinforced the importance of flexibility and clear communication under pressure."

This response effectively conveys your adaptability and problem-solving skills. It also focuses on the successful resolution and the importance of maintaining quality under pressure.

13) Have you ever had to work with someone you didn't get along with? If so, how did you make the situation better?

Focus on how you maintained a professional attitude and found ways to collaborate effectively. Most importantly, speak respectfully about the colleague and avoid blaming or using negative language.

"In my previous role as a Software Engineer at TechForward, I was paired with a colleague for a critical project whose working style differed significantly from mine. He preferred a more independent approach, whereas I advocated for frequent collaboration and team meetings.

To address this, I initiated a conversation to understand his perspective better and explain my approach. We agreed to set clear expectations and compromise on our working styles. We established a schedule that balanced independent work with regular check-ins to ensure we were aligned.

This strategy improved our communication and allowed us to leverage our individual strengths effectively. We successfully completed the project on time, and it was well-received by our stakeholders. This experience taught me the value of open communication and flexibility in working with different personalities."

This response effectively conveys your ability to handle conflicts and work constructively with colleagues, a crucial skill in a collaborative environment.

14) When have you previously delivered excellent customer service?

Talk about a scenario where you went above and beyond to meet or exceed a customer's expectations. Show how you prioritized the customer's needs and satisfaction.

"At my last position as a Customer Support Specialist at InnovateTech, a tech startup, I handled a case where a client was struggling with our software’s new update. They were frustrated and considering discontinuing our service.

Understanding the urgency, I first listened carefully to understand their issues and empathize with their situation. I then guided them through a step-by-step solution, ensuring they were comfortable with each step. Realizing the broader implications, I also coordinated with our development team to streamline the update process for future releases.

The client was extremely grateful for the personalized support and not only continued using our service but also became one of our most loyal customers. This experience underscored the importance of empathetic listening and proactive problem-solving in customer service."

This is a great response because it highlights the importance of understanding and empathizing with the customer. It focuses on the successful resolution and the long-term impact on customer loyalty.

15) Give an example of a situation when you worked on a tight deadline

When answering this question, show how you prioritized tasks and managed your time efficiently. Mention any lessons learned about time management or working under pressure.

"In my previous role as a Web Developer at TechSprint, a fast-paced startup, we had a project where we needed to deliver a new website feature for a key client within a week. This was a challenging deadline given the complexity of the feature.

To manage this, I quickly outlined a plan, breaking down the project into smaller, manageable tasks with daily goals. I communicated clearly with my team about our priorities and collaborated closely with them to troubleshoot any issues promptly. To stay focused, I minimized distractions and extended my work hours when necessary.

We successfully delivered the feature on time, and the client was extremely satisfied with the results. This experience taught me the value of clear planning, effective communication, and dedication in meeting tight deadlines."

This response conveys your ability to handle tight deadlines, a critical skill in a fast-paced environment. It also highlights time management, prioritization, and teamwork under pressure.

16) Describe a time when you used creativity to solve a problem in the workplace

Choose an instance where you applied a novel or unconventional approach to solve a problem, then show how your creativity led to a unique solution.

"In my role as a Product Designer at StartUpTech, we faced the challenge of low user engagement with our mobile app. The conventional approach would have been to revise the content, but I proposed redesigning the user interface to make it more interactive and visually appealing.

I spearheaded a brainstorming session with the team to generate fresh ideas. Inspired by gamification, I suggested incorporating elements like progress trackers and reward-based achievements. After receiving positive feedback on the concept, we developed a prototype and tested it with a user group.

The new design significantly increased user engagement by 40%. This experience taught me the value of thinking outside the box and the impact of gamification on user experience."

This response is effective because it conveys your ability to use creativity to solve problems. It also highlights the use of innovative thinking to address a common problem in a unique way.

17) Give an example of a time when you faced an ethical dilemma

First, describe the ethical dilemma you faced, then explain what your role was and why the decision was challenging. Next, detail how you approached the dilemma, including any consultation with colleagues or reference to company policies.

Share the outcome of your decision and any lessons learned.

"While working as a Data Analyst at NextWave Tech, I encountered an ethical dilemma when I noticed a colleague using client data in a way that wasn't compliant with our privacy policy. This was a sensitive situation as the colleague was well-respected and had more experience than I did.

I first reviewed our company’s data privacy guidelines to confirm my understanding. Realizing the seriousness of the situation, I decided to address it directly with my colleague. I approached them in a private and respectful manner, expressing my concerns and referencing specific policy guidelines.

The colleague hadn't realized their mistake and was appreciative of my discreet approach. They corrected their practice immediately. I learned the importance of addressing ethical concerns promptly and respectfully, ensuring compliance while maintaining a positive work environment."

This response effectively conveys your commitment to ethical standards, a crucial quality in any professional. It also highlights the ability to identify an ethical issue and address it appropriately.

18) What has been your biggest failure?

The key when answering this question is to show how your biggest failure was a valuable experience for learning and development. Acknowledge the failure, but keep the overall tone of your answer positive and forward-looking.

"In my previous role as a Junior Developer at InnovateTech, I was tasked with leading the development of a new feature for our software. Eager to impress, I rushed into coding without proper planning or consultation with the team. As a result, the feature was full of bugs and missed the deadline for testing, causing a delay in our release schedule.

This experience was a significant professional failure for me. It taught me the importance of thorough planning and teamwork. I took responsibility for the setback and worked diligently to rectify the issues. I also started to actively seek feedback and collaborate more with my team.

The feature was eventually released successfully, and the lessons I learned from this failure have stayed with me. I now approach projects with a more structured plan and value the input of my team members, which has improved both my work and our team dynamics."

This is such a great response. Despite the initial failure, the answer ends on a positive note, highlighting improved skills and team dynamics.

19) What would you consider your biggest workplace achievement?

Set the scene by describing the context of the achievement. Explain what you were tasked with or what goals you aimed to achieve, then detail the specific actions you took to accomplish the task.

Most importantly, highlight the positive outcomes, including any measurable results or recognition received.

"At my previous position as a Software Engineer at TechStream, I led a project to develop a new feature that would automate a key process for our clients, which was previously done manually. This was a challenging task due to the complexity of the process and the tight timeline.

I spearheaded a team of four developers and adopted an agile methodology to efficiently manage the project. Through rigorous coding, testing, and iteration, we successfully developed the feature within the deadline.

The automation feature was a major success, reducing the clients' process time by 50% and significantly improving accuracy. It led to a 20% increase in client satisfaction scores and was a key factor in securing two major contracts for the company. This achievement not only demonstrated my technical and leadership skills but also had a tangible impact on the company’s growth and client relations."

This answer demonstrates technical expertise, leadership, and the ability to deliver impactful results. It also focuses on measurable outcomes, such as improved process time and client satisfaction, showcasing the significant impact of the achievement.

What to expect from a competency-based interview

During a competency-based interview, the interviewer focuses on assessing specific skills or 'competencies' that are crucial for the role in question.

Each question targets certain competencies - be it teamwork, leadership, adaptability, problem-solving, or communication skills. Knowing the key competencies for the role you're applying for helps tailor your responses effectively.

For example, if you’re applying for a managerial role at a tech startup company, you’re likely to encounter questions about your leadership skills as well as your tech proficiency.

The key is to understand what interviewers are looking for during a competency-based interview. Some of the most foundational things they look for include:

Concrete Examples: Interviewers seek specific, detailed examples that demonstrate your skills and experiences. Vague, generic answers won’t make the cut. They look for clear evidence of how you’ve applied relevant skills in real-world situations.

Problem-Solving Abilities: Demonstrating how you've navigated challenges and found effective solutions is crucial. Interviewers assess your analytical skills and how you approach and resolve difficult situations.

Adaptability and Learning: How quickly you adapt to new situations and learn from experiences is a key competency. Sharing instances where you’ve successfully adapted to change or learned from a mistake shows resilience and a growth mindset.

Teamwork and Collaboration: In today's collaborative work environments, your ability to work effectively with others is paramount. Illustrating this through past team experiences can be very impactful.

Leadership and Initiative: For roles with leadership components, showing examples of your leadership and initiative - even in non-managerial roles - is important. Highlight times when you've taken charge, motivated others, or brought innovative ideas to the table.

To prepare for a competency-based interview, reflect on your past experiences and prepare stories that showcase your competencies. Practice the STAR method (Situation, Task, Action, Result) to structure your responses coherently.

Last but not least, research the company and the specific competencies they value in the role you're applying for. Doing these should boost your chances of landing your dream job.

Related posts:

• Team Leader Interview Questions (16 Questions + Answers)
• Project Manager Interview Questions (14 Specific Questions + Answers)
• Retail Worker Interview Questions (16 Questions + Answers)
• Boots Interview Questions (17 Questions + Answers)
• Tesco Interview Questions (14 Questions + Answers)

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What Is a Competency Based Interview?

What is the difference between a competency based interview and a traditional interview, what core competencies do recruiters look for, how to answer competency interview questions in 2024, how to prepare for a competency based interview in may 2024, frequently asked questions, final thoughts, competency based interview questions in 2024: examples and tips.

Updated November 20, 2023

A competency based interview is a type of behavioral interview used by employers to test certain skills (or competencies) of a candidate and assess their suitability for the role.

The interview consists of a list of questions that are designed to discover how the interviewee used certain skills in a situation, task or experience.

The tests can also be referred to as a structured, behavioural or situational test, and it is used by recruiters mainly as a first stage interview.

Answers given by the candidate are marked against certain criteria that have already been decided and are based on previous answers that have set a standard for the test.

Some may think that this type of interview sounds like a regular traditional interview; however, there are significant differences.

Traditional interviews will commonly focus around the job role that the candidate is being interviewed for, which means that there will not be a list of set skills based interview questions, but rather general questions.

The traditional interview is designed to see if the applicant will fit in with the company and to get their general opinions on certain things, compared to the competency interview, which is looking for skills rather than opinions and personality.

Sample Common Competency-Based Interview Questions (2024)

There are some standard set questions that are used in the competency interview.

Some examples of the types of questions you might be asked in a competency-based interview are listed below:

1. Give an Example of a Time at Work When You Have Had to Manage a Conflict

This question is looking specifically at problem-solving, and how, if presented with a conflict, you can offer a solution. This could be an internal issue with a team member/co-worker or an encounter with a difficult client.

The employer is asking this question to first establish what the candidate’s work history is like, and how many times they’ve come into conflict in the workplace.

The main reasoning, though, is to see how the candidate would manage the situation, as this tells the employer much about their management and teamwork skills.

The response to the question above could be something like this:

I had two team members who didn't get on who didn't get on personally, but shared a client so needed to work together on this project. The initial meetings between them did not go well, so I decided to act as a mediator to establish how the two would be happy working together. It turns out one wanted to do the admin side of the project, with the other wanting to deal with the client. Once I fed this back to each individual, we seemed to reach something that meant they could work together.

2. Can You Explain What You Regard as Your Biggest Achievement to Date?

Here, the interviewee is looking at the candidate’s goal orientations. What they regard as a big achievement will indicate how big their goals are in life.

The employer would perhaps use this information to set objectives for the new recruit. They will also be able to use the information to know how far the candidate is wanting to go in their career.

One example of a good response to this would be discussing how you managed to work hard over time, showing commitment and passion to beat colleagues to the much-wanted promotion,

It would be good to discuss what your boss said to you when they gave you the promotion, highlighting your strengths and skill.

There was a promotion coming up in my current job that was highly sought-after within the business. I understood it was going to be competitive so it required me to work hard, ensuring I was thoroughly prepared by researching the role, proving my commitment by showing my level of work and networking with the current team of the role I was applying for too. I even took it upon myself to meet with the person in the current position to ask for guidance. I did get the promotion.

3. Describe a Big Decision You Have Had to Make in the Workplace

This analyses the decision-making skills of the candidate. Decision-making can be an everyday part of many job roles, so it’s important to know how somebody deals with them.

The employer will also be able to assess here what the candidate regards as a big or difficult decision, as this could have an effect on if they would be right for the role. Something big to one person is often something not so big to someone else.

Examples here could be related to money, such as spending much on a marketing campaign. It could be that you were involved in the process of hiring someone or deciding on something for one of the company’s clients.

We were looking to expand our client base with a promotion and needed to get the word out there. So we approached some marketing companies. My job was to interview them all and assess their pitches to make the choice of who to employ before getting the sign off from my boss. My decision needed to be based on budget, who would be able to reach the target audience the best and most effectively, weighing in cost dependent on if the promotion wasn't successful and who understood the business the best.

4. Can You Give an Example of When You Have Had to Lead a Team?

As expected, this question is focusing on the strength of the person’s leadership skills, in addition to assessing responsibility and organisational skills too.

The employer is likely to have their own preference of leadership, so they will want an insight into how the person being interviewed approaches it. This question will also give an example of the candidate’s work history.

In my previous marketing role, I was leading a project for a very big client. Towards the end of the project, the client decided to completely change the design of the project, but still needed the same deadline. This ment my team needed to work smarter to get it complete but me ensuring they didn't have burnout. We worked in shifts so everyone got the brek they needed, and I prioritised this and give other projects to other teams so we could focus solely on this one.

5. How Do You Create a Positive Environment For Your Team at Work?

The employer is looking at communication skills. How can the individual communicate to their staff a positive culture?

The reason the employer has asked this question is because part of the manager's role is to ensure the wellbeing and happiness of the team is looked after. The employer will be looking for strategies and policies adopted by the candidate.

One example that could be used here is to talk about employee engagement – regular catch ups, inclusivity, flexible working and communication are all ways to help with this positive environment.

Creating a positive environment includes inclusivity and listening to your employees. I’d request regular catch ups, both informal and formal with individuals and the tem, so they can put forward suggestions of where we could improve on wellbeing and morale for example.

The key competencies you need to evidence will vary depending on the role you are applying for.

The best way to identify the competencies you need will be the job description and job advert.

However, here are some common competencies that are the most important to evidence in the majority of job interviews.

Remember to evidence these with specific examples from your last job, work experience placement or past experiences.

• Communication
• Decision Making
• Trustworthiness
• Responsibility
• Commercial Awareness
• Professional Development
• Technical Skills
• Adaptability
• Time management

We’ve touched on the contents of how to answer these questions, but there’s other things to bear in mind too.

The key to answering the competency based interview questions is to follow the STAR method, which consists of including the:

This ensures you give an example of a situation you displayed a core competency in your last job and therefore provide sufficient evidence for each of your points.

Candidates should explain in detail the given situation and task . This includes stating what the task was, who was involved, where it took place and when.

The interviewee then needs to describe the action taken , starting with the different options for action and which one was chosen and why. They can mention what made them come to that decision.

The last part of the answer will detail what the results of the actions were , including any positive and negative outcomes, and any figures and statistics or testimonials that can back it up.

Although these interviews are not straightforward – in that you won’t know the exact questions beforehand – there are some commonly used questions. This means there is a chance for some preparation.

Here are some step-by-step ways you can prepare.

Step 1 . Do Your Research

Look at the job description, look at the employer’s website or in employee forums and try to get an insight into the core skills it is looking for in an employee.

From there, you should be able to predict some of the likely questions and prepare answers for them.

Step 2 . Practice!

Try to go through as many examples of competency based questions as you can and find situations and scenarios in the past that you can use as examples.

Practise your answers as much as you can, remembering the the STAR technique, and give as much detail as you can. Do not be afraid to give two examples if you think that is necessary.

It could be worth setting up a scenario with a friend or family member, where they play the employer and ask you some simple questions. This way you get to practise under interview circumstances.

Step 3 . Know Your Best Skills

Try to highlight your best skills in the job interview – for example, be confident and communicate well, which will tell the interviewer that you possess good qualities.

But do not make up skills and answers that you think the employer wants to hear – if you get the job, you’ll need to prove it.

Step 4 . Be Flexible

Be prepared to be flexible in the interview and be ready to adapt answers to fit the questions that you may not have expected.

What should I expect in a competency based interview?

In a competency based interview you should expect skills based interview questions. They are situational-based questions that test a number of core competencies.

Where can I prepare for a competency based interview?

When preparing for a competency based interview, you can look online at the employer’s website to assess what type of skills they are looking for in an employee.

This will then mean you can predict the questions that will be asked, allowing you to compile a competency based interview questions list and prepare your answers.

You can also look up the most common competency questions online to get a better idea of what you might be asked.

Are competency based interviews hard to pass?

With preparation and the possession of the right skills, the competency based interviews do not need to be hard.

Employers are looking for a particular set of skills that you should try and find out before applying for the job – and this will help you when it comes to answering competency based questions in the interview.

Reviewing the most common competency questions online will also help.

How is the competency based interview scored?

The competency based interview is scored based on a certain predetermined criteria that look for evidence of certain skills.

How do I answer competency-based interview questions?

