Top 10 competency-based interview questions to find the perfect candidate

Competency-based interview questions help you identify whether a candidate has the right skills for the role. They take the focus away from qualifications and industry experience, and are useful when you’re looking for skills like teamwork, communication, decision making and leadership.

5 mins read
Competency Based Interviews

almost 3 years ago

What is a competency-based interview?

A competency-based interview, also known as a structured, behavioural, or situational interview, typically includes activities or tasks that assess a candidate's ability to perform the skills mentioned in their CV and cover letter. It also involves situational-style questions that aim to understand how candidates have utilized specific skills to solve problems.

Asking competency-based questions helps determine how candidates will apply their skills and knowledge in your organization.

What are the best competency-based interview questions to ask?

This list of competency questions encourages candidates to provide real-life examples in their responses. It allows you to understand their decision-making process and evaluate the outcomes of their actions.

Our top 10 competency-based interview questions will assist you in recruiting the skills your team requires.

What are your greatest strengths?

This is a classic interview question for a good reason.

It provides candidates with an opportunity to demonstrate that they possess the necessary skills for the role. Keep the job description in mind to assess whether the candidate understands how their skills align with the role.

Remember, you are looking for transferable skills, not just evidence of prior experience in the same role.

What will your skills and ideas bring to this company?

This competency-based question allows you to identify standout candidates from the pool.

A strong candidate will demonstrate an understanding of your company's goals in their response. An exceptional candidate will provide practical examples of how their skills can contribute to achieving that vision.

What have you achieved elsewhere?

Confidence is crucial when answering this competency-based question. It gives candidates an opportunity to discuss past successes and experiences relevant to the vacancy.

Ensure that the achievements you gather from their answers are work-related and applicable to what you are seeking.

How have you improved in the last year?

Candidates may try to hide their weaknesses, but this competency-based interview question allows them to showcase their willingness to learn from mistakes.

It also provides an opportunity to assess the candidate's self-awareness and desire for personal development.

“Competency-based interview questions ask for real-life examples to show a candidate’s skills.”

Describe a situation where you provided support to a team member facing challenges.

This question aims to assess your ability to demonstrate empathy towards your colleagues while still focusing on achieving your own goals.

Candidates with more experience should be able to discuss instances where they provided training or mentoring to their co-workers, resulting in improved team performance.

Share an example of a time when you had to think quickly and adapt to achieve a goal.

In other words, “can you handle unexpected situations effectively?”

The candidate's response should highlight their ability to remain calm and perform well in scenarios they were not prepared for.

Tell us about the most recent significant decision you had to make.

This question aims to provide insight into your decision-making process and whether your reasoning aligns with the requirements of the role.

This competency-based question is designed to evaluate how you approach decision-making. Do you rely on logical reasoning or gut intuition? Does your decision-making approach align with what we are seeking in a candidate?

Describe a situation where you had to work with someone difficult.

All candidates should have an example of how they handled a challenging colleague. They should answer this question with honesty and a specific scenario of how they resolved the issue. Instead of blaming the other person, they should acknowledge their own role in the situation, and how they would do things differently in the future.

“It’s essential to get a sense of how candidates would fit and thrive within your company culture.”

What did you teach recently?

You have asked the interviewee about their skills, but can they demonstrate an ability to share these skills with others? This question is not limited to managerial or senior positions and should be posed whenever you are looking for a candidate who will contribute to your team.

How do you match this company’s needs?

The essence of this competency-based question is whether the candidate can articulate how their transferable skills would suit your role. This assesses both their self-awareness and their comprehension of what you are seeking in a new employee.

The candidate should be able to persuasively explain why they are interested in working for your company and assure you that they would blend well with your team culture.

If you want to know more about interviews, please reach out to your local recruitment specialist.

How should candidates answer competency-based interview questions?

Jobseekers should share real-life stories when answering competency interview questions. They should pinpoint the competencies you have emphasised in your question and provide concrete, preferably quantifiable, examples of times they’ve applied these skills.

How an interviewee organises an answer to competency questions can give you a great indication of how they handle their work. Answers to competency-based interview questions should follow the STAR method, with candidate descriptions consisting of the following:

  • Situation – A short background to the situation where they used the skills in question.

  • Task – What was their objective that required them to use these skills?

  • Action – How did they go about achieving the task/situation?

  • Result – What outcome did their approach to the situation produce?

