2023 was a year that saw record numbers of people in work across Ireland. The employment rate hit 74%, the highest since records began in 1998. The scarcity of available talent drove increased candidate demand putting recruiters under intense pressure to source and hire the best people for their open roles.
Adopt a more structured approach to interviewing with competency-based questions. This structured style designed to assess the skills and abilities that a candidate can bring to the table, helping the hiring manager to access a wider pool of talent, hire more objectively, and ultimately find the best person for the job.
Your Competency-Based Interview Checklist
Identify key competencies for the role: Before settling on questions for candidates, you’ll need to know what competencies you’re looking for, which will vary depending on your company and the job in question. Many companies look for key behaviours and core competencies derived from their culture and values, regardless of the role.
Prepare your questions: Once you know what you’re looking for from candidates, you can draft a list of questions that will test whether they have those competencies. You’ll want to frame questions in a wat that the candidate will need to give specific examples to provide an effective answer e.g., “Tell us about a time you developed and executed a plan against a deadline.”
Prepare the candidate: Interviews can be nerve-wracking for jobseekers, so the more you can put candidates at ease, the better view you are likely to get of who they are at work. Informing them in advance that the interview will be competency-based means that they know what to expect, and they will have time to prepare.
Deciding on a scoring system: Having a consistent scoring system for each answer means you will be able to assess each candidate objectively and fairly. A simple scoring system of 1-5 for an answer can work, or you may want to prepare a checklist that you can tick of as the candidate ticks boxes with their answers.
Structure your interview: This is all about keeping it objective. Ask all candidates the same questions and use your scoring system to ensure you’re getting an objective view of their competencies. Some questions may catch you of guard, so give them time to think, or even to come back to a question if they can’t think of an answer straight away.
Take notes: It’s vital to record a candidates answer so you can assess them objectively following the interview and provide feedback, so be sure to take notes throughout. Having one person who ‘leads’ the interview and is responsible for asking questions, and another who is responsible for taking notes is often the best way to ensure the candidate has your full attention.
Key competency-based interview questions
The great thing about competency-based questions is some key structures can be easily adjusted for the role you’re hiring for, once you’ve decided the competencies you’re looking for. These base structures are things like “tell me about a time when…” or “give me an example of…”.
Here are 10 suggested competency-based interview questions:
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Tell me about a time you demonstrated leadership.
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Give me an example of a time you handled conflict in the workplace.
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Tell me about a time your communication skills improved a situation.
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How do you maintain good working relationships with colleagues?
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Have you ever turned a negative into a positive at work?
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How have you used analytical skills to make a decision?
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Tell me about your process for solving complex problems.
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Give me an example of a time you had to deal with a difficult customer or client.
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Have you ever had to prioritise your workload to meet a deadline?
As industries grapple with skill shortages and heightened candidate demand, staying ahead requires innovative hiring strategies that prioritise a candidate’s demonstrated competencies. By incorporating competency-based interviews, organisations position themselves to navigate the challenges of today’s job market, securing the best-suited individuals for their teams and encouraging sustained success in the evolving professional landscape.