It is best to answer these questions as concisely and correctly as you can, giving lots of detail and using the STAR approach. It is vital to be honest too; do not just say what you think the employer wants you to say.

What questions should I ask at the end of an interview?

Try to ask questions that will benefit you, and could also impress the employer. It could be good to ask about the culture of the business or the history of the business. You could also ask what the next step is and when you’re likely to find out if you’ve been successful.

Where can I find more sample questions with answers for a competency-based interview?

By looking online at forums for employees, in addition to Wikijob and other job training websites, you'll be able to find simple questions for the competency-based interview.

The competency based interview asks a set of questions to assess a candidate’s possession of certain skills. The questions are situational and look at the individual’s experience and job history.

Remember to prepare as best you can – by researching competency based interview questions and answers – and good luck!

You might also be interested in these other Psychometric Success articles:

Or explore the Interview Advice / Interview Questions sections.

20 competency-based interview questions and answers to evaluate top talent

Combine interviews with skills tests for optimal candidate assessment.

Do you need to hire a new employee for your business? To avoid hiring the wrong applicant, you must evaluate your candidate’s competency, skills, and behavior first. 

It’s well worth using a data-driven skill assessment method that includes Cognitive Ability or Situational Judgment tests after you source applicants. Then, you can discover if your candidates’ values and competencies match your company’s mission and vision. But which interview questions are ideal for setting the correct tone during the interview?

It can be difficult to find the right questions to ask, so we’ve gathered 20 competency-based interview questions in this article for your reference. Select from our list to evaluate your candidates’ skills and behavior.

Table of contents

20 competency-based interview questions and answers about projects, skills, and teamwork , when should you use competency-based interview questions in the hiring process, use competency-based interview questions to hire an expert.

Ask candidates some of these 20 competency-based interview questions about projects, skills, and teamwork to evaluate their experience and aptitudes.

1. Could you tell us about a time you led a complex project? How did you handle it?

With this competency-based interview question, you can test your candidates’ management and project leadership skills. When responding, applicants should talk about a time they led a project and explain the steps they used to complete it. For example, an editor might lead a project by reading a style guide, learning about editing tools, and thinking about ways to provide feedback to writers.

Only 48% of employees consider their leadership high-quality, but you can manage this shortage by finding applicants with project leadership skills. The optimum way to assess your candidates’ leadership and project management skills is to use our Leadership & People Management, and Project Management skill tests .

2. Have you ever helped a manager resolve an issue? Which method did you use?

Problem solving is a critical part of completing projects and assisting managers. Since this skill can help applicants achieve quality work, consider if they have a method to achieve this goal.

Some applicants may use software to handle project problems and help their manager solve them. Others might collaborate with team members to find the correct strategy and present the technique to their manager.

If you want to discover more about your applicants’ problem solving skills, you can ask them follow-up questions about the outcome of their efforts or use our Problem solving test .

3. Can you tell me about a time you learned something new to complete a task?

Upskilling and learning new abilities are essential in all roles as they can help candidates handle challenging or new tasks. Applicants should be able to name what they learned and how it enabled them to complete the project.

For example, a software engineer might learn a new programming language, framework, or more about Git version control software to handle complex projects.

Don’t hesitate to ask follow-up questions to learn more about your candidates’ upskilling methods. You will notice that applicants hone their skills in different ways, such as by completing training courses or reading books. 

4. Describe a time you had to handle a customer’s difficult request.

To assess your candidates’ communication skills and customer service abilities, ask them this competency-based interview question. When dealing with customers and handling their requests, applicants should know how to:

Empathize with a customer

Use active listening

Avoid making a promise they can’t keep

Keep calm during the interaction

Offer options to handle the problem

One data-driven method to assess applicants’ communication and customer service skills is to use our Communication and Customer Service tests . These tools will show which candidates can read the customer’s non-verbal cues, use professional etiquette, and improve customer satisfaction.

5. Could you tell us about a time you used attention to detail to complete a project?

Many projects require applicants to use attention to detail. Some examples of tasks that need extra focus and attention include writing articles with correct grammar for clients and programming with clean code.

Since it’s a skill that can enhance the quality of the candidate’s output, attention to detail is crucial for candidates. Check whether your applicants have attention to detail with our Attention to Detail test or ask them for work samples from side projects to check their accuracy.

6. Could you explain how you’ve increased your company’s revenue?

Applicants who can increase your company’s revenue are the ones to consider for your vacancy. They may achieve this goal in many ways. For instance, an HR professional might hire capable talent who increases the company’s profits. A software developer might fix an issue, enhance the user experience, and increase an app’s users.

Ask whether applicants have yielded good financial results for their organization to learn if they match your company’s expectations.

7. Can you tell us about a time you increased your output or the quality of your work?

Candidates should aim to enhance the quality of their work and output for customers since it can help to improve the company-client relationship. Whether applicants complete training courses or seek support from their manager, they should have a method to improve their work.

Be wary of candidates who think their work doesn’t need improving, and consider hiring candidates willing to undergo training with your company.

Optimize your interviews with TestGorilla's skills assessments

Transform your interviews with our tailored skills tests. Sign up for a free live demo and see how to complement your competency-based interviews.

8. Describe a time you collaborated successfully with a team.

Teamwork is a critical factor that can help companies complete complex projects. For example, a teacher could collaborate with other staff on their team to create fun and exciting lesson plans. Your applicants should understand the value of teamwork and explain how their efforts led to good results. 

Communication is an essential part of working on a team. Consider if your candidates communicate efficiently or use communication tools to discuss projects with team members. Use our Communication skills test if you need extra statistics or candidate data to assess your applicants.

9. Name a time you had to make a challenging decision in the workplace.

Not all workplace decisions are easy to make, but making difficult decisions is a crucial process. With this question, you can check whether your candidates have experience making decisions that require analytical skills and business knowledge.

The methods each applicant uses to make challenging decisions will differ — some may gather statistical data to help them proceed with a decision, others might hold a meeting with their team and gather opinions.

It’s worth considering that each decision-making process can depend on the context, but you can ask candidates to provide a five-step method that helps them with this goal. You can also assess applicants with skill tests such as our Problem solving or Critical Thinking tests .

10. Can you tell us about a time you had to work under pressure?

It can be impossible to avoid working under pressure in the workplace, but candidates should have methods that make this process easier. Some candidates might eliminate as much uncertainty as possible to help them make decisions faster under pressure. Other interviewees might take regular breaks and return to work when they feel most productive.

Ask more questions related to working under pressure to check if your candidates’ output improved with their stress management strategies, and consider if their methods match your company’s expectations.

11. Could you tell me about a time you used a creative strategy to solve a problem?

With this competency-based interview question, you can test your applicants’ problem-solving skills. Since each circumstance is unique, candidates will provide different answers. However, you should expect candidates to mention a time they thought of a unique method to solve a problem . 

For example, some applicants might alter project management strategies with Excel spreadsheets to clarify a process. Others might ask team members to switch roles for a day to understand each other’s duties. To determine their strategy’s effectiveness, ask questions like, “How did your creative method help you achieve the desired output?”

12. Have you ever had to handle changes in the workplace? Explain how you did it.

Encountering change in a work environment is generally inevitable, but it’s not impossible to navigate. Many methods can help team members handle workplace changes , including:

Staying positive

Establishing new targets

Accepting and transitioning to changes

For example, sales representatives might have to stay eager to adopt new software systems, achieve new sales targets with the help of the systems, and accept and transition to the changes.

Be cautious of applicants who resist or find workplace change difficult — if your company offers a fast-paced environment, these candidates might not match your requirements.

13. Could you tell us about a time you supported a struggling team member?

Being a team player often requires candidates to support junior or inexperienced team members. Candidates should know that while they shouldn’t sacrifice their targets to help co-workers, they should offer the correct advice to assist them.

One prime example of effective teamwork is an accounts payable team providing accounting tools and methods to help accounts receivable teams quickly process client payments.

Listen for responses that explain the outcomes of the candidate’s support. For example, the accounts receivable team members will have improved their client payment processes due to the extra advice, tools, and methods.

14. Name a time you failed to complete a project. What did you learn?

Project failures can have many causes. Candidates might underestimate the time required to complete a project or lack the resources to handle it efficiently. They may have to get more input from the client or manager, or they may have misunderstood the project brief. In these cases, candidates may have learned to:

Create accurate deadlines using time management methods

Request timely support from their manager 

Check that they understand the project brief and ask questions if they don’t

Find the correct resources to handle the project

If candidates use the STAR method to structure their answers, you can expect them to explain the result of their acquired knowledge. They should mention the situation and specific task when responding to the question, as well as the action and results they achieved. When discussing the results, they may explain that they encounter fewer problems when estimating project deadlines and notice that their clients are happier with their work.

15. Describe your biggest work-related achievement so far.

This competency-based interview question will help you learn if your candidate is determined and ambitious enough to achieve significant career milestones. Each candidate will have a different work-related achievement, so you will receive different answers.

For example, an editorial assistant might receive a promotion to a junior editor role upon honing their editorial skills and learning about the company. Or after showing their skills in challenging projects, a software developer might become a project maintainer.

One way to assess answers is to consider how your candidates achieved their most significant goals. If their methods match your organization’s expectations, you should consider inviting them to a second interview.

16. Share a time you experienced a conflict while working with your team.

Although 26% of employees consider work conflict a common occurrence, your candidates should understand how to handle team disagreements. Team conflicts can happen for several reasons:

Candidates might find it difficult to work with team members who underperform

They might feel demotivated by co-workers who lack motivation

Applicants might find it difficult to collaborate with team members due to differences in personality or work styles

Some applicants might communicate with team members, while others might create plans to efficiently manage the conflict.

To assess your applicants, consider if your applicants’ conflict management methods match your company’s values, mission, and vision. 

Streamline candidate screening with TestGorilla

Boost your recruitment with our practical screening tools. Sign up for your free TestGorilla plan to access assessments that align with competency-based interview strategies.

17. Have you ever used leadership skills to complete a project with a team?

If hiring a team leader or manager, ask candidates this competency-based interview question to understand their leadership abilities. Candidates should have experience with team lead and project management duties, and show management ability when they respond.

Consider if your applicants can communicate with their team, use appropriate task management strategies, delegate projects, and offer feedback to team members before you decide to hire someone.

18. Could you tell us about a time you used time management skills for a project?

Since time management ensures teams complete projects on time for clients, your candidates must have this skill. Whether they use time-tracking software or set small targets to achieve their milestones, your candidates should understand how to manage their time.

Check if your candidates understand why time management is important, and use our Time Management test for a straightforward candidate assessment method. 

19. Have you ever had to change your communication style to suit different team members?

Employees must interact with team members, stakeholders, and other teams in the company to complete their work. They should use the right communication style for each individual they communicate with.

For example, a software engineer might have to communicate with a non-technical team member about their project. It’s easy for them to achieve this if they use jargon-free language to share the appropriate information. What’s also ideal is to ensure the team member understands the facts by asking them a few questions.

Since using the correct communication style is important for candidates, check their skills with a Communication skills test.

20. Describe a time you had to collaborate with a team member whose methods differed from yours.

Not every team member will have the same working style as your applicant, so it’s worth checking if they can efficiently work with a diverse group of employees. Ask your applicants if they can compromise when team members use different methods.

To review your applicants’ responses to this competency-based interview question, check if their methods match your company’s project management methods.

For a simpler hiring process, we recommend using competency-based interview questions after you send all applicants a skills assessment. When your candidates have completed the assessment, you can use the results to make insightful decisions about which candidates to invite to an interview.

Skills tests have many benefits when you use them before the interview. This approach helps you:

Hire an applicant based on their skills

Reduce the chances of hiring the wrong applicant

Compare two candidates with similar competencies

Ensure you reap the benefits of skills testing methods to reduce your time-to-hire metrics and hire the best professional.

With competency-based interview questions, you can learn about your candidates’ abilities, experience, and project completion methods and find the best expert for your team. Pair this with skills tests for a winning combination to evaluate and hire applicants.

Skills tests provide the data-driven method many companies adopt to find top professionals. Try TestGorilla for free and find candidates that match your role and company.

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How to Ask Effective Competency-Based Interview Questions

About the Author

Sam is an educator with ten years of mentoring experience and currently specializes in employee engagement and research.

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Last Modified

Competency-based interview questions are designed to assess how well candidates display the critical knowledge, skills, and abilities that underlie effective job performance. Identifying competencies is typically part of the structured interview process, and they are linked to the role and your organization’s values and business objectives.

Table of Contents

• What Are Competency-Based Interview Questions

Types of Competency-Based Interview Questions

• Use the STAR Method for Interviews

How to Evaluate Candidate Responses to Competency-Based Questions

Frequently asked questions, what are competency-based interview questions.

Competency-based interview questions ask candidates to go beyond surface-level answers, allowing you to examine how well a candidate displays core workplace competencies.

However, that assumes two things are already true within your human resources department:

• You have a standardized definition of what “competency” means.
• You have an established competency model that you can use as a foundation for creating competency interview questions.

Before you develop any competency questions, you should create this definitional framework. From there, you can establish a more refined, consistent, and repeatable structure for your interview questions by creating an interview guide .

What Are Competencies?

The National Institute of Health provides an excellent definition of competency: “Competencies are the knowledge, skills, abilities, and behaviors that contribute to individual and organizational performance.”

You can break down your understanding of these competencies by further defining each of those keywords:

Common competencies employers look for include teamwork, responsibility, decision-making, communication, integrity, result orientation, and problem-solving ( PossibleWorks ).

Interviewers and hiring managers assess for competencies using competency-based interview questions and answers. However, the most important thing to remember when asking competency questions is consistency. Structured interviewing ensures that you are able to fairly rate each candidate, and helps to remove bias from the interview process.

Need guidance on developing a structured interview process?

What Is a Competency Model?

A competency model is an extension of the competencies that matter to your organization.

There are two ways to approach the competency model, both of which you may want to consider:

• Create a broadly defined competency model for the organization.
• Create a more refined and specific competency model for each role or job classification.

Either or both of these approaches will work as a foundation for creating competency-based interview questions. While both are useful, creating a competency model for each job classification will be much more time-consuming. However, role-specific competency models may help you better identify the best candidate for each position.

As part of conducting thorough structured interviews, best practice is using a mixture of both models since they offer different benefits. You can incorporate both competency models into your interview question set by asking one or two questions that assess organizational competencies and making the rest specific to the job competencies. This may seem like a lot of work, but you only need to determine organizational and role-focused competencies once, unless you redefine a role or major changes happen on a company level.

Whether your model is broadly defined or role-specific, you should do the following:

Identify the behaviors that are consistent with success based on previous experience.

Provide a detailed list of the knowledge and skills that are critical to success.

Define and show some examples of what the ability to perform a task looks like.

How to Choose Competencies

In structured interview processes, it’s common to use a job analysis to determine what competencies are needed to succeed in the role. The University of Nebraska defines a job analysis as “the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed.”

There are several methods to conduct a job analysis. According to Forbes Advisor , you can distribute a questionnaire, interview past employees, use direct observation, review a work log, or actually perform the job to get firsthand information.

Don’t underestimate the power of a job analysis — it can make your competency questions significantly better at predicting who would be a good hire.

Competency vs. Behavior-Based Interviews

You may have noticed that competency-based interview questions have a behavior aspect to them. It begs the question: Why aren’t behavioral-based interview questions used when you want to assess something more tangible, such as skills, or knowledge?

Behavior is an important part of competency, but it doesn’t represent the whole picture on its own. For example, someone may have an exceptional level of knowledge about the role but may lack the type of workplace behaviors that are critical to success in that role. It’s not an uncommon situation to encounter, especially if you’re hiring for leadership positions. Many candidates have years of experience and would be considered subject matter experts by all rights. Yet they may lack the type of behaviors your organization has found are critical to success in leadership positions.

In that situation, you may ultimately hire that individual as a senior-level contributor, but not into a leadership role.

Respectfulness is a critical leadership behavior

According to research conducted in collaboration with the Harvard Business Review , “respect” emerged as the most important leadership behavior that employees look for within management.

As noted earlier, there are several types of competencies that will underpin the interview questions you create for your interviews. We referred to behavior, skills, knowledge, and abilities as some of the competencies you may want to focus on. However, these are broad categories. You may find it beneficial to take a targeted approach with more granular questions aligned to competencies specific to the job roles for which you are hiring.

For example, you may want to create questions that assess the candidate’s competencies in these areas:

Accountability

Collaboration.

• Communication skills
• Customer focus
• Leadership skills
• Integrity and trust
• Learning and development

To help get you started, below are three common competency-based questions based on specific competencies, plus a short explanation of how to assess a candidate’s response to that question.

When you assess a candidate's competency in accountability, you are looking for their ability to take ownership of tasks, make commitments without excessive hesitation, and deliver on those commitments reliably.

Here’s a question you could ask to assess accountability:

“Can you describe a situation where a project or task you were responsible for did not go as planned? What actions did you take to rectify the situation, and what did you learn from the experience?”

