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The use of Competency Based Interview Questions is becoming increasingly common and not just within the largest corporations. Smaller and medium sized companies are using these tools as a means of improving their recruitment decisions. This method of interviewing is also called Structured Interviewing and uses Behavioral Interview techniques to assess how a candidates past performance in work related situations can be used as a predictor of future performance. Every job can be described in terms of Competencies, which are the skills, abilities or behaviors required and some of which will be regarded as essential and others desirable. You may see them categorized as Managerial Competencies, Individual Competencies, Analytical Competencies, Interpersonal Competencies and Motivational Competencies however the 12 most common competencies are: Communication, Achievement, Customer Focus, Teamwork, Leadership, Planning and Organizing, Operational Awareness, Flexibility, Developing Others, Problem Solving, Analytical employment law services Thinking and Building Relationships. These of course will vary depending on the role and the level however in the job interview, you should expect a series of Competency Based Questions exploring each competency. These are usually behavioural in nature and take the form of: Tell me about a time when Describe a situation Give an Example When you give your answer the interviewer may choose to probe deeper and ask about the detail such as: How exactly did you do that? Tell me exactly what steps you took to resolve that What was your involvement By investigating further the interviewer is trying to discover more about your skills as well as looking for clues which may suggest that you are exaggerating your part in the process or have created a complete fabrication. When answering competency based interview questions we suggest that you choose answers based on real experiences that you have had and be ready to give details. Your response needs to be relevant and sufficiently detailed.