You’re looking for jobseekers to arrange their answers to competency interview questions in a way resembling this. This shows that they have prepared for the interview, and also that they have clear thinking when faced with pressure.

The risk with competency-based interview questions is that candidates can plan for them by using the job description to identify situations or skills you’re likely to ask them about. This can result in them giving pre-made answers which reveal less about how they reason on the spot.

Why is it important to ask competency-based interview questions when hiring?

Asking competency questions enables you to instantly observe how an interviewee would react in work-related situations, eliminating some of the uncertainty of whether the role is right for them.

You will also swiftly determine how they utilise the skills and experience mentioned in their CV and cover letter.

​

New call-to-action

​

Guides Articles

You may also be interested in...

Sales CV template: for Sales Executives and other sales professionals
2 mins read

Sales CV template: for Sales Executives and other sales professionals

​​Whether you are a sales executive, supplier relationship manager or field sales consultant, use our free template to build your perfect sales CV today.

[Full Name]
[Home address]
[Contact Number] • [Email Address]

Personal Statement

Use this section of your CV to highlight the skills that would be transferable in a sales environment e.g. questioning and listening, tenacity, resilience and the ability to think on your feet. It’s also a good idea to include a link to your LinkedIn profile.

Sales professionals are target driven and financially motivated, so don't forget to highlight and "sell" yourself.

Try to avoid statements such as "I work well as part of a team and on my own initiative" or "I can communicate at all levels" - the majority of CVs contain these statements. CVs that show creativity stand out in sales.

Education

A relevant degree, for example Business Studies will give you a great start, but many degrees have a sales element, e.g. Psychology - understanding people, Engineering - problem solving, Law - negotiation skills etc.

It is important to present your education in a way that identifies you as a sales person.

In some sales positions experience trumps education, so if you don’t have a glittering academic record, make sure you elaborate on your experience.

[College/School Name]
[Date M/Y– Date M/Y]

A-levels:

  • [Subject] – [Grade]

  • [Subject] – [Grade]

  • [Subject] – [Grade]

GCSEs:

  • [Number] GCSEs, grades [range], including Maths and English

Work Experience

This should be brief and, as a general rule of thumb, focus on the last five years of your career, or last three roles, in chronological order with the most recent at the top. Highlight your key achievements, and aim to use bullet points rather than lengthy descriptions.

[Job Title], [Company Name] [Location]
[Date M/Y- Date M/Y]

Achievements and responsibilities:

  • Brief role overview

  • Worked alongside [team] to produce [project]

  • Implemented [change] which resulted in [benefit]

  • Received an [award name] for [reason]

Hobbies and Interests

This section is not essential, but can be a good opportunity to reinforce your application, and show a future employer what motivates you outside of work.

Don’t just say that you ‘like to socialise’ be specific, and don’t be afraid to share your successes. If you can put a sales slant on this part of your CV too, even better.

I’ve completed a marathon for [charity]

I negotiated my away across [country] on a budget, working as I went

References

References are available upon request.

Download our full sales CV template.

Accountant CV template
2 mins read

Accountant CV template

​Are you an accountant looking to build the perfect curriculum vitae? Use our template today for a free example CV

[Full Name]
[Home address]
[Contact Number] • [Email Address]

Personal statement

This section is your chance to summarise the rest of the CV, and convince the recruiter to get in touch. It is important to keep it brief, between 50-200 words, and outline who you are, the technical skills you have to offer and your career aim. Achievements are better listed under each job, rather than in your profile.

I have developed strong technical experience within the accounting profession over recent years, specifically covering [analysis/month-end reporting/reconciliations]. I have worked with and am highly skilled in the use of [technologies/systems].

I am able to clearly articulate my thoughts, and have proven the ability to interact with both finance and non-finance staff in order to facilitate efficient reporting procedures. I now seek an opportunity within an [business type/industry] organisation, where I can bring significant value, and continue to develop my skills further whilst I finalise my studies.

Education

Given the importance of education – both accounting specific and general – in advancing through the early stages of your professional career, it is important to highlight your academic strengths early in your CV. Recruiters and employers looking for a PQ will want to see evidence without having to hunt for it. Be clear with your grading, and emphasis any specific topics studied.

