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Competency Based Interviews for Engineers

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Why should you use Competency Based Interviews when hiring Engineering talent?

In the UK, it’s estimated the engineering and high-tech industry will need 1.8 million new engineers by 2025 which has led to an ever-greater demand for engineering skills, especially with the right technical persona. However, with demand at its highest, hiring managers should consider looking beyond purely technical and design capabilities in order to secure the right candidate to join their organisation.

A Competency based interview (CBI) can provide employers with a detailed insight into how an engineer may perform any given task and whether they’ve got the experience and skills required for a specific job role and/or environment.

What separates top performers from everyone else in engineering and technical roles are the competencies they possess and use to achieve great results. A Competency-based interview (CBI) provides employers with a detailed insight into how a candidate might perform any given task and whether they’ve got the experience and skills required for a specific job role. According to the CIPD, competency-based interviews were the most popular method of selection with 80% of employers expressing success using this proven methodology.

Essentially, competency questions help employers understand how a candidate has previously handled situations, tasks and people which enables the evaluation of past behaviours to indicate future performance.

An employer can learn more about a candidate’s background and experience relevant to the competencies being assessed.

The Unique Benefits of Competency Based Recruitment and Selection

Identifying competencies is one of the best tools that can effectively predict performance enablers and can help a business manage talent and articulate a unified, scientifically valid understanding of a high potential talent pool.

Here are some unique benefits of using Competency-based interviews:

With 46% of engineering employers reporting recruitment difficulties in 2018, and with the market expected to tighten even further in 2019, employers should seek to develop the recruitment process and enhance the hiring decision making. A ‘bad hire’ at mid-manager level could end up costing organisations more than £132,000. To find out why you should use competency based interviews continue to the next section of the analysis. 

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Redline offer knowledge-led, tailor-made recruitment programmes to suit clients’ specific needs. We adopt a ‘partnership’ approach to ensure a detailed understanding of clients’ objectives and requirements. For more information regarding how we can help your business, please contact David Collins on 01582 878804 or email


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