This question seeks to understand how the interviewee handles failure. Did the individual attempt to pass off blame on someone else? Do they take full responsibility for it? You may want to look for certain actions in their response, such as immediately notifying a manager and creating an action plan to solve the issue.

When you assess a candidate's competency in collaboration, you are looking for their ability to work together within a team setting to complete tasks or solve problems.

Here’s a question you could ask to assess collaboration:

"Can you share an example of a challenging team project you've worked on? How did you contribute to the team's efforts, and how did you handle any conflicts or differing opinions within the group?"

This question seeks to better understand not only the level at which an interviewee contributes to a collaborative project but also helps you identify areas where ego may get in the way of collaboration. How the interviewee answers this question could help uncover someone who is a legitimate team player or someone whose only concern is personal gain and career advancement.

Communication Skills

When assessing a candidate's competency in communication, you're looking for their ability to effectively convey ideas, listen actively, and adapt their messaging to different audiences and situations.

Here’s a question you could ask to assess communication skills:

"Can you describe a time when you had to communicate a complex idea or strategy to a team or client who was not familiar with the subject? How did you ensure your message was understood, and what feedback mechanisms did you use?"

This question will help you understand not only the type of communication skills the interviewee prefers to use or is capable of using, but also gives you more insight into what they believe communication means. It can help you align their understanding of and skills in communication with what’s expected within your company.

How to write competency-based questions

If you want to make more competency questions, consider using the same format as above.

• Pick a competency.
• Identify how this compentency is demonstrated in the context of the role you're hiring for.
• Create a question that allows the interviewee to exhibit or reflect on the use of that competency in practice.
• Provide a rationale for how that question helps you understand that candidate’s alignment to that competency.

Using STAR To Answer Competency-Based Interview Questions

Candidates will often use the STAR method to answer competency-based interview questions. It’s a methodical way for candidates to organize their thoughts, make sure they touch on the competencies you mentioned in the job description, and answer questions about their previous experiences without going too off track.

When candidates use the STAR method, it can make it easier to rate their answers and identify the difference between effective and ineffective responses to the question.

STAR stands for…

S ituation: The context or background for a specific event or challenge T ask: The specific responsibility or objective the individual faced A ction: The steps taken to address the situation or complete the task R esult: The outcome or impact of those actions

Here’s an example of how a candidate would use the STAR method to answer a question aimed at evaluating accountability as a competency.

“There was a situation when I was a freelance HR consultant where my  report was not in line with what the client wanted and it was already past the deadline.”

“I met with the client to debrief and see how I could prevent that from happening again. I realized I should’ve asked for samples of their other reports so I could make mine more consistent with what they already do. Lesson learned.”

“As soon as they expressed their dissatisfaction, I had to get the information I needed to get them an updated version of the report.”

“I requested a meeting with my contact, apologized for the confusion and initiated a conversation about what needed to change. I made the changes as quickly as possible.”

In the next section, we’ll explain in more detail effective ways to evaluate STAR interview responses like the one above.

Evaluating responses should be standardized and replicable for each candidate. Consider the following ways to help you conduct fair and equitable interviews.

Use Video Interviews That Allow You to Record Candidate Responses

Video interviewing allows you to refer back to interviews later if you need to rewatch or reassess a candidate’s response to a question.

Conduct Interviews Using a Panel Instead of 1-On-1

Interview panels can at times be intimidating to candidates, but they help remove bias during the hiring process. Past the screening stage, try as much as possible to conduct panel interviews and make sure your panel represents a diversity of backgrounds, experience levels, and perspectives.

Best Evaluation Format for STAR Responses

Because the answers to these questions will have some level of subjectivity, an interview scorecard will reduce biases as you evaluate the responses, especially when combined with a panel. Consequently, this is why events like Olympic sports use multiple judges with set rating criteria to judge an individual performance.

Structured interviews increase success at hiring

Multiple studies show that companies using structured interviews improve their hiring. In summarizing this research, the U.S. Office of Personnel Management explains that structured interviews “increase interviewers' agreement on their overall evaluations by limiting the amount of discretion an interviewer is allowed.”

This means your interview panels will be more successful at identifying the right candidates when your interviews use a structured approach.

What To Look For in Competency-Based Interview Answers

People have different experiences, so you should not expect every answer to be exactly the same. Instead, you should be looking for signs that indicate the person answering the question is doing so honestly.

To that end, when conducting interviews where you’re using competency-based questions, look for the following:

Specificity in the response: Candidates should be able to easily recall and talk in detail about their examples. If it seems like a candidate is having difficulty responding to the question or that the response seems jumbled, it likely means they don’t have an example to give that would adequately address that competency.

Outcome-focused responses: In most cases, your competency questions will be looking to identify an outcome to an example or situation. Your ideal candidates are those who can easily speak to the outcome, whether prompted or unprompted by you.

Transparency: There are times when a candidate may not have an answer to a competency question. It’s just as important for them to be able to admit to that as it is for them to have an example to demonstrate it. Look for that type of transparency and honesty from candidates who know and can admit readily to their limitations.

Alignment with company values or objectives: Ideally, candidates' responses to the competency questions you ask should align with the values and objectives you have for your organization.

Paying close attention to these key look-fors will also help you determine what each point in your rubric should represent and how to properly score candidates when they provide you with answers to your competency questions. The rubric will play an essential role in your structured interview and provide relevant data you can include in your applicant tracking system .

How Do You Structure a Competency-Based Interview Question?

You can create competency-based questions by using the STAR method as a conceptual framework. Use open-ended prompts like "Describe a time when..." or "Tell me about an instance where..." This encourages candidates to reply using the STAR method (Situation, Task, Action, Result). It also makes assessing candidate responses much easier as you can align your rubric around how effectively the answer fits within that same framework.

What Type of Questions Should I Avoid Asking in an Interview?

Avoid asking questions that are too personal, irrelevant to the role, invasive, or discriminatory. Questions that require candidates to talk about their marital status, religion, or personal health should also be avoided. Make sure that your questions fit within the legal framework and employment practices of the country where you're hiring.

The Modern Guide to Structured Interviewing

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Related topics

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What Are Competency Based Questions? The Ultimate Guide

Interviewforgeteam.

Updated on: March 4, 2024

A competency-based interview will focus on testing your knowledge, abilities, and character traits as they pertain to the position for which you are seeking. These questions want you to draw on actual instances from your life rather than make assumptions.

Competency-based questions are a crucial tool in the modern job-seeking landscape, yet they often intimidate even the most seasoned candidates. With over a decade of experience in  recruitment and human resources , I’ve witnessed firsthand how these questions can unravel nerves but also highlight the true potential of candidates.

They are designed not to trip job seekers but to illuminate their past achievements and  problem-solving capabilities  accurately. This insight is invaluable in  matching individuals with roles  where they will thrive.

Understanding  competency-based questions  goes beyond just preparing for an interview; it’s about comprehensively showcasing your skills and experiences in scenarios that matter. Notably,  77% of companies use competency interviews  as part of their hiring process, underscoring their significance.

This article aims to demystify these types of questions, offering you strategies and examples to approach them with confidence. Ready to dive deep?.

Table of Contents

Key Takeaways

• Competency – based interviews  ask about your  skills and past work  by making you give examples. They see how you solved problems before.
• You should use the STAR method (Situation, Task, Action, Result) to talk about your experiences in these interviews. This helps tell your story clearly.
• These questions are important because they help bosses decide if you  fit the job well . They look at things like  how you work with others  and  solve tough problems .
• Always  be honest when answering  and use real stories from your past jobs to show why you’re right for the role.
• Learning about the company and  practicing questions can make you do better  in these types of interviews.

Competency-based interviews  assess specific skills and abilities by asking situational questions. They differ from traditional interviews, focusing on past experiences to predict future performance.

What are they?

Competency-based interviews test a candidate’s  specific skills and competencies . Interviewers ask  structured questions  that focus on various abilities relevant to the job description.

Each question targets a different skill, allowing interviewers to compare candidates’ responses directly against the requirements of the position.

These interviews move away from simply looking at qualifications. Instead, they provide an opportunity for applicants to showcase evidence of their competence in key areas such as  team leadership ,  decision making , and  communication skills .

Candidates get the chance to demonstrate how their experiences align with the job role through detailed examples and answers.

The goal is to assess suitability for a role by examining how  past behavior predicts future performance  in similar situations. This approach helps employers make  improved hiring decisions  based on tangible evidence of each candidate’s abilities.

How are they different from traditional interviews?

Competency-based interviews are  structured very differently  from traditional interviews. Each question in these interviews targets a  specific skill or competency  necessary for the job, making them more systematic and focused.

Traditional interviews often involve open-ended questions that allow conversation to flow in any direction. This approach can miss crucial details about a candidate’s aptitude for the job.

In these interviews, candidates must share examples from their work experience that demonstrate they have used certain skills effectively. The focus is on  relevant competencies or behaviors  needed for the role within the organization.

Traditional methods might not zero in on specifics like this, relying instead on general discussions about past jobs or qualifications. This method ensures interviewers systematically evaluate each required skill through  direct questioning about past actions and results .

Questions here are targeted and invite detailed responses about times when the candidate successfully applied their knowledge, problem-solving abilities, and critical thinking skills in real-world situations.

Unlike traditional formats where discussions may veer off into less relevant territories, competency-based techniques keep both parties centered on what matters most – the  alignment of candidate capabilities with job requirements .

The Purpose of Competency Based Interviews

Competency-Based Interviews aim to assess specific skills and abilities of candidates, providing a structured and objective way for employers to evaluate their suitability. They help in identifying the strengths and weaknesses of candidates, enabling employers to make more informed hiring decisions.

Assessing skills and abilities

Competency-based interviews dig deep into your specific skills and abilities crucial for the job you’re applying for. These interviews are structured to unveil how well you fit into the team and build effective relationships.

They focus on  past behaviors, knowledge, and skills  as indicators of your future performance. Employers aim to uncover your  strengths, weaknesses, decision-making capabilities ,  problem-solving skills , and ability to meet goals through this approach.

During these discussions, recruiters will ask about times you’ve faced challenges at work or had to use critical thinking to solve problems. Your answers help them gauge if you possess the key competencies needed for success in their organization.

It’s a chance to demonstrate how your experiences align with the job role’s demands using  real-life examples . This method ensures that hiring decisions are based on evidence of what candidates can actually do, rather than just what they say they can do.

Identifying strengths and weaknesses

During  competency-based interviews , candidates are evaluated to determine their suitability for a particular role. This includes identifying their  strengths and weaknesses  in  key competencies  relevant to the position.

The questions asked during these interviews are designed to provide  insights into how candidates handle various situations , leading the interviewer to gain a comprehensive understanding of the candidate’s overall profile.

Furthermore, competency-based interviews serve the purpose of  assessing a candidate’s abilities  in  specific areas required for the job . This approach helps employers understand whether an individual possesses the  necessary skills and attributes  needed to excel in the role they are applying for, ensuring an  alignment between their competencies and the job requirements .

Common Competencies Assessed in Interviews

Interviews assess various competencies including individual, managerial, analytical, interpersonal, and motivational skills. Understanding the specific competencies evaluated can help applicants prepare effectively for the interview process.

Individual competencies

Individual competencies are the specific skills and abilities that an employee possesses, such as  critical thinking ,  decision-making ,  creativity ,  communication , and  conflict resolution .

These competencies are essential for carrying out tasks effectively within their role. Employers assess these  individual competencies  during competency-based interviews to determine a candidate’s suitability for a position.

Competency-based interview questions seek to evaluate how candidates have previously applied these individual competencies in various situations. Therefore, it is vital for job seekers to prepare examples from their past experiences that demonstrate their proficiency in these areas when preparing for such interviews.

Managerial competencies

Moving from individual competencies to  managerial competencies , the focus shifts towards assessing skills related to management roles. These include supervisory and  leadership abilities ,  strategic thinking ,  decision-making prowess , and  team management skills .

Questions probing into these competencies aim to evaluate a candidate’s capacity to lead others effectively, make sound judgments in complex situations, prioritize tasks efficiently while ensuring team productivity and cohesiveness.

Competency-based interviews explore a candidate’s experience in goal setting, performance evaluation of subordinates, conflict resolution strategies as well as their approach towards motivating and managing diverse teams.

Analytical competencies

Moving from managerial competencies to analytical competencies, it’s essential for job candidates to demonstrate  strong analytical thinking skills . Analytical competencies are crucial as they reflect a candidate’s ability to process information, think critically, and make sound decisions.

In competency-based interviews, candidates can expect questions that evaluate their  problem-solving abilities ,  decision-making processes , and their approach towards  implementing effective solutions  in the workplace.

Employers value candidates with robust analytical competencies due to their significance in  handling complex situations  and driving successful outcomes. Solid analytical thinking is an asset when dealing with challenges, managing risks effectively, and contributing to the overall success of the organization.

Interpersonal competencies

When discussing interpersonal competencies, it’s important to highlight the significance of  effective communication  and  relationship-building skills  in a professional setting. In competency-based interviews, candidates are often evaluated based on their ability to collaborate with team members,  resolve conflicts diplomatically , and  demonstrate empathy  towards colleagues and clients alike.

Employers seek individuals who can effectively convey ideas, actively listen to others, and adapt their communication style to suit diverse audiences.

Furthermore, interpersonal competencies encompass the capacity to build rapport with team members while displaying  leadership qualities  when necessary. Candidates are often assessed on their aptitude for motivating others and fostering a positive work environment through constructive feedback and mentorship.

Motivational competencies

Motivational competencies are essential traits that reflect how well an individual can motivate themselves and others to achieve goals. These competencies include factors like resilience, determination, and the ability to stay focused even in challenging situations.

During  competency-based interviews , candidates may be asked questions specifically designed to assess these  motivational competencies . It’s crucial for job seekers to prepare examples that showcase their self-motivation and their ability to inspire and encourage others in a professional setting.

In addition, being able to articulate personal experiences where motivation played a significant role can greatly enhance one’s performance during a competency-based interview. Employers value individuals who not only possess the necessary skills but also have the drive and passion needed to excel in their roles.

Structuring Responses to Competency-Based Questions

Use the STAR method (Situation, Task, Action, Result) for structuring your responses to competency-based questions. Provide specific examples and details to support your answers.

Using the STAR method (Situation, Task, Action, Result)

The STAR method (Situation, Task, Action, Result) is a structured approach for effectively answering  competency-based interview questions .

• Situation : Set the scene by describing the context within which the situation took place. This helps provide clarity and background for your response.
• Task : Clearly outline the specific task or goal that needed to be accomplished in the given situation. This demonstrates your ability to identify and prioritize objectives.
• Action : Explain the actions you took to address the situation and fulfill the task at hand. Emphasize your  individual contributions and problem-solving skills .
• Result : Describe the positive outcomes achieved as a result of your actions. Highlight measurable results and any lessons learned from the experience.

Providing specific examples and details

Competency-based questions require candidates to provide  real-life examples  as the basis of their answers. For instance, when asked about a time they demonstrated leadership skills, candidates should share a specific situation, the task at hand, the actions taken, and the results achieved.

In addition, discussing  strengths and areas of improvement  is crucial in addressing  top 10 competency-based interview questions  to find the perfect candidate. These examples help assessors understand how candidates approach challenges and make decisions based on their intuition and expertise.

Sample answers are available for common competency-based interview questions, making it easier for job seekers to prepare effectively. By utilizing these resources, individuals gain insight into  structuring responses  in a way that showcases their key skills while demonstrating brand awareness through relevant experiences.

Example Competency-Based Questions

– Competency-based questions assess skills like delivering at pace and  managing a quality service .

– They also evaluate traits like leadership and the ability to handle difficult situations professionally.

10. Tell me about the most difficult choice you’ve had to make on the job?

Let me tell you about a time when you had to make a difficult choice. Your capacity to think critically, solve problems, and deal with difficult situations should be on full display here.

We were working on a new software product while I was the product manager at Innovative, a rapidly expanding tech firm. Delaying the launch to include more sophisticated features or delivering the product on time with fewer features was a big choice I had to make.

9. Provide an instance when you demonstrated creative problem-solving ?

Thinking laterally entails approaching issues from several angles in order to generate fresh ideas for fixing them. Rather than focusing on conventional solutions, highlight the unique way you tackled the issue.

“As a software engineer we encountered a major obstacle with inefficient data storage that was impacting the performance of our application. The conventional wisdom was that we should have upgraded our storage infrastructure, but doing so would have been financially impossible.

8. Tell me about a moment when someone entrusted you with a newly acquired duty.

Put an emphasis on how you stepped up to the plate and what you took away from the experience. Regardless of how difficult the event was, be sure you emphasize the good things that came out of it.

During my time as a junior developer at NexGen Tech, a dynamic startup, I was thrust into the role of team leader on a crucial project when our team leader unexpectedly left. This was a big jump from my normal duties, as I’ve never led a team before.