[Examining body – ACA, ACCA, CIMA, AAT, ICM, IPP]
[Date M/Y– Date M/Y]

  • [list examinations passed]

[University Name]
[Date M/Y– Date M/Y]

  • [Degree subject] – [Grade]

[College/School Name]
[Date M/Y– Date M/Y]

  • [A Level Subject] – [Grade]

  • [A Level Subject] – [Grade]

  • [A Level Subject] – [Grade]

[College/School Name]
[Date M/Y– Date M/Y]

  • [Number] GCSEs, grades [range], including Maths and English

Work Experience

This should be a detailed outline of the work you have conducted throughout your career, listing your technical responsibilities gained through practical experience. Employers will not assume your knowledge – you must illustrate this clearly.

Do not be fooled by the suggestion that CVs should be limited to two pages – this is wholly irrelevant to professions which require evidence of responsibilities undertaken.

[Job Title], [Company Name] [Location]
[Date M/Y- Date M/Y]

Responsibilities:

  • Preparation of month-end management accounts to strict deadlines inclusive of P&L statement, fully reconciled balance sheet and debtor/creditor analysis

  • Production of variance analysis commentaries focusing upon [gross profit/sales/cost of sales/actuals vs budget]

  • Reconciliation of [number of] bank accounts in [GBP/EUR/USD/CADZAR/AUD] currencies

  • Preparation and submission of [VAT/CIS/PAYE/Intrastat/EC Sales] returns

  • Preparation and posting of [accrual/prepayment/payroll/depreciation/adjustment] journals

  • Maintenance of fixed asset register to include additions, disposals and depreciation

Achievements:

  • Implemented [change] which resulted in [benefit] – list as many as is suitable to benefit your application

  • Received an [award name] for [reason]

Hobbies and Interests

This section is not essential to include, but you may wish to depending on the role you are applying for. It can be a useful chance to show a little more of your personality. However, be warned this can be very subjective, so ensure anything listed here reinforces your application, and the idea that you’ll be the right fit for the role. If you don’t have any real relatable hobbies, it is best to omit this section.
I organise a weekly [sport] game, managing bookings, transport and help to coach the team
Undertook a [course] in order to improve my [skill]

References

References are available upon request.

Download our full accountancy CV template.

Seven top tips for writing an inclusive job specification and description
7 mins read

Seven top tips for writing an inclusive job specification and description

​Companies that are serious about fostering an inclusive work environment should begin by evaluating the very first interaction a job seeker has with their organisation: the job description and specification. According to a report from McKinsey, businesses that embrace diversity are 36% more likely to have better financial performance than their less diverse counterparts.  

“This is why it’s important organisations focus on writing inclusive job descriptions and specifications to attract a broader pool of talent,” said Chris Willsher, Regional Director at Reed.

To explore how businesses can craft more inclusive job descriptions, we spoke with recruitment experts across Reed, who shared actionable strategies for making job postings resonate with a more diverse audience.

1. Avoid gendered language

The language used in job descriptions can significantly impact who applies. Research shows certain words and phrases may discourage people from underrepresented groups, particularly women, from applying. Words like "aggressive" and "dominant" are often associated with male stereotypes and can subtly alienate female candidates. 

Chris emphasised the importance of being mindful of gendered language, adding that employers can inadvertently signal that their culture aligns more with male stereotypes. 

“Words like 'collaborative,' 'inclusive,' and 'supportive' tend to appeal to all genders,” he said, “whereas terms like 'competitive' or 'dominant' may inadvertently deter women or non-binary individuals for applying for your roles."

He suggested using a language decoding tool to help identify biased language such as this one, or even the free version of ChatGPT to identify any words that may need to be neutralised.

2. When it comes to experience and qualifications – use inclusive language

Companies often ask for extensive qualifications or specific years of experience in job descriptions, which can disproportionately discourage women and minority candidates. According to research from LinkedIn, women apply for jobs only if they meet 100% of the qualifications, whereas men will apply if they meet about 60%.

Michelle Topley, Permanent Recruitment Consultant in Reed’s Norwich office, in the UK, advises organisations, where possible, to rethink how they frame qualifications.

“Where possible, it’s important hiring managers focus on the skills and competencies needed to succeed in the role, rather than creating strict list of requirements,” she said.

“You need to really ask yourself if a qualification is 100% necessary for the vacancy you have, or is it just on your nice-to-have wish list?

“Don’t get me wrong, there are roles that need certain qualifications, especially in the legal field that I recruit for, but in the current climate where skills gaps are prevalent, you need to think about upskilling – can you train this person to do the job? So many talented people won’t even apply if they don’t tick every one of your boxes.”

