"Competency-based interviews operate on the principle that your past behaviour in specific situations is the most reliable indicator of how you will perform in the future."
Competency-based interviews are also often referred to as:
Situational interviews
Behavioural interviews
Structured interviews
Evidence-based interviews
What are competency-based interviews?
These interviews are designed to predict your future behaviours based on your past behaviours and experiences.
To prepare effectively, demonstrate how your past experiences have helped you develop specific skills and attributes — and how these could benefit your prospective employer.
What are competencies?
A competency refers to the skills, knowledge, and behaviours necessary to perform effectively in a job.
Every role has its own set of key competencies; some essential, others desirable, which together define what’s needed for success.
Competencies differ between employers, but most combine job-specific and general ones shared across the organisation.
If you’re invited to a competency-based interview, ask your consultant for the specific competencies required by that employer.
Types of competencies
Personal competencies
Focus on individual attributes such as decisiveness, integrity, flexibility, tenacity, and risk-taking.
Interpersonal competencies
Concern how you interact with others — communication, teamwork, sociability, persuasiveness, and empathy.
Motivational competencies
Reflect what drives you: energy, resilience, initiative, self-motivation, commitment, and service orientation.
Decision-making competencies
Involve cognitive and analytical skills, including problem-solving, judgement, creativity, and vision.
People and organisational competencies
Cover leadership and management skills such as empowerment, planning, corporate sensitivity, and control.
How can I tell if it will be a competency-based interview?
The job description often provides clues.
Employers who use this approach typically include a list of required competencies. During the interview, these will be explored in detail, with follow-up questions to assess your behaviours and experience.
If unsure, ask your consultant to clarify the interview style and request the competency list to prepare effectively.
The competency-based style of interview
This format can feel formal or structured, but it’s designed to ensure fairness and consistency, as every candidate is asked the same questions.
Keep the focus on your specific role within each example — even when describing a team situation — and choose examples that best demonstrate the required competencies.
Preparation builds confidence
Even if you don’t know what style of interview to expect, preparing for competency-based questions is time well spent.
Reviewing the job description and advert helps you identify key competencies and think of examples showing success in each. This preparation ensures you can back up your answers with concrete evidence, which always leaves a stronger impression.
Style of competency-based questions
Questions are designed to explore your past behaviours and decision-making. Examples include:
“Describe a situation when you…”
“Give an example of a time when you…”
Interviewers assess your responses against the required competencies, focusing on:
Past performance and behaviours
Learning from experience
Adaptability to new challenges
Knowledge and understanding of the role
You may be scored using a rating system such as Meets Expectation, Exceeds Expectation, or Level 1–3.
Using the CBI model to structure answers
Use the CBI model to structure clear, compelling responses:
C – Circumstances: Describe the context or situation briefly and relevantly.
B – Behaviour: Explain the specific actions you took to address the issue or achieve the goal.
I – Impact: Summarise the results and the positive impact of your actions.
Make sure your examples focus on your own behaviour and use the “who, what, when, where, why, and how” framework to stay clear and concise.
Reflect on your performance — highlight your strengths and show how you learn and improve. This demonstrates a commitment to continuous development.
Things to avoid
Avoid saying “we” — focus on what you did.
Avoid generalisations like “I usually” or “I tend to”.
Instead, be specific: explain exactly what happened and what your role was.
If you’d like to discuss any of these points or receive tailored guidance for an upcoming interview, please don’t hesitate to contact us.
Back: Interview questions
Examples of competency-based questions can be accessed by clicking on the links below:
CBI : Personal competencies
These example answers are intended as concise, illustrative summaries to give you a starting point for competency-based interviews. In practice, your responses should be ex...
CBI : Interpersonal competencies
These example answers are intended as concise, illustrative summaries to give you a starting point for competency-based interviews. In practice, your responses should be ex...
CBI : Motivational competencies
These example answers are intended as concise, illustrative summaries to give you a starting point for competency-based interviews. In practice, your responses should be ex...
CBI : Decision-making competencies
These example answers are intended as concise, illustrative summaries to give you a starting point for competency-based interviews. In practice, your responses should be ex...
CBI : People & organisational competencies
These example answers are intended as concise, illustrative summaries to give you a starting point for competency-based interviews. In practice, your responses should be ex...
