What are Competency-Based Behavioral Interviews?

Competency-based behavioral interviews go beyond the traditional question-and-answer format by delving into a candidate's past behaviors and experiences. The premise is simple: past behavior is a strong indicator of future performance. By examining how candidates have handled situations in the past, employers can better predict their potential success in a new role.

Why I Recommend Competency-Based Behavioral Interviews:

1)     Real-world Insight:

Unlike hypothetical questions that gauge a candidate's theoretical knowledge, competency-based behavioural interviews focus on real-world scenarios. This approach allows employers to assess how candidates have navigated challenges, collaborated with others, and achieved results in the past. Real-life examples provide a more accurate representation of a candidate's capabilities.

2)     Consistency and Fairness:

Competency-based interviews are structured, with predefined competencies and associated behavioural indicators. This consistency ensures that all candidates are evaluated against the same criteria, promoting fairness in the hiring process. It also allows for better comparison of candidates and reduces the impact of personal biases.

3)     Predictive Power:

Past behavior is a powerful predictor of future actions. Competency-based behavioral interviews help employers identify candidates whose previous experiences align with the demands of the role. This predictive aspect enhances the likelihood of hiring individuals who can quickly adapt to their new responsibilities and excel in their positions.

Competency-Based Interview Questions for Legal Positions:

• Analytical Thinking: Can you provide an example of a complex legal issue you encountered and how you analysed the situation to develop a sound legal strategy?
• Client Focus: Share a scenario where you had to balance the needs and expectations of a demanding client while ensuring legal compliance and ethical standards.
• Problem Solving: Describe a situation where you identified a legal challenge, developed a strategic plan to address it, and successfully implemented the solution.

Competency-Based Interview Questions for Accounting Positions:

• Attention to Detail: Share an experience where your meticulous attention to detail prevented a financial discrepancy or error in a complex financial report.
• Team Collaboration: Can you provide an example of a project where you collaborated with colleagues from different departments to achieve a common financial goal?
• Adaptability: Describe a time when you had to adapt to changes in accounting regulations or industry standards and how you ensured compliance within your role.

Competency-based behavioural interviews offer a powerful tool for employers to make informed hiring decisions. By focusing on real-world experiences and behaviours, organisations can identify candidates who not only possess the necessary skills but also have a proven track record of applying them effectively. Embracing this approach enhances the hiring process, leading to the selection of individuals who are not just qualified on paper but have a demonstrated ability to excel in their roles.