How to handle a competency based interview (CBI)
Interviewers are increasingly using a new interview technique called 'CBI' or 'competency based interview'. Perhaps the most common misconception is that anyone using this new technique is trying to catch you out. Far from it, this technique is used to try to understand you better, see what you are really capable of and how you will fit in with the company. The good news is that it keeps the interview very focused so there is less bias, the bad news is that you are less able to fake a good interview because your answers will give the game away! Aine Flood, senior manager at Hays Health & Safety, provides some advice on surviving a competency based interview.
Competencies
But what exactly are competencies? Competencies are described as, 'the ability or motivation to apply skills or knowledge. They focus on the idea that an individual who doesn't possess the right attitude won't succeed, as it is this key personality trait that will drive them to learn more and become more successful in their chosen career.
Types of questions
You may be asked to give an example of a situation or task which led you to take a certain course of action, and you will be probed so that the interviewer can determine what created the change and the effects of those actions on others. Typical formats for CBI questions may include:
- Tell me about a time when
- Give me an example of
- Describe a scenario when
CBI is based on the idea that past performance is often the best indicator of future performance.
You may be asked to give an example of how you provided a service to a client beyond their expectations and the interviewer may then ask you to explain how you identified this need and the reaction that it caused.
It also gives you the chance to relate your answers to real life experience so it is important that you stay focused and make sure that your answer fulfils all of the criteria – describe the situation, your actions and don't forget to state what the results were.
Preparation
The key to any successful interview is preparation. To prepare for a CBI, re-read the job description and highlight any key tasks or responsibilities of the role. If possible, ask for details of the company's competencies that will often give details of skills and behaviours that they require. These are likely to form the basis of your CBI and will help you to prepare by thinking of a range of situations that you have been in where you have demonstrated the skills and behaviours that are desirable for the role. For example, if teamwork is important to the role, the interviewer may ask, "Can you tell me about a time when you have worked well in a team?"
Talk smart
A common mistake in any interview is to talk too much. One of the pitfalls of CBI is the temptation to give a number of examples, or talk about how you would typically respond in such a situation. Instead take time to think of one example that best shows your skills in that situation, otherwise the interviewer could interpret your vagueness as not having sufficient experience to dwell on. A concise answer will help to show that you are prepared and are confident about your response.
It will work in your favour that interviews conducted using CBI are less subjective – you are likely to get more of a chance to show that you are suitable for the role and even if you aren't successful, the feedback is likely to be more useful.If the interview is based on competencies, it is likely that your job and performance will also be measured on this basis. CBI should be ignored at your peril!
