Bonus list (Competency-based interview questions)
Are you searching for more competency-based questions? Here is a list of 15 additional interview questions which are popular in job interviews:
4) Can you give me an example of a difficult situation with a customer? How did you manage it?
Stress management, communication skills, and problem-solving are the primary objectives of this question. Same as before, state the situation, how you felt about it, what was your thought process before taking action, and the final steps you took. However, consider presenting the opposite side’s perspective too (customer). Speaking poorly of someone can lead to negative feedback for you.
Example Answer: “Once I had to deal with a very frustrated customer at the retail shop I was working. I had been working there only for a week, which stressed me out. After carefully listening to the customer, I figured out that the frustration was not about the company I was working for but had to do with personal issues. I offered some water and asked if I could do something to help. We sat together for a while, and the customer ended up hugging me and apologized for the burst.”
Why Are Competency Questions Used in Interviews?
Recruitment professionals believe that the best way to assess a candidates potential future performance is to question candidates about their past performance.
However, graduate candidates dont usually have any experience of the industry to which they are applying.
Consequently, it is impossible for interviewers to discuss previous job roles.
Instead, interviewers use competency questions to have candidates show how they have performed in various situations in the past, revealing individual personality traits.
These are a great help for interviewers interested in finding out exactly who a candidate is and how they may act if employed.
Sometimes the interviewer will be looking to gather non-specific information, rather than evaluating any particular competency or skill.
More normally, interviewers will isolate key competencies that they believe suitable employees should possess, and tailor questions to focus on those skills.
When considering how to answer competency questions, candidates should not talk in broad terms, be too general or use their imagination when replying to interviewers.
Instead, candidates should use specific situations from real life scenarios.