How to prepare for a competency-based interview

Many global development organizations favor competency-based assessment models to evaluate candidates — going beyond their previous job roles and responsibilities, the employer wants to know how a candidate may react to a real life situation or challenge. This approach is designed to allow candidates to demonstrate, through their past behaviors and experiences, that they have what it takes to succeed in the position. Sara Canna, human resources manager with the global talent management team for the World Health Organization, explains that a candidate’s past actions can help an employer understand how they might behave in the future.

Competency-based questions, whether for an interview or written exam, are often created by the hiring manager and specific to the role. While this can make the questions a little more unpredictable, here are a few tips HR experts shared to help you prepare.

Do your research

As with any job application or interview, doing your research beforehand is key, and can help make the experience a little less stressful. In many cases you can find out from the organization's careers page what kind of selection process they use for screening candidates. The United Nations careers page, for example, states that candidates must first complete a written examination before being invited for an competency-based interview, and WHO provides a detailed overview of the competency-based model it uses for interviewing candidates at different professional levels. Understand what exactly is expected of you, as a candidate, at each stage of the assessment process to ensure you are investing your time and energy wisely in your preparations.

Make a list and rehearse

The language used in the job announcement can often help you anticipate what types of questions the interviewer might ask. Canna advises candidates to check the required competencies in the job vacancy notice and rehearse responses for each in advance. Make a list of the required and desirable competencies, noting industry keywords such as conflict resolution, strategic planning, leadership experience or budget management, then come up with two to three talking points for each. If you have made it through to the interview stages then you have at least some of the competencies the employer is looking for, so make sure you have specific examples ready to demonstrate how you’ve applied them on the job.

It’s also wise to prepare a couple of scenarios that show you possess commonly-sought after competencies, such as communication, teamwork and decision-making, which employers expect but may not mention explicitly in the job notice.

Structure your answers and focus on results

For competency-based questions, the interviewer will often start by asking you to give an example of activity, tell them about a time or describe to them a situation. The employer wants you to tell them more about your behavior in a previous situation. This can be your chance to expand on some of the key points from your CV, but keep your answer concise. Be sure to mention important information, such as the country of implementation, timeframe, and the number of staff under your supervision, for example, but don’t lose sight of the key competencies they are looking for you to mention.

In structuring your answers, Canna encourages candidates to remember “CAR” — that is to provide context of the situation, describe the activity and then explain the results. She also says candidates should focus on the results you directly contributed to because the employer wants to know what you can do and not the rest of your team. Talk about results, even if they aren’t all positive, employers will be impressed if you can acknowledge your failures and show that the lessons you learned there can serve you well in your new role.

In written assessments — try to answer every question

Many organizations will ask you to complete a written assessment, either before inviting you for an interview or as part of your interview process, and almost always this will include competency-based questions. At Plan International UK, candidates must first complete a written exam which not only evaluates their writing and reporting skills, but also their understanding of budgets and other managerial duties specific to the position, explains Eugenio Donadio, a program manager overseeing several regions for Plan International UK.

“We propose one question based on a scenario,” shares Donadio, “Say this is the situation or this is the problem what are you going to do?” He says one of Plan’s questions is typically focused on communications and diplomacy skills where you may be asked to “communicate this problem to this minister or donor.” Another common test may be an “Excel exercise” which is usually creating a budget or correcting an already-created budget for a program.

As these assessments are often done under timed conditions, Canna encourages candidates to allocate their time accordingly, and try to provide an answer for every question, even if just a few bullet points, to show that you have some knowledge in that area.

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