3. Promote flexible working options

Flexible work arrangements are more important than ever for candidates, especially those balancing caregiving responsibilities or dealing with other personal challenges. Advertising flexible work options prominently in job descriptions can open the door to a more diverse talent pool.

Shaq Hills, a Business Manager – Practice Specialist based in Reed’s Reading branch, in the UK, specialises in accountancy and finance practice recruitment. He said companies which are truly committed to inclusion need to make sure job specifications and descriptions reflect that you really understand how diverse individuals have different needs.

He said: “Not every business can offer flexible working, but most can have a stab at offering some form of flexibility. By doing this you are highlighting that as a business you are committed to employee wellbeing, by offering a ‘positive’ work-life balance.

“This is a major draw, particularly for women, older workers and those with disabilities. If you offer it, make it a prominent feature."

4. Remove bias in job titles

Job titles can often carry hidden biases, which may prevent certain groups from applying. Titles like "salesman" or "chairman" reflect outdated, male-centric norms, while titles such as "guru" or "rockstar" - not that we recruit for many rockstars - may skew younger and discourage older applicants from applying.

Rebecca Moore, Business Manager for the Northampton Reed office, in the UK, said neutral job titles that don’t encourage bias and attract as many candidates as possible to your job are vital.

She said: “Some job titles are simply outdated, and anything with the word ‘man’ on the end should certainly not be entertained. They need to be clear; do exactly what it says on the tin, and welcome people from all walks of life.

“A great example of this is the job title 'software engineer' – it really is neutral and widely understood in the tech space. If you were trying to be more vibrant and out there you may want to call the role 'coding ninja' – but you must really think hard about it as something like this may alienate potential candidates who feel they don’t fit into the cultural stereotype that the word ‘ninja’ signifies.”

5. Include your commitment to diversity

Explicitly stating a company’s commitment to EDI&B in job descriptions signals to candidates that an organisation values a wide range of perspectives and experiences. A simple paragraph outlining your EDI&B initiatives or your dedication to creating an inclusive environment can make a significant impact on potential applicants.

London-based Area Manager and public sector HR recruiter, Bukola Odofin, is an advocate of company’s having a clear employee value proposition that fully embodies a company’s culture, goals and commitments.

She said: "Your commitment to diversity shouldn’t just be a vague statement at the bottom of the job description, it should be part of your employee value proposition.

“This proposition should be woven into the job and clearly highlighted in any description or specification that is written. On top of this, where possible clearly define how the vacancy contributes to building an inclusive environment within your company and mention any specific inclusion and diversity initiatives you have."

6. Encourage applications from underrepresented groups

Sometimes, simply encouraging people from underrepresented groups to apply can broaden the pool of candidates. Job postings can include phrases like, “We encourage candidates from diverse backgrounds to apply,” which can reassure applicants that the company genuinely values diversity.

Chris Willsher, Regional Director at Reed, said one way of encouraging applications from underrepresented sectors is to advertise roles on platforms which are popular with individuals from those groups.

“You can’t attract underrepresented groups to your roles without highlighting your commitment to diversity on your website and in job descriptions, and offering training programmes, internships, and mentorship opportunities aimed at underrepresented individuals,” he said.

“Another way of encouraging applications is to promote employee referrals from diverse backgrounds and provide unconscious bias training for hiring managers to ensure a fair recruitment process. These strategies help create an inclusive environment that attracts a wide range of applicants.”

7. Highlight personal development opportunities

Inclusive job descriptions should also highlight growth opportunities within a company. When businesses emphasise that they support employee development and provide clear career pathways, they attract candidates who not only want a job but want to belong to a workplace that invests in their future.

“If you really want to demonstrate you value your people you need to really emphasise your commitment to learning and growth,” said Hayley Bee, Technology Practice Lead in Newcastle’s Reed office, in the UK.

She added: “I specialise in technology recruitment where skill shortages are rife, so by highlighting that you invest in your employees’ development on both a personal and professional level, you can really show that you value your people.

“Candidates from marginalised backgrounds do look for signs that a company will offer them room to grow and flourish, particularly if they’ve been in previous work environments where this hasn’t been the case."

Crafting inclusive job descriptions is not a one-time effort. It requires ongoing reflection, feedback, and refinement. The way you write your job description sends a powerful message about your company, meaning you need to ensure the message you are sending out is one that demonstrates you value inclusion.

If you’re looking to hire, our network of specialist recruiters can assist you in creating job descriptions to reach a wide pool of talent for your role. Get in touch with one of our experts today.