7. How were consumer complaints addressed?

Choose an example of a situation where you resolved a client complaint satisfactorily. Demonstrating your problem-solving, empathy, communication, and dedication to customer satisfaction talents is the objective.

I had a client who was very irate because of a persistent software issue while I was working as a client support specialist at the tech firm. Ensuring client happiness was a part of my responsibility, in addition to providing technical help.

6. Please describe an occasion in which you were the leader of your group.

Here, what really matters is that you dwell on an instance when you showed signs of leadership, such as taking the initiative, making a decision, coordinating with others, and overcoming problems.

We were up against a crucial deadline to release a new software product while I was the lead developer at TechStars Solutions, a fast-expanding firm. Our disarray became more apparent as the launch date drew near.

5. Tell us about a challenging issue you handled at work.

Pick a situation that will test your ability to think critically and make quick decisions. Refrain from expressing your feelings or ideas, and instead concentrate on solving the situation in a professional manner.

In my prior role as a financial analyst, I oversaw the investment portfolio of a large customer. An issue developed when a substantial investment failed to meet expectations, which worried both the customer and our staff.

4. What was your strategy for dealing with constructive criticism from superiors, employers, or colleagues?

To begin, you should not criticize either the feedback giver or the feedback itself. Demonstrating your flexibility and dedication to self-improvement, you could highlight how you used the comments to enhance your work or conduct.

When I was a junior developer at Star tech Innovations, my boss would tell me that I was too eager to get things done and would make mistakes as a result. Even though it was discouraging at first, I realized that this criticism would be useful in advancing my career.

3. Please describe an instance in which you took the lead ?

Pick an example that shows how you’re proactive, creative, and good at making things better when you answer this question.

At Tec Innovate, a rapidly expanding tech firm, I was a software developer when I saw that our code release procedure was dragging down project deadlines. Although it was not part of my assigned responsibilities, I took the initiative to address and resolve the issue.

2. Tell me about a time when you were an asset to a team?

Please provide an example from your work history in which you were instrumental in the achievement of a common goal. Prioritize developing abilities such as collaboration, direction, communication, and problem-solving.

Before this, I worked as a marketing analyst at XYZ Tech, where I helped introduce a new product to the market. Aligning our marketing efforts with the tastes of the target population was proving to be rather challenging.

1. Describe a time when you worked with a team to accomplish a challenging assignment.

At ABC Corp., a top software development business, I was the project coordinator, and we had a tough scenario when a critical project got behind schedule because of unexpected technical issues. A big customer needed a software upgrade, and my team of five was responsible for providing it.

My solution was to suggest reworking the project plan to divide the remaining work into more digestible chunks.

Top Most Asked UK Competency Based Interview Questions

Competency-based interviews in the UK commonly ask about situations where the candidate has demonstrated  leadership skills , handled conflict, and worked under pressure. Here are some of the top most asked UK competency-based interview questions:

• Describing a time when you had to make a difficult decision at work, and what was the outcome.
• Sharing an example of a project you managed successfully from start to finish, including any challenges faced.
• Discussing a situation where you had to resolve a conflict within your team or with a colleague.
• Detailing how you have demonstrated effective leadership skills in a previous role or project.
• Explaining how you prioritize tasks and manage your time effectively in a fast  – paced work environment.
• Providing an example of when you had to adapt to change and how you approached it.
• Describing a situation where you identified an innovative solution to a problem within your role.
• Sharing an experience of working collaboratively with colleagues from different departments or backgrounds.
• Detailing how you have handled challenging situations with clients or customers in the past.
• Explaining how you continuously develop your skills and stay updated with industry trends.

How to Answer Competency Based Interview Questions Like Professional?

Transitioning from the most commonly asked UK competency-based interview questions to effectively answering them, here are practical tips for showcasing your skills and experiences like a pro:

• Know the competencies : Understand the  key competencies  required for the role and align your examples with these.
• Use the  STAR method : Structure your responses by describing the Situation, Task, Action, and Result of a past experience related to the competency being tested.
• Be specific : Provide  detailed examples  that clearly demonstrate how you applied each competency in real-life situations.
• Show learning : Discuss what you learned from each experience and how it has contributed to your growth and development.
• Prepare  multiple examples : Have several instances ready for each competency to showcase versatility and depth in your abilities.
• Practice articulating your responses : Rehearse your answers to ensure clarity, conciseness, and confidence during the interview.
• Stay authentic : Be genuine in sharing your experiences, ensuring they reflect your true capabilities and approach to work.
• Tailor responses to the role : Customize your examples to match the specific requirements of the job you are applying for.

Delivering at pace

–  Competency-based questions  about delivering at pace focus on your  ability to meet deadlines ,  handle pressure , and  prioritize tasks efficiently .

– Prioritizing tasks based on urgency is an example of delivering at pace. It’s about  getting things done efficiently  while  maintaining quality work   under pressure .

Managing a quality service

Competency-based interview questions often assess your experience in managing a quality service. It’s essential to showcase your ability to uphold high standards and ensure  customer satisfaction .

Prepare examples that demonstrate how you’ve maintained  service excellence , resolved customer issues, and improved overall service delivery. Emphasize your  attention to detail ,  problem-solving skills , and the strategies you’ve implemented to enhance service quality.

Consider sharing tangible achievements or instances where you’ve received positive feedback from customers regarding the service provided. Highlight any initiatives you spearheaded to streamline processes or elevate the overall standard of service delivery within previous roles.

By showcasing these experiences, you can effectively convey your competence in managing a quality service and stand out as a strong candidate for roles requiring this skill set.

To succeed in competency-based interviews focusing on “Managing a Quality Service,” be ready with specific examples illustrating your commitment to providing exceptional services calibrated with  organizational goals .

Competency-based questions frequently evaluate leadership abilities. These can involve  decision-making ,  delegation , and  team management . Candidates must provide specific examples of their leadership experiences to showcase their ability to lead and inspire others in a professional setting.

Leadership skills hold great significance in competency-based interviews as they are vital for success across various roles.

These interviews aim to understand a candidate’s capability to lead and motivate others based on past achievements and experiences. It is crucial for job seekers to prepare compelling examples that highlight their  leadership competencies  when responding to such questions.

Dealing with difficult situations

During  competency-based interviews , candidates should anticipate questions about handling  challenging situations . These inquiries aim to assess how individuals navigate and resolve tough predicaments, particularly with clients or colleagues.

Be prepared to share  specific examples  of difficult interactions and demonstrate the outcomes of those encounters using the STAR method (Situation, Task, Action, Result). Employers seek evidence of  adaptability and problem-solving skills  in such scenarios.

Following an understanding of dealing with difficult situations in competency-based interviews, let’s explore essential tips for structuring responses effectively.

Tips for Success in Competency-Based Interviews

Prepare thoroughly by researching the company and role, practicing with sample questions, being honest and authentic in your answers, using relevant examples, and remaining focused throughout the interview.

Thoroughly research the company and the role

Prepare for the interview by thoroughly researching the company and understanding the role you are applying for. This will help you  tailor your responses  to align with the  company’s values and objectives , demonstrating that you are a good fit for their organization.

By gaining insight into the  company’s culture, mission, and recent achievements , you can also prepare  thoughtful questions to ask  during the interview, showing your genuine interest in becoming part of their team.

Understanding the  role’s requirements and responsibilities  is essential to effectively communicate how your skills and experiences make you an ideal candidate. Analyze the job description carefully to identify  key competencies sought by the employer  so that you can frame your answers around these desired attributes.

Additionally, learning about the  company’s industry trends or challenges  it might be currently facing will enable you to discuss how  your expertise can contribute positively  towards addressing those issues.

Practice with sample questions

Prepare for your  competency-based interview  by practicing with sample questions. Use the STAR method (Situation, Task, Action, Result) to structure your responses effectively. Be ready to provide  specific examples and details  that showcase your skills and abilities.

Utilize resources such as free examples of competency-based interview questions and answers to familiarize yourself with common competency-based questions. Remember to be  honest and authentic  in your answers, using relevant, detailed examples to highlight your capabilities.

Through  thorough research of the company and role , you can align yourself better during the interview process. This preparation will help you remain focused and engaged throughout the interview.

Be honest and authentic in your answers

When preparing for  competency-based interviews , practicing with  sample questions  can help you craft  genuine and authentic responses . Giving honest and relevant examples will allow interviewers to assess your skills accurately.

Sharing specific experiences using the  STAR method  will demonstrate your capabilities effectively.

Remember that providing  truthful and detailed answers  is key in  showcasing your competencies  and  suitability for the role . This approach strengthens your candidacy by presenting a clear picture of how you handle challenges and contribute positively in various situations relevant to the job.

Use relevant, detailed examples

When answering  competency-based interview questions , it is crucial to back up your skills and experiences with  specific examples . Employers seek  detailed instances  of how you have previously demonstrated the competencies they are looking for.

Providing specific scenarios and outcomes from your  past experiences  will help showcase your abilities effectively.

In a competency-based interview question about leadership, for example, instead of simply stating that you possess  leadership skills , provide a detailed example of a time when you successfully led a team through a  challenging project , highlighting the actions you took and the positive results achieved.

Remain focused and engaged throughout the interview

When answering  competency-based questions , it’s essential to  remain focused and engaged  throughout the interview. Stay attentive to the interviewer’s prompts, showing enthusiasm in your responses.

Demonstrating  active engagement  can help convey your genuine interest in the role and company, highlighting your motivation and commitment to potential employers.

To maintain focus during the interview, practice  active listening skills  by paying close attention to each question asked. Engage with the interviewer through  affirmative body language  and  verbal cues , such as nodding or providing brief affirmations like “yes” or “I understand.” These non-verbal signals demonstrate your attentiveness and eagerness to participate actively in the conversation.

Interview Tips for Supervisory Positions

Prepare examples showcasing your ability to  manage workload ,  deliver results , and  demonstrate leadership . Thoroughly research the company and role while practicing with sample questions.

Remain honest and authentic in your answers using specific examples to differentiate yourself from other candidates. Stay focused and engaged throughout the interview to showcase your supervisory skills effectively.

Competency-based interviews often focus on how you would react in specific situations related to a supervisory position. Examples of  past experiences  can help craft effective responses during the interview, making it essential to prepare ahead of time for these scenarios.

Identifying  key competencies  relevant to the supervisory position will aid in structuring confident and detailed responses during the interview process.

Benefits of Conducting Competency-Based Interviews for Employers

Evaluate skills and abilities effectively. Improve hiring decisions. Achieve consistency in the interview process. Identify top candidates efficiently.

Effective evaluation of skills and abilities

Competency-based interviews provide an effective way for employers to assess the  specific skills and abilities  of job candidates. By focusing on behaviors and competencies required for the role, employers can gain a more accurate understanding of a candidate’s potential suitability.

This approach allows for a  thorough evaluation , ensuring that the selected candidate possesses the necessary skills to excel in the position, leading to  better hiring decisions  based on concrete evidence.

Employers utilize competency-based interviews as they target  key competencies  relevant to the job role, enabling them to identify top candidates with precision. This approach ensures consistency in evaluating candidates’ capabilities and provides insight into how well an individual’s skills align with the demands of the position, ultimately leading to improved hiring decisions and  successful employment outcomes .

A competency-based interview: what candidates may anticipate

The interviewer seeks evidence of mastery of a set of abilities essential to the position being filled in a competency-based interview.

Cooperation, leadership, flexibility, problem-solving, and communication abilities are just a few of the characteristics that each inquiry aims to assess. One way to make sure your answers are tailored to the position you’re seeking is to know the essential skills.

Problem-Solving Abilities : It is Vital to Showcase Your Ability to Handle Difficult Situations and Discover Workable Solutions. Throughout the interview process, we evaluate your analytical capabilities and attitude towards challenging circumstances.

One of the most important skills is the capacity to learn from past mistakes and adjust quickly to new circumstances fast. You may demonstrate resilience and a growth mindset by sharing examples of when you learned from mistakes or successfully adjusted to new circumstances.

Improved hiring decisions

By conducting  competency-based interviews , employers can make  improved hiring decisions . These interviews allow for  effective evaluation of candidates’ skills and abilities , leading to a more accurate selection process.

As a result, employers are better equipped to identify top candidates who possess the competencies necessary to excel in the role. With this approach, companies can enhance their workforce by ensuring that individuals with the right skill set and capabilities are chosen for the job.

Competency-based interviews provide a  structured framework for assessing candidates , enabling employers to gain deeper insights into each individual’s suitability for the position.

This method results in a more  thorough evaluation of applicants , enhancing the likelihood of making informed and beneficial hiring decisions that align closely with organizational needs.

Consistency In The Interview Process

Consistency in the interview process is crucial for both employers and job candidates. By using  competency-based interviews , companies create a  standardized approach  to evaluating candidates’ skills and abilities.

This ensures that all applicants are assessed on the same criteria, providing a  fair and objective hiring process . Additionally, this consistency allows employers to make  informed comparisons between candidates , leading to  improved hiring decisions  based on merit rather than subjective factors.

Employers can benefit from consistent interviewing processes by effectively evaluating skills and abilities across all applicants. This enables them to identify top candidates more accurately, leading to better hiring decisions and ultimately improving the quality of their workforce.

For job seekers, this means having an equal opportunity to showcase their strengths based on specific competencies required for the role they are applying for.

Consistency in the interview process not only benefits employers but also provides a  level playing field  for job seekers competing for the same position. It ensures  fairness and objectivity throughout the hiring process  while enabling employers to identify top talent accurately.

Ability to identify top candidates

Competency-based interviews enable employers to pinpoint top candidates by evaluating their skills and responses. Through this structured approach, employers can compare the competencies of candidates with the specific requirements of the role, leading to more accurate hiring decisions.

This method allows for a  comprehensive assessment  that helps in identifying individuals who possess the necessary skills and abilities, ultimately contributing to improved hiring outcomes for both job seekers and employers.

Employers rely on  competency-based interviews  to assess candidates thoroughly, ensuring a strong alignment between the candidate’s capabilities and the job role. By utilizing this evaluation method, they can effectively  identify top candidates  who not only meet but exceed expectations, providing them with an opportunity to excel in their roles while enhancing organizational productivity and success.

Importance of Competency-Based Interviews for Job Seekers

Competency-based interviews provide job seekers an opportunity to showcase their relevant skills and experiences. Mastering these interviews can set you apart from other candidates.

Keep reading to discover how to excel in competency-based interviews!

Opportunity to showcase relevant skills and experiences

In competency-based interviews, candidates have the chance to highlight their  relevant skills and experiences  gained from previous roles. This allows job seekers to demonstrate their  decision-making process  and share  specific examples  of how they’ve handled  challenges or achieved success  in various situations.

By showcasing their capabilities, candidates can prove that they possess the  necessary experience and expertise  to excel in the job they’re applying for.

Competency-based interview questions provide an opportunity for candidates to narrate anecdotes from past experiences, offering insights into their  thought processes  and demonstrating how they approach  problem-solving and decision-making .

Potential for strong alignment with the job role

Showcasing your  competencies in a job interview  provides an excellent opportunity to demonstrate how well your skills and experiences align with the requirements of the position. By carefully studying the  role description  and understanding the  key competencies sought by employers , you can tailor your responses to showcase your strengths effectively.

This alignment not only highlights your suitability for the role but also sets you apart from other candidates, giving you a competitive edge.

Employers seek  specific skills and attributes  when evaluating potential candidates. Understanding these requirements gives you an advantage in showcasing how your competencies closely match what they are looking for, increasing your chances of standing out as an ideal fit for the job role.

It’s vital to thoroughly research and identify these required competencies before the interview to ensure that you can effectively communicate their relevance through specific examples and achievements.

When engaging in  competency-based interviews , it is crucial to be aware of what precisely each competency entails and provide  detailed examples  that clearly illustrate how you have utilized those skills in previous experiences or situations relevant to the job at hand.

Your ability to articulate this strong alignment between your competencies and the job role will significantly enhance your candidacy.

Ability to differentiate yourself from other candidates

Showcasing your unique skills and experiences effectively is crucial to setting yourself apart in  competency-based interviews . By providing specific examples that demonstrate your competencies using the  STAR method , you can stand out among other candidates.

Thoroughly  researching the company and role ,  practicing with sample questions , and remaining authentic in your answers can further distinguish you as a top candidate. Additionally, utilizing relevant details and staying engaged throughout the interview will help showcase your suitability for the position effectively.

By showcasing your unique skills using specific examples through the STAR method, thoroughly researching the company and role, practicing with sample questions,  staying authentic in your answers , and highlighting relevant details throughout the interview process can help differentiate you from other candidates effectively.

In conclusion,  competency-based questions  aim to assess  specific skills and abilities  of job candidates through  systematic interviews . These questions require real-life examples to demonstrate  problem-solving and decision-making skills .

