08 May 2023
We've been asked to provide more helpful advice for candidates going to recruitment interviews, specifically around the types of questions they could be asked. So, we've set out below some helpful insights into the different types of questions interviewers could ask, with examples of well-structured answers:
Competency-Based Questions
Competency-based questions, asked in an interview setting, are questions which ask about past situations that you’ve found yourself in, primarily at work. These questions aim to gain an overall impression of what you’re like as a person, including your strengths and how you’ve handled the situations you’ve been in at work. This will then help the interviewer assess your suitability for the job.
If you've been invited to a competency-based interview, it’s essential for you to understand how competency-based questions are structured so that you can give some thought to structuring your answers.
Typical Questions
The questions interviewers will ask you will be based on the competency they are looking to assess and worded in a way which should help you formulate an appropriate answer for them in response to the initial question.
To look at an example, here is a typical competency statement:
“Works with others to accomplish goals and tasks”
To be able to assess this competency, the interviewers could ask you a question like:
“Can you tell me about a time when you’ve worked with other people to complete a specific piece of work, such as a project or a piece of work with a pressing deadline?”
Here we suggest you consider taking what is known as the ‘STAR’ approach to structuring and providing an answer to the question:
S: Situation
T: Task
A: Action
R: Results
Following the STAR approach, here is how to respond to the question in simple terms:
● Describe the situation in which you applied the competency
● Explain what the tasks were
● Describe the action you took to fulfil the task/project
● Explain what results were achieved
And here is an example of what an answer might look like:
Last summer, I was working on a project to change how we carried out our banking processes. (The Situation)
The change was that we were asked to start using a new piece of software, which was very different from the software we had been using. My specific task was to write guidance for the other team members and me to follow when using the new software so that we were all clear on how it worked. (The Task)
I had written the guidance, but I had to make sure it worked well and made sense, so I asked two of the team members to review it with me before testing it out and following all the processes I had written whilst I observed them. This was really useful, as one of the team highlighted some things I hadn’t thought about, so I could update the guidance with some revisions before it was finalised. (The Action)
Once it was finalised and the new system was live, the guidance document worked well, which meant the team could quickly switch from one system to another without any errors or delays. (The Result)
The example provided above is enough to give an initial response to the question.
Once you’ve provided this initial response, the interviewer will ask additional questions to better understand why you followed a specific course of action. These additional questions (sometimes known as probing questions) will give the interviewer a better idea of how you work and approach colleagues for help.
Additional questions might include:
● Why did you decide to ask other people for help with this work?
● What made you choose the two people you chose to help you?
● Did it turn out that you chose the right people?
● How did you approach your colleagues to ask for help?
● Did they agree straight away, or did you have to convince them?
● Did you agree with all the suggested changes they discussed with you? (And if not, why not)
● How did you show your appreciation for their help?
● How did you roll out the guidance document to the broader team?
● If you had to do this task again, how would you approach it the next time?
Please note that there are no defined right or wrong answers in a competency-based interview process. The answers you give simply need to be honest and reflect the situation you were in or dealing with at the time.
Additional Tips
During your interview, don’t be scared to discuss something that didn’t turn out perfectly. The important part is to show what you learned from your experience. Explain what went wrong, why, and what you would do differently next time.
Skill and Knowledge-Based Questions
These types of questions are those you would typically see in most interviews, whether or not there are competency-based questions too.
Skill-based questions will be put to you so that the interviewers can develop a good understanding of your job-specific knowledge and experience relevant to the role you are applying for. Questions can be posed in a variety of ways, with examples such as:
Experience-based Questions
Can you talk me through your experience recruiting staff?
What different types of accounting systems have you used in the past?
How do you make use of MS Excel in your role?
Knowledge-based Questions:
Can you talk me through the different statutory entitlements for maternity leave?
What legislation impacts your day-to-day work?
These are very different questions, with the experience-based ones generally demanding much more in-depth answers than those that are more knowledge-based. No matter which you are asked, though, you should be prepared to have your answer scrutinised, and the interviewers will ask follow-up questions.
With all the above examples, interviewers will ask the initial question and then ask further probing questions to better understand your initial answer and your skills, knowledge and experience. This is an excellent opportunity for the interviewers to get a better benchmark of your skills and knowledge and how they will fit into the advertised role.
