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Competency-based interviews give a good insight into how a candidate applies their skills to different situations. They are a systematic way of interviewing and are used to discover specific examples of
competencies from a candidate’s current and previous roles.
You need a clear idea of the competencies as well as technical skills required before conducting a competency based interview as scoring candidates by their answers can prove a deciding factor.
Using the STAR Interview Method
One particularly useful and popular approach to developing behavioural interview questions is the STAR (Situation, Task, Action, Results) model. The STAR model helps candidates frame their responses to behavioural questions by encouraging them to respond with a story about a past behaviour.
An example framework for developing a structured, behavioural interview question using the STAR model is presented below.
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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 DCollins@RedlineGroup.com.