By understanding the purpose and structuring responses using the  STAR method , candidates can prepare effectively for these interviews. Ultimately, competency-based interviews offer job seekers an opportunity to showcase their strengths in a targeted manner, increasing their chances of securing their desired positions.

1. What are  competency-based interview questions ?.

– Competency-based interview questions are designed to assess  specific skills, behaviors, and qualities  of job candidates.

– These questions require you to provide  real-life examples  from your  experiences  as the foundation for your responses.

2. How can I prepare for competency-based interviews?

– Thoroughly research the company and role you’re applying for.

– Practice answering sample questions using the STAR method (Situation, Task, Action, Result).

– Stay honest in your answers and use detailed examples related to individual competencies such as  decision-making  or  soft skills  like  communication and collaboration .

1. What are competency-based questions?

Competency-based questions are a type of question asked in job interviews to find out if you have the right skills for the job. They ask you how you acted in specific situations at work or school.

2. Can you give examples of competency-based questions?

Examples include asking how you solved a problem, made decisions under pressure, or worked as part of a team. These questions help interviewers understand your behavior and skills.

3. Why do employers use these types of questions?

Employers use them to predict how well you’ll do in the job based on how you handled similar situations before. It helps them see if your past actions match what they need for their vacancy.

4. How should I answer these questions?

When answering, think about times when you used key skills like teamwork, decision-making, and leadership. Use real examples from your experiences to show your abilities.

5. Are there any tips for preparing for these questions?

Yes! Before an interview, think about different times when you showed important work skills like solving conflicts or meeting goals (KPIs). Practice explaining these examples clearly and confidently.

6. Do all interviews include competency-based questions?

Many do, but not all! Some might be more unstructured without specific focus areas while others could be semi-structured with a mix of traditional and competency-focused queries.

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Problem solving competency questions

Are you looking to improve your problem solving competency questions for an interview? Or have you applied for a new job and want to prepare for the interview?

In this blog post, we go over the importance of asking problem solving competency questions. We then follow with examples of problem solving interview questions and answers.

What is problem solving competency questions?

Problem solving interview questions test how well candidates respond to problems.

Problem-solving competency questions involve a variety of skills, including analytical thinking, creativity and decision-making. A successful candidate must be able to identify a problem and propose a creative solution.

Why ask problem solving interview questions?

The importance of problem solving competency questions in an interview is that they highlight a candidate's ability to apply their knowledge and skills to new situations.

They also show how an individual approaches problems, which is important for team scenarios. Also to test how well an applicant can think on their feet and provide creative solutions when faced with challenges or obstacles.

What type of interview questions should I ask candidates for problem solving skills?

Recruiters should test to see how applicants will approach a problem and how they think through the problem. The recruiter wants to see if the applicant can find creative solutions to solve problems.

Recruiters are also looking for how well applicants communicate their thoughts and ideas while solving the problem. They want to know if you understand what they are asking or not.

The best questions are often situational questions that require creativity, analytical skills, verbal communication skills, and attention to detail.

The types of questions asked are important too. These include:

Behavioural Focused interview questions

In an interview setting, some questions have been proven to be better predictors of future performance than others. These questions are behavioural focused interview questions .

By focusing on past situations the candidate can demonstrate how they would approach situations specific to your organisation.

These questions help recruiters determine whether an individual has the ability and aptitude to solve problems and make decisions in a variety of situations.

Interview tests

Tests that are most likely to assess problem-solving skills are situational judgement tests. Also, any that assess reasoning, such as inductive reasoning or diagrammatic reasoning tests .

These tests are used as a way of gauging how well candidates can think through and solve problems. The tests also help to find out if the candidate is able to apply their knowledge to new and different scenarios. They also help assess how creative the applicant is, and what their ability is for generating ideas.

Examples of problem solving questions

A series of questions that evaluate a candidate’s problem-solving skills will help you assess the extent to which they can creatively solve problems. You can then evaluate their ability to think outside the box and identify potential solutions.

Candidates should be asked about a time when they solved a problem in a creative way. Or likewise, a time when they were able to come up with an idea that was not immediately obvious.

Below we look at a variety of practice examples of problem solving interview questions.

Example questions:

• Talk about an example of a situation when you realized you won't be able to meet the set deadline.
• What is your most stressful situation and how did you handle it?
• In your opinion, what makes you a great problem solver?
• What do you do in a situation when you cannot seem to find the right solution to a problem?
• When faced with an urgent problem, how do you react? Are you the type of person who jumps right into solving problems or carefully assesses first?
• Give us an example of a situation that would be different if given another chance.
• Tell us about the decisions you have had to make in your current job
• Tell about a time when you were able to develop a different problem-solving approach. What steps did you follow?
• Tell us about a time when you identified a potential problem and resolved the situation before it became a serious issue.
• Do you follow any specific processes or steps while solving a problem?
• When preparing for your interview, think of a time when you successfully solved a problem and include: What the problem was, what steps you took to solve the problem and the outcome.
• Discuss a problem at your current job which you yet have to solve
• Tell me about a time you had to solve a problem at work before deciding on how to solve it and why (give the interviewer more insight)
• Talk about an incident where you came across an unexpected challenge at work
• Discuss a time when you found a creative way to overcome an obstacle
• Describe two improvements you have made in the last six months
• Tell me about a situation in which you came up with a need and went above the call of duty to get things done

How to answer problem solving competency questions?

There are 3 types of problem solving competencies: knowledge, skills and experience.

• Knowledge can be seen as what you know when you have all the information needed.
• Skills can be seen as how well you use your knowledge. When you can apply it in a way that others cannot.
• Experience refers to how much time and effort you have put in for this type of task. When there is no one else who has more experience than you on this particular topic or skill set.

The best type of problem solving answers are those that have a logical and sequential flow. They should try to follow the question and answer it. In some cases, they can even offer more than one solution for a given problem.

In order to provide the best type of answer, they need to know what type of logic is being applied in the question. For example, if it's a math problem then they should be able to find a mathematical solution that will lead them to the desired result.

So what qualities should recruiters look out for to determine if someone is a good problem solver? Successful problem solving candidates should be able to demonstrate the following in their answers:

Exploring and understanding

Candidates should be able to observe, interact, search for information and find limitations to understand and solve a problem.

Candidates should demonstrate how they can handle problems and gather information in a situation

Planning and executing

Candidates should be able to reach a problem solving plan, and demonstrate how they execute it.

Recruiters are interested in how the candidate handles specific situations.

Monitoring and reflecting

Candidates should monitor their solution to their problem and reflect on the outcome. They should demonstrate critical evaluation of their decisions. Can they see where they could have improved? Are they able to improve a similar situation for a future scenario?

Employers believe that people who are passionate about their job and if they go wrong somewhere, they have always the thought in mind that what they would do or could do if given another chance to rectify the mistake.

It is important to be straightforward and accept mistakes even when there are bad decisions made. Employers want candidates who are willing to make changes for different solutions in order to tackle the problem.

Best way to approach problem solving

Problem solving competency questions can be tricky and can lead to some common mistakes. These mistakes can be easily avoided by following these simple guidelines:

1) State the problem: There is power in stating the problem. A clear and concise problem statement forces you to think about the issue and figure out the best ways to solve it.

2) Consider all possible solutions: You should always consider all possible solutions before you decide on a final answer. There may be more than one solution that solves the problem.

3) Evaluate your options: When evaluating your options, consider how they impact each other as well as any unintended consequences. This will help you understand how a solution will affect a person, place, or thing outside of the situation at hand.

Examples of problem solving answers

Below we highlight some brief examples of some answers that help recruiters identify good problem-solving skills.

What steps do you follow to study the problem before making a decision? Why?

I have to make decisions and I try my best not to do so without studying the problem first. This has caused me a lot of stress, but it's also taught me how important it is to prepare before making any decision.

In order to make a decision, I first have to understand the problem and why it exists. The first step is studying the problem and figuring out what information you need in order to make an informed decision. The challenges lay with the many different perspectives on how something should be handled. Therefore, it's important for me not only to hear from those with expertise but also other employees who may not necessarily know as much about the subject as myself.

The decisions I have had to make in my current job are the time I spend on new projects, what tasks I take on, and how much time it takes me to complete them. These decisions are also influenced by the number of people in my team.

Describe a time when you had to solve a problem without all the necessary information beforehand.

When I have a list of pros and cons to help me make a decision, I start by considering whether the cons will hinder me from achieving my desired outcome or cause unnecessary burdens somewhere else. For example: when deciding between two options for work-related projects, one might be more time-intensive but yield greater results in the long run. While another may offer a better short-term return on investment.

First, it's helpful to determine which option is best suited for you and your personal interests before making any rash decisions.

Problem solving questions assesses a candidate's analytical thinking skills. Interviewers may ask the candidate to solve an analytical problem, either alone or as a group, and then judge the answer based on its correctness and the thought process behind it.

As well as assessing candidates' ability to use critical thinking, problem solving is useful for many other skills.

These include analysing what candidates know, determining what is relevant, and analysing how they reach their decisions.

In order to get a good feel for an applicant's problem solving abilities, recruiters can pose a few critical thinking questions. These questions will help you understand the way candidates think and react to challenges to solve problems.

In an interview setting, asking a candidate to solve a problem can be the best way to gauge their ability to think critically and creatively on their feet.

For more information on interview questions to get the top candidates, feel free to read our post on Dive for Results Interview Questions .

If you liked this post and found it useful, please share and tag us on your social media. Happy recruiting, or good luck with your interview!

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What Are Competency Based Questions?

Who uses competency based interviews in 2024, why are competency based questions used in interviews, what will i be asked in a competency based interview, typical competency-based interview structure, how to prepare for a competency based interview in 2024, how to answer competency based interview questions, key competency: motivation and commitment to career, tips for answering competency-based interview questions in 2024, competency-based interview: the first 60 seconds, competency-based interview questions (2024 guide).

Updated May 13, 2024

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Competency-based questions are interview questions that require candidates to provide real-life examples as the basis of their answers.

Candidates should explain why they made certain decisions, how they implemented these decisions and why certain outcomes took place.

Competency-based interview questions (also referred to as situational, behavioural or competency questions) are a style of interviewing often used to evaluate a candidate's key competencies , particularly when it is hard to select on the basis of technical merit.

For example, for a particular graduate scheme, or a graduate job where relevant experience is less important or not required.

A competency is a particular quality that a company's recruiters have decided is desirable for employees to possess. During interviews and assessment processes, competencies are used as benchmarks that assessors use to rate and evaluate candidates.

Competency interview questions can give valuable insights into an individual's preferred style of working and help to predict behaviours in future situations.

Questions about industry experience will not be part of a competency interview. Instead interviewers will ask questions that require candidates to demonstrate that they have a particular skill or a core competency the firm is looking for.

Candidates will be asked to do this using situational examples from their life experiences, to illustrate their personality, skill set and individual competencies to the interviewer.

Candidates will need to give examples of times in the past when they have performed particular tasks or achieved particular outcomes using certain skills.

Competency interview questions may also feature questions that probe candidates on their knowledge of the company and industry they have applied to.

This type of interview question tests candidates on their career motivation and commitment to career .

A typical competency-based interview questions will last for one hour. At most major firms competency interviews will also be standardised. Consequently, all applicants can expect to be asked identical questions.

Estimates indicate that a third to a half of all employers are using competency based interview questions as part of their recruitment process.

Large graduate employers are especially likely to use competency interviews as part of their graduate recruitment procedure, in particular as part of an assessment centre .

Recruitment professionals believe that the best way to assess a candidate's potential future performance is to question candidates about their past performance.

However, graduate candidates don't usually have any experience of the industry to which they are applying.

Consequently, it is impossible for interviewers to discuss previous job roles.

Instead, interviewers use competency based questions to have candidates show how they have performed in various situations in the past, revealing individual personality traits.

These are a great help for interviewers interested in finding out exactly who a candidate is and how they may act if employed.

Question format can vary.

Sometimes the interviewer will be looking to gather non-specific information, rather than evaluating any particular competency or skill .

More normally, interviewers will isolate key competencies that they believe suitable employees should possess, and tailor questions to focus on those skills.

When considering how to answer competency based questions, candidates should not talk in broad terms, be too general or use their imagination when replying to interviewers.

Instead, candidates should use specific situations from real life scenarios.

What Competencies Do Recruiters Look For in 2024?

These are 10 of the key competencies which interviewers often focus on:

1. Communication

Regardless of the position or industry, the way we interact with others is crucial and you need to be able to build and maintain excellent relationships with clients and colleagues.

Example question: "Tell us about a time you had to adjust your communication approach to suit a particular audience."

2. Decision Making

Good decision making will help you solve problems , devise solutions and make efficiencies.

Example question: "Give an example of a time when you had to make a difficult decision."

3. Leadership

Valuable for many reasons such as showing that you can coordinate, motivate and lead a successful team.

Example question: "Describe a situation when you assumed the role of leader. Were there any challenges, and how did you address them?"

4. Results Orientation

Being focused on results is a skill that will help you excel in your career. It can be anything from improving a system or process through to hitting targets.

Example question: "Give me an example of a time when you believe you were successful."

5. Teamwork

Businesses don’t work properly without good teamwork. Collaborative working can achieve results, improve productivity and boost performance.

Example question: "Describe a situation in which you were working as part of a team. How did you make a contribution?"

6. Trustworthiness

Good employees can be trusted to get things done.

Example question: "Would you report on a colleague who you knew was taking money from the company illegally?"

7. Responsibility

Employees who take responsibility for and pride in their work are highly valued.

Example question: "Describe a situation when you were responsible for the completion of a task."

8. Commercial Awareness

A skill that illustrates intelligence, professionalism and commitment to the firm.

Example question: "Describe a situation when you have had to use commercial awareness."

9. Professional Development

Being open to enhancing your skills will always help you succeed at work.

Example question: "Describe a period where you enhanced your skills effectively."

10. Technical Skills

Ever more important, technical (and particularly digital) skills are highly sought after because so many businesses are using them to grow.

Example question: "Describe a situation where you have used technical skills in your work."

It is hard to tell if a competency interview will feature as part of your assessment process before making your application to a firm, although the application form itself may help to give you a clue. Many employers who do use competency interviews design their application forms to include a number of competency-based interview questions.

Take note if you find any questions on your application that ask you to give situational examples. These may be a strong indicator of what is in store at interview.

Questions in competency-based interviews will usually refer to activities a candidate has participated in at school, college or university, or any other activities that can be used to effectively display evidence of particular competencies or a particular competency .

A typical competency question could be:

"Describe two situations where you have had to work as part of a team."

When asked a question like this, you should be able to talk for several minutes about your participation in a particularly strong team you have been part of in the past and how your sense of teamwork helped lead a task or project to successful completion.

You should have an idea before the interview of the experiences from your life that you could use as examples to demonstrate the key competencies of the firm to which you are applying. You are likely to have to provide at least two examples for each competency during your interview.

It is quite acceptable to ask for and to use a few moments of thinking time before answering competency questions. If necessary, simply notify your interviewer by explaining you "may need to think about this for a few moments".

Once you have thought of a good example to use, continue with your answer.

Preparation for any type of interview will help increase your chances of success, but with competency interviews it’s especially crucial.

You must be able to recall scenarios that demonstrate your key competencies , when asked to do so by an interviewer.

To adequately prepare, you should:

Step 1 . Explore the Skills and Competencies That You Will Be Asked About

Although this sounds obvious, it’s surprising how many people fail to carry out the correct research to ensure the answers they provide are strong enough.

As an example, if the person specification states that you require good communication skills when dealing with customers, the role is likely to involve complaints handling – so you will need to highlight skills such as empathy and understanding while being assertive.

Alternatively, if you’re applying to a consultancy, they may look for evidence of communicating complex issues in a simple manner (without as much empathy).

Step 2 . Conduct Some Personal Brainstorming to Help Identify a Range of Examples Relevant to the Role

Write these examples down and then select those which can be most closely linked to the specific competencies sought after by the employer. Think carefully about examples that best demonstrate your skills and attitude, and which are most likely to impress the panel.

Step 3 . Prepare Your Answers Based Around Solid Examples From Your Work, Volunteering or Academic Studies

The most common competencies that are asked for include problem-solving , team working and being results-driven .

Identify examples from your past experience which demonstrate that you possess those skills. You do not have to find overly-complicated examples.

In particular, the outcome of the story does not have to be extraordinary; what matters most is that the role you played in reaching the outcome was substantial.

Step 4 . Learn to Narrate Using the Star Method

This means setting the scene, explaining how you handled the situation by placing the emphasis on your role and detailing the outcome/result.

If you're soon to have a competency-based interview, you may want to check out this interview training course , with access to competency questions and expert answers.

Interviewers using behaviour-based interviewing techniques such as competency based questions are likely to probe for additional details during your responses.

Always make sure you provide concise, highly specific answers that are well explained, thought-out and detailed.

