If you go for a job interview these days, chances are that at least part of the interview will be competency based.
There’s on big difference between a competency based interview and the more traditional interview.
In the competency based interview they are looking for you to give a real life example.
In the more traditional interview you might be asked what you would do.
For example in a competency based interview you might be asked to:
- Describe a time when you made change or improvement.
- Give an example of when you dealt with a team member who wasn’t performing.
- Tell them about a time when you positively influenced.
Contrast this with a more traditional job interview where you might be asked:
- How you would approach change or improvement.
- How you would deal with a team member who wasn’t performing.
- How you influence others.
If you are a really well prepared candidate, the competency based questions should be a real gift.
Here’s the problem. Many candidates assume that the examples they use must be really big issues or really major.
Here’s the reality. The context or situation or even the example aren’t that important.
What the interviewer is really interested in is the skills, behaviours and attributes you used. They are interested in how you dealt with setbacks or obstacles. They are interested in your way of thinking and logic.So rather than getting stressed out about coming up with big examples, instead focus on identifying and speaking your examples out loud.