Definition
An interview technique where candidates are asked to provide specific examples from their past experience that demonstrate particular skills, behaviours, or competencies required for the role.
UK Context
Competency-based interviews are the standard format across UK public sector recruitment, including the Civil Service Success Profiles framework and NHS values-based recruitment. The Equality Act 2010 supports this approach as it focuses assessment on job-relevant criteria.
Best Practices
- Identify four to six core competencies from the job specification and design two questions per competency
- Train interviewers to probe using the STAR method to elicit complete examples
- Allow candidates enough time to think before answering
- Score each competency independently rather than forming an overall impression
Frequently Asked Questions
What is the STAR method?
STAR stands for Situation, Task, Action, Result. Candidates describe a specific Situation, the Task they needed to accomplish, the Action they personally took, and the Result achieved.
How do competency-based interviews differ from strengths-based interviews?
Competency-based interviews ask candidates to evidence past behaviours, while strengths-based interviews focus on what candidates enjoy doing and find energising. Many UK employers now use a blend of both approaches.
Can competency-based interviews be used for entry-level roles?
Yes, but questions should allow candidates to draw on examples from education, volunteering, or personal life rather than requiring extensive professional experience.