The class of structured, behavioral-based interviews
is a general style that many organizations describe they
use to choose future employees from qualified candidates.
These are most common in situations for industrial and
Last weekend during a panel discussion on interviewing,
Dr. Susan Sobolov indicated that her current firm uses
“competency based interviewing” that seeks to both define
a candidates’ behaviors and their agility in applying
knowledge, learning and thought-processes to new situations.
There is a considerable literature on competency-based
interviews, for example “Interviewing right” Lominger
Corp. 1 To give insight to readers, questions will generally
be behavioral-based, giving each candidate the same
questions and using numeric rating scales for responses.
Competencies in four extensions of behaviors are
- strategic - what might be unintended consequences and
- political - sensitivity to other positions and perspectives
yet can manage making progress
- negotiating - respects others intentions and creates
dialog promoting openness and trust while “winning
- teams - seeks outcomes as win-win, and promotes
excellence as the result of a well functioning team.
To prepare for competency based interviews one site
suggests asking yourself the 3-5 most meaningful
or significant events in your career, what you learned
in those events and how you have applied the insight
to other situations.
I liked the set of competency based interview questions
offered in 3 , where competency is defined as the
application of specific skills and abilities to perform
a unique job or function of a position.
Our responses remain like behavioral questions in
providing a concise story of an actual event or
situation in the STAR (situation, task, action, result)
or SARI (situation, action, result, implications)