Competency based interviews... Are they really that scary?

I thought today I'd talk about something serious (for once!), and I've been looking at competency based interviews this week, so here goes...

I blogged about The Apprentice FAR too much last year, so won't bore you by rabbiting on about it any more, but it's the most farfetched form of competency based interviewing imaginable. Programmes such as this, and the new Masterchef format, rely heavily on getting candidates to prove their suitability and aptitude from the very start. In real life, we can't get candidates to sell sausages or audition in top notch restaurants to prove their worth, but we can engage them in a competency based (or situational/ behavioural) interview to see what's what.

A competency based interview is a style of interviewing often used to evaluate a candidate's competence, particularly where you may have several candidates with the same level of technical skill. Companies are using these interviews more and more as part of the selection process, as they give valuable insights into an individual's preferred style of working and help predict future behaviour. Employers can gauge how well candidates have dealt with a situation or aspect of their role, and how they may react in similar circumstances. These interviews are invaluable for recruiters... but nerve-wracking for interviewees!

Questions are usually based around qualities such as adaptibility, client focus, communication, problem solving and teamwork. Examples may be: Tell me about a time when you altered your own behavior to fit the situation; Give an example of how you provided service to a client beyond their expectations; Describe a situation in which you were a member of a team and conflict arose within the team - what did you do? These are all vital aspects of a role, and the way in which candidates have reacted gives a good idea of their suitabilty for the new role, and whether they will fit within the company culture and way of working.

It all sounds very daunting, but candidates CAN prepare for these interviews. Rehearsal can make all the difference, and should never be underestimated. Search on www.amazon.co.uk for "competency based interviews" and there are hundreds of books written on the subject, to help candidates get ready for the big event. So, how to prepare? Firstly, identify the competencies for the job, e.g. team working, project management, commercial awareness - look at the job spec! Research the company to gain and idea of their mission statement and values. Think about some of your achievements in the past and how you would categorise them. For example, how have you proven leadership skills? - by mentoring a junior member of your team, perhaps. Successfully coping with stress on the job comes under self-management. Delivering a project on time shows success in goal setting and achievement. Think of the most relevant examples that your prospective employer might be interested in, and make sure they are specific, starting clearly: What the situation was, what you did, your motivation and - critically - the outcome. Don't waffle, keep to the point, and prove your worth. These interviews can be a really useful tool for you to think about your key skills and competencies, and big yourself up a little - even if you're not successful at interview, you know what you're all about and will be ready for the next one. And good luck!

For more information and interview tips, check out www.blog.giraffejobs.co.uk

Find out more about Mobilus at www.mobilus.co.uk