Questions can relate to past failures as well as to past achievements .

You must adequately explain why you failed to complete tasks; when such questions are posed, don't avoid mention of past failures altogether, but demonstrate what you have learnt from them.

If you find yourself struggling to think of any prior experiences which are relevant to the question asked, give a hypothetical answer and describe what you would do if a similar situation were to occur in the future.

A classic question is:

"Tell me about a time when you failed to complete a task or project on time, despite intending to do so ."

Your interviewer will want to find out how you manage your time during difficult tasks and the reason why you failed to meet your deadline on this occasion.

An effective answer would develop a positive justification for a past failure, as with the following example:

During my final year at university, I failed to deliver my dissertation by the due date. This was because I was heavily involved in cutting-edge research right up until the end of my course and was waiting for imminent results from surveys being undertaken by researchers at other academic institutions. Considering this was my final piece of academic work, I wanted to ensure it was based on the most accurate and up-to-date sources of information available, even if this meant a delay in production. To ensure no marks were deducted from my dissertation, I contacted my course director and personal tutor two weeks before my dissertation due date to discuss my particular situation. I argued my case, and was consequently allowed an extra two weeks to produce my work. Although my work was delayed, I feel that this delay was justified in that the work was of the highest quality it could be. Furthermore, I organised myself so that all relevant people were aware of a possible delay in the production of my dissertation.

Weaker answers rely on negative justifications:

During my final year at university, I failed to deliver my dissertation on the due date. This was because I was ill for a couple of weeks during my final term.

Aim for positive justifications rather than negative ones.

It is likely you will be asked why you wish to work for this company in particular, and what distinguishes this company, for you, from its competitors. This question requires you to discuss your knowledge of the firm in detail and prove to your interviewer your desire for a job.

To answer this question you should describe:

• The key strengths this firm has over its competitors in the industry (for example, more specialised in certain niche areas, more international scope, more respected).
• What appeals to you personally about the firm (for example, your interests in the firm's niche areas, your relevant study at university).
• Other relevant factors you find interesting (for example, the impression you have of the working style at the firm, the social side of the company, the type of corporate social responsibility the firm is involved in).

You may also be asked what you believe you will be doing during your first year on the graduate scheme. You should be particularly clear about exactly what it is you will be doing. If you cannot answer this question, you are unlikely to be successful.

If you are currently unsure, it is perfectly acceptable to contact the firm's graduate recruitment departments before applying to discuss anything you do not already know about the job.

To give clear, effective and varied answers, consider the following pointers:

When answering competency based questions, you can give examples from work, study or personal life, but make sure you give a wide variety of examples and a different example to answer each question.

Don't go into too much background detail when answering competency based questions. Your interviewer only wants to know about your past behaviours. Further detail is redundant.

Make sure your answers and examples you use are the most relevant to the questions asked, rather than the most impressive or elaborate.

Carefully evaluate the person specification . One of the most important elements in a competency based interview is assessing your suitability in terms of core competencies . Take time to read and understand the spec, highlighting skills, experience and knowledge that’s important.

Explore the company’s website . Understand what the company does and what attributes current employees might possess.

Evaluate industry intelligence . Find out everything you can about the industry the company exists in and the types of people in that industry who are influential.

STAR technique . Think: Situation, Task, Action, Result. This will help you to tell a story in a clear and concise manner while showing evidence to support your answers. See below for more detail.

Don't make your answers up. Your interviewer will find this very easy to spot.

Although competency-based interviews are standardised, a typical interviewer will decide within minutes whether they like you or not, and this is likely to affect the outcome of the interview.

It is very important to give a good impression to your interviewer from the very first moment you meet.

Shake hands confidently, smile, introduce yourself , and be generally convivial to the occasion. Sitting quietly and communicating poorly will not help you, and neither will boisterous or arrogant behaviour.

You should be polite but outgoing, assertive but not aggressive and aim to be every bit as professional as the interviewer who is assessing you.

Techniques for Answering Competency Based Questions

Each of the following techniques will stand you in good stead during the competency based interview.

The STAR Technique

This is also sometimes known as SOAR, where 'Task' is replaced by 'Objective'.

• Situation : Describe the situation
• Task : Describe what task was required of you
• Action : Tell the interviewer what action you took
• Result : Conclude by describing the result of that action

Be positive about your actions throughout your response and do not make up an example, as you will not come across as believable.

If you cannot think of good examples instantly, ask the interviewer for a moment or two to think about the question and then give your answer.

Read our full article on how best to use the STAR technique .

The CAR Technique

One way of dealing with this type of question is to use the CAR approach .

'CAR' stands for Context, Action, Result . It helps you to structure your answer like a mini-essay.

Context is your introduction, where you describe the scenario you faced, the date and the place.

The Action forms the main body and should be the longest part of your answer.

The Result is the conclusion and, like the introduction, should be quite short.

• Context: Describe the situation and the task you were faced with. When, where, with whom?
• Action: How? What action did you take? Sometimes people focus on what the group did without mentioning their individual contribution.
• Result: What results did you achieve/conclusions did you reach/what did you learn from the experience?

4 Competency Based Question and Answers

These four questions are all ones you can expect to come across in a competency-based interview.

1. "Describe a Situation When You Had to Complete a Piece of Work to a High Standard While Meeting a Strict Deadline."

Structured answer:.

As part of the final project for my degree, I completed a quantitative research project to explore whether customer loyalty increased or decreased with businesses who use social media as opposed to those who don’t. I worked with a creative agency who sponsored my project to allow me to gather the information I needed.

To provide useful information for the agency, I needed to carry out thorough research and draft the report within a three-month period.

To ensure the project was delivered on time, I had to become fully conversant with quantitative research techniques. I therefore studied this extensively, which improved the way I gathered data for the project. I also managed to complete this project while fulfilling my other volunteering commitments and assignments for other courses.

Even though the workload was significant and I was under a great deal of pressure, I achieved a pass of 80% for my final project and my work was published in a respected journal. The agency who sponsored the research also published the findings of their project, and I secured an internship with them over the summer.

2. "Provide an Example of When You Used Effective Time Management and Achieved Success."

While working in an internship programme with a team of four other interns, two of them decided not to continue with the internship.

As a group we had been asked to assist with a major client project, helping to formulate a digital strategy before the end of our first month on the internship .

Although the company were going to reduce the workload that had been allocated to the group, I spoke with the manager and the remaining intern and we agreed to take on all of what had been originally agreed for the four of us. I reviewed the work schedules, allocated new responsibilities and worked two hours longer each day unpaid.

We managed to make a significant contribution to the client’s strategy and delivered all of our obligations as agreed. I was commended for taking on additional responsibilities efficiently and professionally.

3. "Describe a Situation When the Cause of a Problem Was Not Immediately Apparent."

While working as an intern for a digital agency, data analysis showed that there had been a 15% drop in traffic over a period of 12 weeks. Analytics also showed that a lot of customers were abandoning the shopping cart before completing the purchase, and the bounce rate on the landing page was increasing.

I was asked to conduct some research to find out the possible reasons for this drop in traffic and growing bounce rate, and provide recommendations for addressing the issue.

Using a variety of tools such as Ahrefs and Google Analytics, I conducted an analysis of competitor performance and the effectiveness of our content strategy.

Using these programmes, I identified that a group of blog and website owners had stopped linking to our content. Once the problem was identified, I worked closely with the SEO and marketing teams to win many of those links back, which helped to restore traffic and engagement to previous levels.

4. "Describe a Situation Which Required the Use of Your Creativity."

In the HR business where I interned, a client was experiencing high employee turnover without an obvious cause.

I was asked by a manager to carry out some data analysis, to identify any trends or patterns that would reveal the likely causes.

I decided to develop an anonymous staff questionnaire which all employees could complete online.

A significant proportion of staff completed the questionnaire. A key finding was that many felt that their training and development wasn’t taken seriously. Furthermore, staff felt that it was difficult to speak to management about change. These suggestions were passed onto the management team, who made improvements to training and development, established more effective channels of communication and began an open-door policy. Turnover in the next six months showed a marked decrease.

You might also be interested in these other Wikijob articles:

Or explore the Interview Advice / Interview Questions sections.

15 Common Problem-Solving Interview Questions

In an interview for a big tech company, I was asked if I’d ever resolved a fight — and the exact way I went about handling it. I felt blindsided, and I stammered my way through an excuse of an answer.

It’s a familiar scenario to fellow technical job seekers — and one that risks leaving a sour taste in our mouths. As candidate experience becomes an increasingly critical component of the hiring process, recruiters need to ensure the problem-solving interview questions they prepare don’t dissuade talent in the first place. 

Interview questions designed to gauge a candidate’s problem-solving skills are more often than not challenging and vague. Assessing a multifaceted skill like problem solving is tricky — a good problem solver owns the full solution and result, researches well, solves creatively and takes action proactively. 

It’s hard to establish an effective way to measure such a skill. But it’s not impossible.

We recommend taking an informed and prepared approach to testing candidates’ problem-solving skills . With that in mind, here’s a list of a few common problem-solving interview questions, the science behind them — and how you can go about administering your own problem-solving questions with the unique challenges of your organization in mind.

Key Takeaways for Effective Problem-Solving Interview Questions

• Problem solving lies at the heart of programming. 
• Testing a candidate’s problem-solving skills goes beyond the IDE. Problem-solving interview questions should test both technical skills and soft skills.
• STAR, SOAR and PREP are methods a candidate can use to answer some non-technical problem-solving interview questions.
• Generic problem-solving interview questions go a long way in gauging a candidate’s fit. But you can go one step further by customizing them according to your company’s service, product, vision, and culture. 

Technical Problem-Solving Interview Question Examples

Evaluating a candidates’ problem-solving skills while using coding challenges might seem intimidating. The secret is that coding challenges test many things at the same time — like the candidate’s knowledge of data structures and algorithms, clean code practices, and proficiency in specific programming languages, to name a few examples.

Problem solving itself might at first seem like it’s taking a back seat. But technical problem solving lies at the heart of programming, and most coding questions are designed to test a candidate’s problem-solving abilities.

Here are a few examples of technical problem-solving questions:

1. Mini-Max Sum  

This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow. It tests the candidate’s observational skills, and the answer should elicit a logical, ad-hoc solution.

2. Organizing Containers of Balls  

This problem tests the candidate’s knowledge of a variety of programming concepts, like 2D arrays, sorting and iteration. Organizing colored balls in containers based on various conditions is a common question asked in competitive examinations and job interviews, because it’s an effective way to test multiple facets of a candidate’s problem-solving skills.

3. Build a Palindrome

This is a tough problem to crack, and the candidate’s knowledge of concepts like strings and dynamic programming plays a significant role in solving this challenge. This problem-solving example tests the candidate’s ability to think on their feet as well as their ability to write clean, optimized code.

4. Subarray Division

Based on a technique used for searching pairs in a sorted array ( called the “two pointers” technique ), this problem can be solved in just a few lines and judges the candidate’s ability to optimize (as well as basic mathematical skills).

5. The Grid Search 

This is a problem of moderate difficulty and tests the candidate’s knowledge of strings and searching algorithms, the latter of which is regularly tested in developer interviews across all levels.

Common Non-Technical Problem-Solving Interview Questions 

Testing a candidate’s problem-solving skills goes beyond the IDE . Everyday situations can help illustrate competency, so here are a few questions that focus on past experiences and hypothetical situations to help interviewers gauge problem-solving skills.

1. Given the problem of selecting a new tool to invest in, where and how would you begin this task? 

Key Insight : This question offers insight into the candidate’s research skills. Ideally, they would begin by identifying the problem, interviewing stakeholders, gathering insights from the team, and researching what tools exist to best solve for the team’s challenges and goals. 

2. Have you ever recognized a potential problem and addressed it before it occurred? 

Key Insight: Prevention is often better than cure. The ability to recognize a problem before it occurs takes intuition and an understanding of business needs. 

3. A teammate on a time-sensitive project confesses that he’s made a mistake, and it’s putting your team at risk of missing key deadlines. How would you respond?

Key Insight: Sometimes, all the preparation in the world still won’t stop a mishap. Thinking on your feet and managing stress are skills that this question attempts to unearth. Like any other skill, they can be cultivated through practice.

4. Tell me about a time you used a unique problem-solving approach. 

Key Insight: Creativity can manifest in many ways, including original or novel ways to tackle a problem. Methods like the 10X approach and reverse brainstorming are a couple of unique approaches to problem solving. 

5. Have you ever broken rules for the “greater good?” If yes, can you walk me through the situation?

Key Insight: “Ask for forgiveness, not for permission.” It’s unconventional, but in some situations, it may be the mindset needed to drive a solution to a problem.

6. Tell me about a weakness you overcame at work, and the approach you took. 

Key Insight: According to Compass Partnership , “self-awareness allows us to understand how and why we respond in certain situations, giving us the opportunity to take charge of these responses.” It’s easy to get overwhelmed when faced with a problem. Candidates showing high levels of self-awareness are positioned to handle it well.

7. Have you ever owned up to a mistake at work? Can you tell me about it?

Key Insight: Everybody makes mistakes. But owning up to them can be tough, especially at a workplace. Not only does it take courage, but it also requires honesty and a willingness to improve, all signs of 1) a reliable employee and 2) an effective problem solver.

8. How would you approach working with an upset customer?

Key Insight: With the rise of empathy-driven development and more companies choosing to bridge the gap between users and engineers, today’s tech teams speak directly with customers more frequently than ever before. This question brings to light the candidate’s interpersonal skills in a client-facing environment.

9. Have you ever had to solve a problem on your own, but needed to ask for additional help? How did you go about it? 

Key Insight: Knowing when you need assistance to complete a task or address a situation is an important quality to have while problem solving. This questions helps the interviewer get a sense of the candidate’s ability to navigate those waters. 

10. Let’s say you disagree with your colleague on how to move forward with a project. How would you go about resolving the disagreement?

Key Insight: Conflict resolution is an extremely handy skill for any employee to have; an ideal answer to this question might contain a brief explanation of the conflict or situation, the role played by the candidate and the steps taken by them to arrive at a positive resolution or outcome. 

Strategies for Answering Problem-Solving Questions

If you’re a job seeker, chances are you’ll encounter this style of question in your various interview experiences. While problem-solving interview questions may appear simple, they can be easy to fumble — leaving the interviewer without a clear solution or outcome. 

It’s important to approach such questions in a structured manner. Here are a few tried-and-true methods to employ in your next problem-solving interview.

1. Shine in Interviews With the STAR Method

S ituation, T ask, A ction, and R esult is a great method that can be employed to answer a problem-solving or behavioral interview question. Here’s a breakdown of these steps:

• Situation : A good way to address almost any interview question is to lay out and define the situation and circumstances. 
• Task : Define the problem or goal that needs to be addressed. Coding questions are often multifaceted, so this step is particularly important when answering technical problem-solving questions.
• Action : How did you go about solving the problem? Try to be as specific as possible, and state your plan in steps if you can.
• Result : Wrap it up by stating the outcome achieved. 

2. Rise above difficult questions using the SOAR method

A very similar approach to the STAR method, SOAR stands for S ituation, O bstacle, A ction, and R esults .

• Situation: Explain the state of affairs. It’s important to steer clear of stating any personal opinions in this step; focus on the facts.
• Obstacle: State the challenge or problem you faced.
• Action: Detail carefully how you went about overcoming this obstacle.
• Result: What was the end result? Apart from overcoming the obstacle, did you achieve anything else? What did you learn in the process? 

3. Do It the PREP Way

Traditionally used as a method to make effective presentations, the P oint, R eason, E xample, P oint method can also be used to answer problem-solving interview questions.  

• Point : State the solution in plain terms. 
• Reasons: Follow up the solution by detailing your case — and include any data or insights that support your solution. 
• Example: In addition to objective data and insights, drive your answer home by contextualizing the solution in a real-world example.
• Point : Reiterate the solution to make it come full circle.

How to Customize Problem-Solving Interview Questions 

Generic problem-solving interview questions go a long way in gauging a candidate’s skill level, but recruiters can go one step further by customizing these problem-solving questions according to their company’s service, product, vision, or culture. 

Here are some tips to do so:

• Break down the job’s responsibilities into smaller tasks. Job descriptions may contain ambiguous responsibilities like “manage team projects effectively.” To formulate an effective problem-solving question, envision what this task might look like in a real-world context and develop a question around it.  
• Tailor questions to the role at hand. Apart from making for an effective problem-solving question, it gives the candidate the impression you’re an informed technical recruiter. For example, an engineer will likely have attended many scrums. So, a good question to ask is: “Suppose you notice your scrums are turning unproductive. How would you go about addressing this?” 
• Consider the tools and technologies the candidate will use on the job. For example, if Jira is the primary project management tool, a good problem-solving interview question might be: “Can you tell me about a time you simplified a complex workflow — and the tools you used to do so?”
• If you don’t know where to start, your company’s core values can often provide direction. If one of the core values is “ownership,” for example, consider asking a question like: “Can you walk us through a project you owned from start to finish?” 
• Sometimes, developing custom content can be difficult even with all these tips considered. Our platform has a vast selection of problem-solving examples that are designed to help recruiters ask the right questions to help nail their next technical interview.

