Top 10 competency-based interview questions to find the perfect candidate

Competency-based interview questions help you identify whether a candidate has the right skills for the role. They take the focus away from qualifications and industry experience, and are useful when you’re looking for skills like teamwork, communication, decision making and leadership.

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Competency Based Interviews

almost 3 years ago

This list of competency-based questions encourage interviewees to use real-life examples in their answers. You get to understand how a candidate made a decision, and see the outcome of their actions.

Our top ten list of competency-based interview questions will help you recruit the skills your team needs.

1. What are your greatest strengths?

This is a classic interview question, and with good reason.

It’s a chance for your candidate to prove they have the right skills for the role. Keep the job description in mind to see whether the interviewee understands how their skills relate to the role.

Remember you’re looking for transferable skills, not proof that they’ve done the role before.

2. What will your skills and ideas bring to this company?

This competency-based question is an opportunity to see which of your candidates stand out from the crowd.

A good candidate will show an understanding of your company goals within their answer. A great candidate will offer practical examples of how their skills can help you achieve that vision.

3. What have you achieved elsewhere?

Confidence is key in this competency-based question. It gives your candidate an opportunity to talk about previous successes and experiences that relate to your vacancy.

Make sure the achievements you take away from their answers are work-related and relevant to what you’re looking for.

4. How have you improved in the last year?

Candidates can tie themselves up in knots trying to disguise their weaknesses. This competency-based interview question is a chance to show a willingness to learn from their mistakes.

It’s also an opportunity to test the candidate’s level of self-awareness and desire to develop.

"Competency-based interview questions ask for real-life examples to show a candidate’s skills."

5. Tell me about a time you supported a member of your team who was struggling

This competency-based question will test your candidate’s ability to show compassion towards their colleagues without losing sight of their own objectives.

Those further along in their career should be able to reference training or mentoring that not only helped their co-worker but also improved team performance.

6. Give an example of a time you’ve had to improvise to achieve your goal

In other words: “Can you think on your feet?” It is increasingly important to be able to react to unexpected situations.

The candidate’s answer should highlight their ability to keep their cool and perform in a scenario they haven’t prepared for.

7. What was the last big decision you had to make?

The answer to this question should be a window into your candidate’s decision-making process and whether their reasoning is appropriate for your role.

This is a competency-based question designed to highlight how an interviewee makes decisions. Do they use logical reasoning? Gut intuition? However they manage big decisions, does their approach match what you’re looking for?

8. Tell me about a time you dealt with a difficult person

All candidates should be able to reference an experience of working with a challenging colleague. Look for them to approach this question with honesty and a clear example of working through the experience.

Rather than passing blame, there should be a recognition of the part they have played in the situation, and how they might tackle it differently next time.

It’s essential to get a sense of how candidates would fit and thrive within your company culture.

9. What was the last thing you taught?

You’ve asked the interviewee about their skills, but can they show a capability for teaching others about these skills?

This question isn’t restricted to managerial or senior roles, and should be asked whenever you’re looking for a candidate who will add value to your team.

10. Why are you a good fit for this company?

The key to this competency-based question is whether the candidate can explain how their transferable skills would fit your role. This tests both an awareness of their own abilities and an understanding of what you are looking for in a new employee.

The candidate should be able to confidently explain why they want to work for your company, and convince you that they would fit your team culture.

If you’re interested in learning more about interviews, please contact your local recruitment specialist.

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​Making redundancies is never a pleasant experience, but it’s sometimes unavoidable and employers need to ensure they navigate the process with sensitivity and professionalism, and adhere to the law, or they may face employment tribunals and unfair dismissal claims.

A redundancy letter is a written communication from an employer to an employee that informs them of their job loss due to a reduction in the workforce. To help employers manage this process and ensure they provide employees with clear and concise information, we have compiled a selection of adaptable redundancy letter templates for the various stages of the redundancy procedure.

When would you need to write a redundancy letter?

Employers may have to write redundancy letters in the following circumstances: 

Economic downturns

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Restructuring

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Technological advancements

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What is the difference between voluntary and compulsory redundancy?

Voluntary redundancy is when an employer offers an employee the option to leave their job in exchange for a financial package, which could include a lump sum payment, extended notice period, and other benefits. Employees who accept voluntary redundancy do so voluntarily, and their decision is not influenced by their employer.

In contrast, compulsory redundancy is when an employer selects an employee to leave their job due to a reduction in the workforce, restructuring, or other reasons. Employees who are made redundant involuntarily do not have a choice in the matter and may be entitled to statutory redundancy pay and other benefits.

What are the stages of a redundancy process? 

The redundancy process can be broken down into stages and logical steps that employers can follow. The stages are: preparation, selection, individual consultations, notice of redundancy, appeals (if applicable), and termination.

Stage one: Preparation

During the preparation stage, you will assess whether redundancy is the only option and is completely necessary before beginning the process. If you are concerned with your employee’s performance or behaviour, then you should go down the disciplinary route instead.

Redundancy is a type of dismissal where the employee’s job is no longer required. Ensure that you have covered all alternative options and if you have concluded that redundancy is essential, establish a time frame and prepare the relevant documentation.

Stage two: Selection

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Additionally, now is the time to inform employees of the upcoming redundancies. This should also include those who are not under consideration. You should explain that there is the risk of redundancy, the reason why it’s necessary, roughly how many redundancies you're considering, and what will happen next.

Stage three: Individual consultations

The consultations stage is a hugely important part of the redundancy process, and it’s essential that employers look at this as an open discussion with the employee, rather than using this time to just inform them of their potential redundancy.

You should explain why they have been selected and discuss alternative employment in the company. Employees will have the chance to make suggestions as to how the business can retain them and these suggestions should be considered fairly, or the employer may face unfair dismissal claims.

Note: there are legal time frames regarding consultations, so make sure you adhere to these.

Stage four: Notice of redundancy

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Those who have been selected for redundancy should also receive confirmation in writing, by letter or email. We have included a redundancy notice letter template for your ease.

Stage five: Appeals

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If you decide to reject the appeal, the employee's redundancy dismissal, notice, and pay will continue as before.

Stage six: Termination

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  • Selection criteria: Employers should explain the selection criteria used to determine which employees are being made redundant. This could include factors such as length of service, skills and qualifications, and job performance.

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  • Redundancy pay: The letter should provide information on the employee's entitlement to statutory redundancy pay, as well as any additional redundancy pay provided by the employer.

  • Benefits: Employers should explain what happens to the employee's benefits, such as healthcare, pension, and life insurance, after they leave.

  • Support: Employers should offer support to the employee during this difficult time, including assistance with finding new employment opportunities and access to training programmes.

To help you navigate this challenging process, we have put together a selection of redundancy letter templates that can be used at various stages throughout the process. These include:

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