COMPETENCY-BASED Interview Questions and Answers! (STAR Technique & Sample Answers!)

Summary

In this tutorial, Richard McMahon from PassMyInterview.com teaches job seekers how to successfully answer competency-based interview questions using the STAR technique. He explains what competency-based questions are, provides a structured approach using STAR (Situation, Task, Action, Result), and offers real-life examples with top-scoring answers. By following this method, candidates can effectively demonstrate their skills in customer service, problem-solving, decision-making, and teamwork, ensuring they stand out in interviews. The video is a valuable resource for anyone preparing for an interview and aiming to improve their chances of success.

Takeaways

• 😀 Competency-based interview questions focus on assessing specific skills and behaviors needed for the job, such as teamwork, problem-solving, and decision-making.
• 😀 These interview questions often start with prompts like 'Tell me about a time when...' or 'Give an example of a time when...', requesting candidates to describe a real situation from their past.
• 😀 The STAR technique is an effective method for answering competency-based interview questions. It stands for Situation, Task, Action, and Result.
• 😀 When using the STAR technique, start by explaining the situation you were in, followed by the task you had to accomplish, the actions you took, and finally the result of those actions.
• 😀 A strong answer should demonstrate your skills and competencies in action, showing how your previous experiences are directly relevant to the job you're applying for.
• 😀 Example competency questions include customer service, problem-solving, decision-making, and teamwork, all of which are commonly tested in interviews.
• 😀 For customer focus, an ideal answer should emphasize how you prioritize the customer’s needs, even if it means recommending a cheaper product for their benefit.
• 😀 When answering a problem-solving question, describe how you identified the problem, took action, and worked collaboratively to resolve it, ideally showing empathy and support for colleagues.
• 😀 For decision-making, illustrate how you analyzed a situation, weighed the options, and made a choice that led to positive results for the company, even if it involved some trade-offs.
• 😀 Teamwork answers should showcase how you worked with others to overcome challenges, highlighting collaboration, task delegation, and achieving a successful outcome together.
• 😀 Always be prepared to elaborate on your answers and provide clear, specific examples that align with the competencies the employer is looking for in the role.

Q & A

What is the main focus of the video tutorial?

The main focus of the video tutorial is to teach viewers how to effectively answer competency-based interview questions using the STAR technique, helping them prepare for job interviews and improve their chances of success.

What are competency-based interview questions?

Competency-based interview questions are questions that assess specific skills or characteristics required for a job, such as teamwork, problem-solving, decision-making, and customer focus. These questions usually begin with prompts like 'Tell me about a time when...' or 'Describe a situation where...'.

What is the STAR technique, and how is it used in answering interview questions?

The STAR technique is a structured approach for answering competency-based interview questions. It stands for Situation, Task, Action, and Result. Candidates describe the situation they faced, the task that needed to be completed, the actions they took, and the results of those actions.

How should candidates use the STAR technique when answering competency-based questions?

Candidates should use the STAR technique by first explaining the situation they were in, followed by detailing the task they needed to accomplish. Then, they should describe the specific actions they took to address the situation, and finally, they should conclude with the results of their actions.

Can you give an example of how to answer a competency-based question using the STAR technique?

For example, when asked about providing excellent customer service, a candidate might explain the situation (a customer wanted an expensive product), the task (to recommend the best product), the action (suggesting a cheaper but more suitable option), and the result (the customer was pleased and left a positive review).

What is the competency of customer focus, and how is it assessed in interviews?

Customer focus refers to the ability to understand and meet customer needs. In interviews, this competency is assessed by asking candidates to provide examples of times they delivered excellent customer service, solved customer issues, or went beyond expectations to satisfy customers.

How can candidates demonstrate problem-solving skills in an interview?

Candidates can demonstrate problem-solving skills by providing examples of situations where they identified a problem, analyzed potential solutions, and took effective action to resolve the issue. A strong answer would also highlight the positive outcome or result of their efforts.

Why is decision-making an important competency in interviews?

Decision-making is important because it shows how candidates weigh options, handle pressure, and choose the best course of action. Employers want to ensure candidates can make sound decisions, especially when faced with challenges or uncertain situations.

What is the role of teamwork in a job, and how can it be demonstrated during an interview?

Teamwork is essential for collaborating with colleagues and achieving collective goals. Candidates can demonstrate teamwork in interviews by sharing examples of situations where they worked with others to solve problems, manage tasks, or achieve a successful outcome, highlighting their contribution to the team effort.

What are some common types of competencies that hiring managers look for in candidates?

Common competencies include teamwork, problem-solving, customer focus, decision-making, responsibility, and results-driven behaviors. These competencies reflect the skills and characteristics needed to perform well in various roles and environments.