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10 problem-solving interview questions to find the best candidate

Sophie Heatley, Content Writer

| 03 Oct 2018

| 5 min read

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An interview is a good chance to evaluate how candidates approach difficult situations and by asking problem-solving questions you can separate those that are results orientated from those that crumble under pressure. Asking the right sorts of questions will also reveal a person's suitability for the role and company they are trying to enter. 

That being said, this can be hard to assess when you first meet someone, so here are 10 problem-solving competency questions to solve your problem of what to ask:

Problem-solving interview question examples

Question 1: describe a situation where you had to solve a problem. what did you do what was the result what might you have done differently.

This question tests their problem-solving ability. As an employer, you want to hire people that get things done and when faced with a problem actively solve it. There are three steps to solving a problem:

•     Identify
•     Analyse
•     Implement

A good answer should show that the applicant took the initiative, didn’t act thoughtlessly and was willing to ask questions and work as a team. Ideally their actions were in that order.

Question 2: Give an example of a situation in which you saw an opportunity in a potential problem. What did you do? What was the outcome?

This question tests if they see opportunities in problems. Every business has problems, both minor and major, and you should be able to trust your employees to identify and solve them. Problems are opportunities for improvement, both for an individual and a company as a whole.

Essentially you are looking for an answer that recognises this. Whether they solved a problem single-handedly or flagged the issue to a superior, you are looking for applicants who played a key part in arriving at a solution.

Question 3: What steps do you take before making a decision on how to solve a problem, and why?

This question tests how they problem solve before making a decision. A strong answer showcases that the candidate is considered in their decision-making and has a formal process of thought, instead of becoming overwhelmed and acting rashly. You should be looking for those that have a formalised process that makes sense, and that shows that they don’t just ask for help the entire time.

Question 4: Give an example of a time that you realised a colleague had made a mistake. How did you deal with this? What was the outcome?

This question tests their interpersonal skills . The best type of employees have great interpersonal skills and help others to succeed. Therefore, a good answer should show the candidate was diplomatic and constructive – someone that helps their colleagues to solve problems and doesn’t just highlight them.

Anyone that proceeds to say unsavoury things about previous co-workers should be treated with caution – respect and kindness are core attributes in the workplace.

This question tests their problem-solving strategies. An impressive answer will showcase awareness of problem-solving strategies, although these may differ from person to person.

You don’t want to hire someone that is constantly asking for help and knowing that a candidate has given some thought to potential strategies will provide you with assurance. Problem-solving strategies could vary from data-driven or logical methods to collaboration or delegation.

Question 6: Describe the biggest work-related problem you have faced. How did you deal with it?

This question tests how they tackle big problems. It reveals three things about a candidate:

1. What they are willing to share about a previous employer.

2. What they consider to be a big problem.

3. How they problem solve.

You want a candidate to be appropriate when discussing their current (or former role) and be positive. Of course what constitutes a big problem is relative, but you should be wary of candidates that sound like they might become overwhelmed by stress or blow things out of proportion.

You’ve found the perfect candidate, what’s next? Check out Perkbox’s administration platform to assist you with onboarding and retaining talent.

Question 7: Tell me about a time where you have been caught off-guard by a problem that you had not foreseen? What happened?

This question tests how they deal with pressure. Even the most careful minds can crash into an unforeseen iceberg, but it is how they deal with it that matters. This question should be a chance for you to catch a glimpse of a candidate’s character and personality. Ideally, you want an answer that shows the following:

• Calmness – They don’t overreact
• Positivity – They don’t complain or blame others
• Solutions – They use problem-solving skills

Question 8: Describe a time where you developed a different problem-solving approach. What steps did you follow?

This question tests their creative problem-solving skills and initiative. If your company was complete you wouldn’t be hiring. Someone that takes initiative and thinks outside of the box can help your business progress and stay ahead of the competition. Creative initiative is a definite bonus as you don’t want an office filled with like-minded people, after all, it’s the new ideas that change the world.

Question 9: Tell me about a time when you became aware of a potential problem and resolved it before it became an issue.

This question tests their ability to identify problems and solve them. Having foresight is important quality and it’s much more than wearing glasses. Foresight is about identifying issues before they actually become issues. Being able to see into the future and red-flagging a problem, is something that you should not only value, but covet – being thoughtful helps avoid disaster.

Question 10: Describe a personal weakness that you had to overcome to improve your performance at work? How did you do it?

This question test their self-awareness and dedication. Self-awareness is crucial to growth and becoming a better employee. A good answer is one that shows a candidates willingness to improve, whether that be learning new skills or honing their talents. This is a hard problem-solving interview question so a successful response is a testament to their ability.

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How To Prepare For Competency Based Interview? (With Questions)

If you have made it through to the interview stage for your dream job, you need to know a few important things to secure this job successfully. This is how to take on competency based interview questions head-on.

Interviews can be absolutely nerve-wracking, you want to make sure to impress the interviewer, but you also have no idea what they are going to ask. Luckily, we have found that most employers choose to ask competency based interview questions. These questions help interviewers determine if the candidate has the specific skills for the job.

To help you ace your competency based interview questions, we have highlighted what you need to know before the interview. This will include the critical competencies to the type of interview questions that you can expect and how to prepare for your interview.

Here is what you need to know about competency based interview questions before tackling your interview.

Table of Contents

About Competency Based Interviews

A competency based interview is designed to identify if you have the right skills required for the position that you are applying for. However, these interviews focus not only on the candidate’s ability and skills but also on their personal experience.

Competency based interviews are also referred to as situational interviews and behavioural interviews. During these interviews, the interviewer will describe a specific situation that you may come across during the role you are applying for. The interviewer is looking for answers that describe the actions you will take in these specific scenarios.

Questions asked during a competency based interview are usually open-ended. The aim of open-ended questions being asked during a competency based interview is for the interviewer to gain insight into your personal experience. Usually, open-ended questions allow interviewers to learn more about the employer’s past experience, how they have overcome unexpected obstacles, and more.

The opened-ended responses will also need to include certain key competencies. This is one of the most important factors that interviewers look for in competency-based interviews.

Competency Based Interviews vs Unstructured Interviews

If you have been for a wide range of interviews, you might notice that there are different types of interviews. The most common two types of interview styles used to assess candidates for a role are competency based interviews and unstructured interviews.

Competency based interviews are a little more complex. This is because these interviews usually have an outline of specific key competencies that the candidate will need to meet to move forward in the hiring process.

This type of interview usually has specific competency based interview questions that aim to assess whether the candidate has the desired key competencies that the interviewer is looking for. These questions are usually predetermined and will be asked to all candidates being interviewed for a specific position.

While competency interviews may not seem highly structured because the questions aim for open responses from the candidates, the reason for this is to gain insight if the candidate has the relevant experience and skills for the job.

On the other hand, unstructured interviews aim to assess if the candidate has the necessary skills for the job. These interviews also aim to get a general understanding of the candidate.

Usually, unstructured interviews do not have an outline of predetermined questions that they will ask each candidate. The questions asked during these interviews may be thought of at the moment or may come from analysing the candidate’s curriculum vita.

Advantages of Competency Based Interviews

While competency interviews may seem daunting because of how structured these interviews are, however, there are a few advantages that come with having this type of interview, which includes:

• The questions asked a predetermined, which means that there may be questions similar to the ones you may be asked during this interview. So you have the opportunity of researching possible competency based interview questions for the specific job that you are applying for. These questions will be somewhat similar to the ones that the employer might ask during your interview, which means that you will be able to plan better how you will respond to these questions.
• Competency-based interview questions are open-ended, naturally allowing you to include any key competencies. Especially the competencies that you may think the interviewer is looking for.
• For almost any role that you apply for, you should have access to the job description, which is a significant advantage in competency interviews. Having the job description is an advantage because usually, the competencies the interviewer will be looking for are included in the job description requirements.

Disadvantages of Competency Based Interviews

While some significant advantages come along when being a candidate who will be asked competency questions. There are also a few disadvantages when t comes to this type of interview style. These disadvantages will include:

• Competency based questions can be pretty complex. These questions are usually open-ended, and at times you may be confused about the best way to answer these types of questions.
• Competency based questions are highly focused and have been predetermined. This means that there is usually a correct answer for these types of questions.
• Competency interview questions are open-ended. This means that you be incredibly mindful of how you word your questions and ensure that the answers are well structured.
• If the interview pays too much attention to focusing on identifying the key competencies that they are looking for. The interviewer might miss your personality, so when answering competency questions, make sure to include your personal life.

Key Competencies

During competency interviews, interviewers will usually have a list of critical competencies that the candidates need to meet to move forward in the hiring process. Key competencies or core competencies are what makes a candidate stand out. Their unique combination of skills and capabilities will make them perfect for the job.

When interviewers ask competency based questions, they try to identify the critical competencies in the candidate’s answers. However, because competency questions are open-ended, these responses will usually include a few essential competencies of one answer. This is why it is necessary to try to include any possible competencies that your interviewer is looking for when you answer competency questions.

However, to include critical competencies in your answers, you will first need to know the key competencies. A few of the primary key competencies that are usually looked for during interviews include:

Communication Skills

Good communication skills in the workplace are essential for almost any job. This includes both verbal and non-verbal communication. Good communication skills usually refer to the candidate’s ability to deliver information to their superiors or clients professionally. The candidates need to be easy to understand and easy to talk to.

It’s a good

Having a communication approach where you can build and maintain relationships through communication is a sign of good communication skills. Employers will need to have the ability to communicate appropriately with their managers, team members, and even customers.

Almost every job description employers usually include good communication skills. A few jobs that typically look for a candidate with good communication skills include a receptionist, customer service representative, and human resources manager.

Why are communication skills important?

If the candidate shows that they have good communication skills, this will help the interviewer identify if the candidates will be able to do the following:

• Share their ideas
• Become a team member
• Satisfy or manage an angry customer
• Provide excellent customer service

How do interviewers identify communication skills?

During the competency based interview, the interviewer might take note of how you respond to their open-end competency based interview questions. The interviewer will also ask specific might also ask specific questions that will help identify the candidate’s communication skills.

Business Knowledge Competencies

While it may seem obvious but it is a must for any candidate applying for a particular role in a specific field. To have a good level of knowledge of the industry that they aim to work in.

While the degree of knowledge will vary depending on the level of the role the candidate is applying for. However, a good business will have all employees, no matter the level, have a basic understanding of how their business operations work.

Usually, candidates who are applying for high-level positions such as managerial roles will need to have a much more in-depth business awareness. A candidate with more in-depth business awareness means that these candidates will need to understand the business market. After all, they will require this knowledge to succeed in their role.

Jobs that usually include business knowledge in their job description include project managers, data scientists, stockbrokers, management consultants, and corporate investment bankers. This is because it will be almost impossible for candidates to take on these roles without a high level of business knowledge.

Why are business knowledge competencies important?

If the candidate shows that they have a high level of business knowledge, this will help the interviewer identify if the candidates will be able to do the following:

• Has the foundation to learn more about the business
• Can make informed decisions in the business
• Identify and decrease potential risks
• Identify poetisation opportunities in the industry

How do interviewers identify business knowledge skills?

Usually, the best way for an interviewer to identify a candidate’s business knowledge skills is to check up on their qualifications. Most positions that need a high level of business knowledge will usually require a certificate or degree for that specific profession. However, interviewers will also gauge how in-depth a candidate’s business knowledge is through competency based interview questions.

Problem Solving Skills

Problem-solving skills in the workplace can find an effective solutions to a wide range of issues. Having good problem-solving skills means that the candidate can make timely decisions without hesitation. However, it is just as important that these solutions are the right move to make. After all, poor solutions produce unpleasant consequences.

In order to do this, the candidate will need to be to have a level head when problems arise. They will have to critically and come up with effective strategies to resolve the issue.

When working within a team, there are occasions where problems may arise within the team or between a team member and a client. As a candidate with good problem-solving skills, you should have the skills to manage any of these issues.

Many more jobs are starting to list problem-solving skills as a critical competency in their job description. This is because almost all jobs usually require candidates to have some level of problem-solving skills. However, generally more analytical jobs include this skill in their job description. A few of these jobs include accountant, computer programmer, business analyst, and chemist.

Why are problem-solving skills important?

If the candidate shows that they have good problem-solving skills, this will help the interviewer identify if the candidates will be able to do the following:

• Collect and analyse data
• Be decisive
• Be good listeners
• Show creative thinking skills

How do interviewers identify problem-solving skills?

There are several ways interviewers can identify a candidates problem-solving skills during a competency based interview. However, there are specific questions that interviewers stick to that may be simple but actually help them determine the candidate’s ability to solve problems.

Leadership Skills

Leadership skills are a candidate’s ability to direct and motivate their team members towards reaching a specific goal. There is a wide range of skills that make up a good leader. This includes integrity, decisiveness, team building, dependability, and problem-solving.

It is essential to keep in mind that some specific roles and teams will require different leadership styles when it comes to leadership. This means that the candidate needs to have the appropriate leadership style to be a good fit for the job that they are applying for.

One of the great things about leadership skills is that they can be developed. There is plenty of training course and techniques that can help you improve your leadership skills.

Leadership skills are a specific skill that is required for almost any managerial job. A few jobs that will require leadership skills and might list it in their job description include a principal, recruiter, restaurant manager, and pilot.

Why are leadership skills important?

If the candidate shows that they have good leadership skills, this will help the interviewer identify if the candidates will be able to do the following:

• Motivate and believe in their teams
• Convert the team’s goals into a reality
• Acknowledge employees accomplishments
• Set an example

How do interviewers identify leadership skills?

One of the sings interviewers looks to determine whether a candidate is a leader during competency interviews to identify the candidate’s attitude towards teamwork. If the candidate often mentions that they have worked within a team and references the team’s success. This is usually seen as something a leader would do because leaders focus on their team.

There are some questions that interviewers will use to assess your leadership skills. These questions could possibly include the following:

• How would you describe your leadership style?
• How do you monitor the performance of individual team members?
• How do you make decisions about compensating team members?
• How do you motivate your team?
• Tell us about a time you struggled with work-life balance and how you managed to solve the problem.
• Tell us about a time when you had an idea that improved the company in some way and how it was implemented.
• Tell us about a time you were a team lead on a project and what was the outcome of that project.

Organisational Skills

When you think of organisational skills, the first thing that pops into your head might be having a neat and tidy workstation. While this is a small part of what is considered organisational skills, there is so much more.

Organisational skills refer to your ability to prioritise tasks, meet deadlines, and practice time management. It has the ability to increase productivity and get work done as efficiently and effectively as possible. Having good organisational skills also means the ability to make use of resources to work more efficiently.

These skills are essential, especially for employees who have trouble managing several tasks. Luckily, organisational skills can be taught and is a must-have skill in the work environment.

Every role will require some level of organisational skills. This is because these skills are a necessity to get any work done in any field. However, a few jobs require a much higher level of organisational skills. This includes a project manager, account manager, event planner, and human resources manager.

Why are organisational skills important?

If the candidate shows that they have good organisational skills, this will help the interviewer identify if the candidates will be able to do the following:

• Practie time management
• Delegate tasks
• Meet deadlines
• Be able to prioritise

How do interviewers identify organisational skills?

While there are interview questions that can help identify whether a candidate has organisational skills. There are also other ways interviewers can identify this is by taking note of the candidate’s curriculum vitae. As well as how prepared and organised they appear to be for the interview. It is always important to keep in mind that interviewers take note of what you say as well as your non-verbal cues during an interview.

Technical Skills

Technical skills are complex skills that are unique to the profession of the job that you are applying for. These skills are gained through previous employment in a similar role or learnt through courses.

There is a wide range of unique technical skills in different fields. Some may bit a bit more complex than others depending on the role. Usually, these technical skills are considered requirements for the position.

The technical skills that your interviewer will be on the look at will usually be included in the job description. This is why it is essential to read over the job description and make a note of any technical skills required. It would be a great idea to reference these technical skills during your competency interview.

A few jobs that will require specific technical skills include being a computer programmer, including HTML, computing, and information technology technical skills. At the same time, a job as a technical writer requires technical skills like research, press release, and editing.

Why are technical skills important?

If the candidate shows that they have good technical skills, this will the help interviewer identify if the candidate has the following:

• Required knowledge for the position
• Necessary past experience needed for the role
• Provide understanding about these technical skills to team members
• Be able to solve problems about issues in their industry

How do interviewers identify technical skills?

When interviewers look for a specific skill during a competency interview, they may ask you specific questions that would relate to that skill. The interviewer can then gauge how much expertise you may have in those skills.

