Competencies are very essential in the success of an organization and individual job performance. With an increasing number of aspiring candidates in search of a well-compensating job, many companies and organizations nowadays need to make sure they are only getting the best and most qualified for the positions. They do this by identifying the competencies of the candidates as early as the recruitment process.

A critical and crucial stage in the hiring process is the interview stage. Aside from the usual examination to gauge the skills of the candidates in their theoretical knowledge, interviews also measure their reasoning and speaking abilities. More importantly, it assesses the skills and attributes required for the job title. Determining these competencies is conducted through a competency-based interview.

Whether you are an entry-level applicant or an experienced working individual, you must always be ready for such type of interview. Physical appearance and proper attire are always a plus factor but when it comes to knowledge, skills, and attitude, a more comprehensive preparation must be done. One of the preparations to make is to learn the do’s and don’ts in a competency interview.

What Must be Done

Your goal as an aspiring applicant for a desired job title is to nail the job by demonstrating a strong candidate potential. Impressing interviewers is not an easy thing to do. They are trained experts in their field who can easily identify who have the right qualifications and who are not suitable for the job. Following the list of what to do in a competency interview will give you the edge over the rest of the aspirants.

• Do admit mistakes and shortcomings when asked and do keep an optimistic approach.
• Do highlight and emphasize your personal skills and character traits most required for the desired position.
• Do provide examples and experiences in behavioral and situational questions.
• Do organize or structure your answers in a logical manner. You can make use of the STAR technique as your guide. (STAR is an acronym for Situation, Task, Actions taken, and Results)
• Do project a good level of confidence when answering the questions.
• Be truthful in your experiences as much as possible. The interviewer will easily detect if you keep on making stories out of behavioral and situational questions.
• Always keep a positive and optimistic approach in your answers.
• Prepare questions for your interviewer during the wrapping up part of the interview to show interest and motivation.
• Do share your accomplishments and contributions from your previous employer.
• Mention about what you have achieved as a leader of a team.
• Do answer in detailed but straightforward manner.

What Must Not be Done

• Do not badmouth your previous employer or put your former colleagues in a bad light. It reflects your attitude and behavior as a career person.
• Do not blame and complain about anybody or anything.
• Do not keep your answer keep your answers too short and hanging without explanation.
• Do not always mention the words “we” or “the company” when sharing a situation. Make it a point to keep it on a personal level. Remember, you are selling your personal skills and not that of your former company’s or your previous team.
• Do not oversell yourself as it may turn your interviewer off. Keep a sense of humility but maintain that level of confidence.

Some More Tips in a Competency-Based Interview

It is always helpful and effective to research and gather useful information about the company you are planning to work for and the job title you are aiming to get. So, before getting to your interview, make sure you have consulted the web and checked for available information sources such as the company profile, job qualifications, competencies needed for the position, and the like. Doing so will not only make you more confident in taking the interview but will give the interviewer an impression that you are really interested on the job.

A competency-based interview is only the start of proving your potentials. Once you get qualified for the job, a more serious competency assessment will be conducted to all employees to ensure that everyone is competent enough to meet organizational needs and give an even better work performance.