Project Management Skills

While the extent of a candidate’s project management skills will depend on the role that they are applying for. However, a few basic project management skills are required in almost every job.

Good project management skills refer to the candidate’s leadership skills, risk management skills, and communication skills. However, the more technical and complex project management skills include a candidate’s ability to plan out projects from start to finish, manage a budget, and estimate a project’s timeline.

Usually, the project management skills that the interviewer will be looking for are included in the job description. The jobs that will usually require candidates to possess project management skills include an event manager, admin assistant, office manager, account manager, and construction property manager.

Why are project management skills important?

If the candidate shows that they have good project management skills, this will help the interviewer identify if the candidates will be able to do the following:

• Provide leadership and direction
• Execute strategic goals
• Can work with a budget
• Assess any risks involved and conduct risk management

How do interviewers identify project management skills?

During the competency interview, the interviewer will ask you questions about your previous experiences that focus on project management skills. This is why it is essential to be mindful when answering these questions. After all, you want to make sure to include the project management skills that you have.

Good Workplace Ethics and Integrity

While this sounds obvious, it is one of the most critical competencies that some employers will be on the lookout for, ensuring that the candidate they plan on hiring has good ethics and integrity.

Ethics refers to an individual’s morals and values which help them make decisions. When someone has good ethics, it means that they are honest, respectful, and responsible in the workplace.

Interviewers want to make sure that they hire someone who will be honest, responsible and respectful in the workplace. A candidate with a good work ethic will also fit much better with the existing team.

Why are good work ethics and integrity important?

If the candidate shows that they have good ethics, this will help the interviewer identify if the candidates will be able to do the following:

• Help understand how to react to situations appropriately
• Work well in a team
• Set a good standard of behaviour
• Be self-motivated in the workplace

How do interviewers identify if candidates have good work ethics?

Identifying whether a candidate has good workplace ethics may be more challenging than identifying other skills. This is because candidates can put on a facade during an interview. However, interviewers will usually determine the candidate’s ethics but consider their previous job attitude.

Adaptability Competency

In any workplace setting and situation, an employee needs to be able to handle change. Whether the change is positive or negative, having the ability to adjust your working style is a must in order to grow in any position.

Adaptability competency refers to a candidate’s ability to handle change as well as being able to handle multiple tasks at once. To have good adaptability skills, you will need to remain calm, flexible and decisive.

Changes may happen at any moment, so you need to be able to remain calm and make a decision on how to best respond to these changes. A candidate with good adaptability skills will be able to achieve a goal even if they have to make changes to how that goal is achieved.

All employees must develop adaptability skills if they want to thrive in their environment. However, specific roles look for this competency, like occupational therapists, healthcare social workers , flight attendants, and systems administrators.

Why are adaptability competencies important?

If the candidate shows that they have good adaptability skills, this will help the interviewer identify if the candidates will be able to do the following:

• Make decisions in a stressful environment
• Think strategically to achieve goals
• Come up with innovative solutions
• Face challenges head-on

How do interviewers identify adaptability competencies?

In incompetency interviews, there are multiple opportunities that interviewers could identify a candidate’s adaptability skills. This most common way is to ask about actual events in the candidate’s life where they had to adapt to changes.

However, other ways small ways that could also help the interviewer identify the candidate’s adaptability skills include adapting to a different time or place of the interview. Even identifying if the candidate is able to manage to have the interview online instead of in-person may be a change worth noting.

Collaboration and Teamwork

A successful business has a direct reaction to how well its employees work together. After all, a business’s employees need to work together to achieve business goals. This is why almost every role will require some degree of collaboration and teamwork.

It is essential to keep in mind that while you may not be working directly with team members, your work still plays a part in helping the business reach a goal. However, you never know when you may have to collaborate with another team member. This is why working within a team is an essential skill to have in the work environment.

Having good collaboration and teamwork skills also helps to maintain good working relationships. This is crucial to having a healthy work environment. This is why interviewers may include this as a critical competency.

There are specific roles where collaboration and teamwork skills are essential for the job to be effectively done. A few of these jobs include police officers, construction workers, chefs, and human resource managers.

Why are problem collaboration and teamwork skills important?

If the candidate shows that they have a good collaboration and teamwork skills, this will help the interviewer identify if the candidates will be able to do the following:

• Work with team members to complete tasks efficiently
• Build and maintain good working relationships
• Help check team member’s work
• Learn from other team members

How do interviewers identify collaboration and teamwork skills?

There are competency based interview questions that the interviewer will ask to assess the candidate’s collaboration and teamwork skills. However, you should also be prepared to do a trial run of completing tasks that may require a team effort. Especially if you are applying for a job that requires continuous teamwork.

Types of Questions Asked in Competency Based Interviews

All competency based interview questions are predetermined. This is usually done to make sure that the questions asked during the interview will be able to generate specific answers, which the interviewer can use to identify if the candidate has the required skills that will make them the best person for the job.

Competency based questions are all open-ended, but they will each focus on a specific set of competencies. So when answering these questions, it is essential to keep in mind that you include all the possible key competencies that the interviewer is looking for in your answer.

The types of questions asked in competency interviews will depend on the job and the competencies that the interviewer is trying to identify.

Sample competency interview questions

To give you a better idea of what you can expect from a competency interview. Here is a list of possible competency questions and the competencies that they are trying to identify:

Communication competency questions:

• How would you describe yourself?
• Tell us about the most significant accomplishment you have achieved.

Business knowledge competency questions

• What are your thoughts about the current situation in the market?
• Who is your mentor, or who do you consider successful in this industry?

Problem-solving competency questions

• Tell us about a crisis you faced at work and how you managed it.
• Describe a situation when you faced a problem but wish that you had solved it differently.

Leadership competency questions

• How do you manage to balance your work life and personal life?
• Describe what you would do if you were the lead in a team whose team members do not get along.

Organisational competency questions

• Tell us about your time management skills.
• How do you estimate how much time a task will require?

Technical competency questions

• Tell us about your dream position and why it is your dream job.
• What do you do if you are unsure about an answer or task?

Project management competency questions

• Describe the results of a project that you were the lead on.
• Tell us about your most successful project.

Good workplace ethics and integrity competency questions

• Do you value integrity, and tell us what it means to you?
• Tell us about a time when you have admitted to doing something wrong in the workplace?

Adaptability competency questions

• Tell us about a time that you had to adapt to change and how you handled it?
• Describe your feelings towards change.

Collaboration and teamwork competency questions

• What are your thoughts about working in a team?
• Describe the relationship of a team that you have previously worked with.

How to Prepare for a Competency Based Interview?

After reading over a few samples of competency based interview questions, you may feel a bit overwhelmed. These questions are complex and will require a lot of thought and preparation. However, once you start preparing for this interview and how to answer these questions, you will feel much more relaxed.

Whether you have an upcoming interview or you are simply preparing for any possible future interviews. Here are a few tips that will help you best handle a competency based interview:

Read over the job description

One of the best ways to prepare for an interview is to read over the job description. After all, the job description gives you a clear outline of exactly what the interviewer will be looking for.

When it comes to competency based interviews, you can usually get an idea of the critical competencies that the interviewer is looking for in the job description itself. So make sure to always go through the job description before your interview.

Identify the key competencies your interviewer is looking for

The best way to prepare for crucial competencies based on interview questions is by first identifying the possible vital competencies. While you won’t be able to identify the exact vital competencies. You will be able to figure out the few main competencies usually required for that specific role.

The two best ways to do this is, as mentioned early, to read through the job description. However, another way to identify possible competencies is to research the skills required for the role you are applying for.

Find competency based interview questions.

Once you have an idea of the possible key competencies that will be required for the job, the next step is to find sample competency questions. There are tons of sample questions that focus on different skills. All it will take is a little research. A good idea would be to start by answering the sample key competencies questions listed above.

Practice answering competency based interview questions

After finding a few questions to answer, you can practice answering these questions. It is important to remember that your answers must be carefully thought out and include the relevant vital competencies.

Reference real-life examples when answering competency based interview questions

When answering these questions, your answer must flow and keeps the interviewer interested. The best way to answer competency questions is to reference real-life examples. This will give the interviewer a better insight into your work experience and provide examples of when you used specific skills.

Final Thoughts

Competency interviews can be extremely overwhelming unlike digital interviews , especially when it is for a job that you want. Usually, competency-based interview questions are predetermined and are designed to identify particular skills. What is great about this is that you will be able to prepare your responses to these by using similar sample competency interviews questions. This will give you an advantage in the interview.

There are a few key competencies that most companies require for their employee to have few of these include communication skills, technical skills, and organisational skills. It would be a good idea to revise the job description to identify the possible competencies that your interviewer may be looking for.

While these interviews can seem complex, you will feel prepared as long you prepare for answers to possible competency-based questions. It is essential to keep in mind that these are designed in a way to ensure that the candidate who is hired for the job is the right fit. This means if you have what they are looking for, then your chances of landing this job will be good.

So don’t waste any more time and start preparing for your upcoming competency interview. Good luck.

Related Reading –

• Sky Assessments – Complete Career & Interview Preparation Guide

Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.

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Special Education and Inclusive Learning

Catalytic Questioning: Solving Teacher Recruitment and Retention

Catalytic questioning for teacher recruitment and retention.

In the face of ongoing recruitment and retention challenges in UK schools, innovative approaches are essential for school leaders. One such approach is catalytic questioning —a technique designed to generate new insights and solutions by asking thought-provoking questions. This article explores how school leaders can use catalytic questioning to address the pressing issues of teacher recruitment and retention, providing practical examples and guidance on its implementation.

Understanding Catalytic Questioning

Catalytic questioning focuses on asking open-ended, thought-provoking questions that challenge assumptions and stimulate creative thinking. Unlike traditional problem-solving methods, which often seek immediate answers, catalytic questioning aims to generate a wide range of possibilities and perspectives. This process can lead to breakthrough insights and innovative solutions.

Key Characteristics of Catalytic Questions:

• Open-Ended: They do not have a straightforward yes or no answer.
• Provocative: They challenge existing assumptions and encourage deeper thinking.
• Exploratory: They are designed to explore possibilities rather than confirm existing beliefs.

Introducing and Facilitating a Catalytic Questioning Session

Introducing catalytic questioning to your staff can be a transformative step in addressing recruitment and retention challenges. To ensure the success of this approach, it is crucial to effectively introduce, explain, and facilitate the process. This section provides a step-by-step guide for school leaders to set up and run a catalytic questioning session, including how to explain the concept and what “hot questions” are.

Step-by-Step Guide to Catalytic Questioning Sessions

Step 1: preparing the ground.

1. Understand the Audience:

• Know Your Team: Familiarise yourself with the staff’s backgrounds, interests, and concerns. This helps tailor your approach and make the session relevant.
• Set Clear Objectives: Define what you aim to achieve with the session. Are you looking to generate ideas for recruitment strategies, enhance retention efforts, or both?

Step 2: Introducing Catalytic Questioning

1. Explain the Concept:

• Define Catalytic Questioning: Begin with a brief explanation. “Catalytic questioning is a method that uses thought-provoking, open-ended questions to challenge our assumptions and stimulate creative thinking.”
• Emphasise the Benefits: Highlight how this approach can lead to innovative solutions and a deeper understanding of issues related to teacher recruitment and retention.

2. Introduce Hot Questions:

• Definition: Explain that hot questions are particularly provocative and open-ended questions designed to challenge conventional thinking and spark new ideas. They are the ones that get you excited (or worried!)
• Examples: Provide examples of hot questions to illustrate. “For instance, ‘What systemic changes are needed to support teacher well-being and reduce burnout?’ is a hot question that can lead to significant insights.”

Step 3: Facilitating the Session

1. Setting the Stage:

• Create a Safe Space: Ensure a supportive atmosphere where everyone feels comfortable sharing their thoughts without fear of judgment.
• Encourage Participation: Stress the importance of every voice and perspective. “Every question has value, we’re here to explore all possibilities.”

2. Conducting the Session:

• Start with a Warm-Up: Begin with a few ice-breaker questions to get everyone comfortable. “What do you enjoy most about working at our school?”
• Introduce Hot Questions: Present just 1 pre-prepared hot question to kickstart the discussion. Encourage participants to think deeply and challenge existing assumptions.

Example Hot Questions for Recruitment (more further down):

• “What unique strengths and attributes does our school offer that we are not effectively communicating to potential candidates?”
• “How might we redesign our recruitment process to attract a more diverse pool of candidates?”

3. Facilitate Open Discussion:

• Encourage Exploration: Allow ideas to flow freely. Avoid immediate judgments or dismissals of any suggestions.
• Promote Active Listening: Encourage participants to listen respectfully and build on each other’s ideas.

4. Document Insights:

• Record Ideas: Capture all the responses and insights on a whiteboard or digital platform. This visual record helps in tracking the flow of ideas and identifying key themes.

Step 4: Analysing and Acting on Insights

1. Review and Prioritise:

• Group Similar Ideas: After the session, group similar ideas and identify common themes.
• Prioritize Actions: Determine which ideas are most feasible and impactful. Develop an action plan for implementation.

2. Follow-Up:

• Communicate Outcomes: Share the results of the session with all participants. Outline the next steps and how their contributions will be used.
• Monitor Progress: Regularly review the progress of implemented ideas and be open to adjustments based on feedback.

Benefits of Catalytic Questioning for School Leaders

• Enhanced Problem-Solving: By encouraging diverse perspectives, catalytic questioning can uncover the root causes of issues and identify novel solutions.
• Improved Engagement: Involving staff in the questioning process can foster a sense of ownership and collaboration, leading to greater buy-in for initiatives.
• Innovative Thinking: This approach can break down traditional thinking patterns, leading to creative and effective strategies.

Potential Drawbacks

• Time-Consuming: The process involves extensive questioning and exploration, which can be time-intensive.
• Resistance to Change: Staff accustomed to traditional problem-solving methods may initially resist this approach.

Applying Catalytic Questioning to Recruitment and Retention

Example hot questions for recruitment.

What are the underlying reasons teachers are hesitant to join our school?

• This question encourages leaders to think about potential barriers, such as school reputation, workload expectations, or community factors. It may well be a little awkward to answer but needs to be asked.

How might we redesign our recruitment process to attract a more diverse pool of candidates?

• This prompts consideration of new recruitment channels, inclusive job descriptions, and strategies to reach underrepresented groups.

What unique strengths and attributes does our school offer that we are not effectively communicating to potential candidates?

• This question can help identify and highlight the school’s unique selling points, such as innovative programs or community involvement.

Hot Questions for Retention

• What specific factors are causing our teachers to leave, and how might we address them in a sustainable way?
• This encourages a thorough analysis of exit interviews and surveys to pinpoint key issues such as workload, support, and career progression.

How can we create a work environment that continually motivates and engages our teachers?

• This question can lead to exploring new professional development opportunities, recognition programs, and collaborative initiatives.

What systemic changes are needed to support teacher well-being and reduce burnout?

• This pushes leaders to consider broader institutional changes, such as workload management, mental health support, and flexible working conditions.

10 Difficult hot questions that school leaders should consider when thinking about teacher retention:

• What systemic issues within our school culture might be contributing to teacher dissatisfaction and turnover?
• How do our current workload expectations impact teacher well-being and job satisfaction, and what changes could alleviate stress without compromising educational quality?
• In what ways might our leadership practices be inadvertently contributing to teacher burnout, and how can we modify our approach to be more supportive?
• What barriers exist that prevent our teachers from pursuing professional development, and how can we remove these obstacles?
• How effectively do we recognise and reward the efforts and achievements of our teachers, and what can we do to improve this recognition?
• In what ways might our communication practices be falling short, and how can we ensure that teachers feel heard and valued?
• How can we create a more inclusive and supportive environment for teachers from diverse backgrounds?
• What aspects of our school’s decision-making processes might be disempowering to teachers, and how can we make these processes more collaborative and transparent?
• What innovative approaches could we adopt to provide our teachers with greater autonomy and flexibility in their roles?

These questions are designed to be challenging and thought-provoking, pushing leaders to critically evaluate their practices and consider deep, systemic changes to improve teacher retention.

Other Catalytic Questions

For Recruitment:

• What unconventional recruitment methods could we try that have not been previously considered?
• How might we leverage our alumni network to attract new teachers?
• What partnerships with local businesses or universities could enhance our recruitment efforts?

For Retention:

• What would a day in the life of a highly satisfied teacher at our school look like?
• How can we better recognize and reward the hard work and dedication of our staff?
• What opportunities for career growth and development are we not currently offering that could retain our teachers?

Catalytic questioning offers a powerful tool for school leaders to address the complex challenges of teacher recruitment and retention. By fostering a culture of inquiry and exploration, school leaders can uncover innovative solutions and create a more engaging and supportive environment for their staff. While the process may require time and a shift in mindset, the potential benefits in terms of enhanced problem-solving, improved engagement, and innovative thinking make it a worthwhile endeavour.

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