How to answer competency-based interview questions (with examples)

One of the goals of any interview is to suss out who has the skills to do the job—and who doesn’t. To this end, many interviewers use competency-based interview questions to gauge a candidate’s abilities and determine their future success in the role. 

If that sounds intimidating, never fear. In this article, we’ve laid out the information you need to prepare for this type of interview question, including example questions and answers, to get you one step closer to landing the job you want.

What are competency-based interview questions?

Interviewers use competency-based interview questions and answers to predict your chances of future success, kind of like a “professional prognostication,” by examining how you’ve handled similar issues in the past. These questions are designed to reveal skills and competencies that the interviewer feels are vital for success in the role. Your response will provide them with an understanding about your leadership skills, how you solve problems, and how well you work in stressful situations.

Competency-based interview questions differ from traditional interview questions in that they’re more targeted and less open-ended. Traditional questions, such as “tell me about yourself,” assess a candidate's background, personality, and goals. They give a good idea of the person as a whole and how they might fit into the company culture, but don’t speak to specific skills or areas of competencies.

How to prepare for competency-based interview questions

While there’s no way to know exactly which competency-based interview questions you’ll be asked, it’s still good to prepare answers to common questions so that you’ll be ready no matter what they throw at you. There are a few things you should do to prepare for this type of question to craft thorough, specific, and concise answers.

Examine the job description

You can get a good feel for what questions you might be asked by looking closely at the job description. It will give you a lot of insight about the position and what the employer is looking for. Make a list of all the skills and qualities that the position requires.

Then, review your career history along with your achievements and successes. See if you can align your examples with the skills and competencies listed in the job description. Remember, when crafting your responses, you want to illustrate the value you’d bring to the position, so choose your examples wisely.

Research the company

You may do this during your general interview preparation, but it’s especially important when it comes to competency-based interview questions and answers. Not only does it demonstrate a genuine interest in the company and the position, but will also allow you to further tailor your answers by demonstrating your knowledge of the company’s values, mission, goals, and challenges.

Craft your answers with the STAR method

Use the STAR method to create concise, clear answers that provide concrete examples of your success in dealing with a particular scenario (see our Expert Tip above). Remember, your answers should provide insight into your skills and abilities, so be wary of making them too simple or rote. Flesh out your responses by providing a bit of self reflection: what you learned, what you might have done differently, and how your actions had an impact.

Rehearse your answers

You may feel awkward doing this, but trust us—it’s the best way to prepare for your interview. Practice your answers out loud until they sound natural, ideally with a friend who can provide some constructive feedback. You’ll most likely be a little nervous during the interview, and practicing your answers ahead of time is the best way to ensure that you’ll deliver them calmly, concisely, and effectively.

What are the most common competency-based interview questions?

The key to answering competency-based interview questions is to know when you’re being asked one! If the interviewer asks questions about the skills most relevant to the role, then you can be sure that they’re looking to assess your competencies. These may include questions about your leadership skills, communication, problem solving, teamwork, decision making, or how you’ve handled stressful situations. 

Here are a few common examples of competency-based interview questions:

• Tell me about a time when you demonstrated leadership skills.

• Provide an example of a time when you had to use your problem-solving skills.

• Describe a situation where you had to overcome a challenging obstacle.

• Share an experience where you had to adapt to a new situation or change.

• Share an example of when you had to resolve a conflict within a team.

• Discuss a project where you had to manage multiple tasks simultaneously.

• Tell me about a situation where you demonstrated excellent communication skills.

• Discuss a time when you had to deliver constructive feedback to a team member.

• Tell me about a project where you had to use your creativity to find a solution.

What do you say in a competency-based interview?

You might still be wondering: How do you pass a competency-based interview? How can you know when you’ve “aced” it? Keep in mind that for every skill listed on the job description, you’ll probably be asked to demonstrate how you’ve used that skill in action. If you’re new to the job market or don’t have much practical experience, focus on your academic or volunteer work in your answers; they count too!

5 Competency-based interview questions examples

While the questions you’re asked will vary based on the position and company, here are five sample competency-based interview questions that you might be asked, along with examples of how to answer each using the STAR method. Of course, you’ll need to tailor these to your individual situation and experience.

Question 1: Leadership competency

“Can you share an example of a time when you successfully led a team through a challenging project?”

Situation: In my previous role as a project manager, we were tasked with implementing a new software system across the organization.

Task: The project had tight deadlines, and the team faced resistance from certain departments about the new system.

Action: I initiated regular team meetings to address concerns, identified key stakeholders to involve in the decision-making process, and facilitated open communication channels. I also organized training sessions to ensure that everyone was comfortable with the new system.

Result: Despite the initial challenges, we successfully implemented the software on time, and post-implementation surveys indicated a high level of user satisfaction.

Question 2: Problem-solving competency

“Tell me about a project where you had to use your problem-solving skills to overcome a significant obstacle.”

Situation: During a product launch, we encountered unexpected production delays that threatened the delivery timeline.

Task: My priority was to ensure that the product launch stayed on schedule despite the setback.

Action: I conducted a thorough analysis of the production process, identified the bottleneck, and collaborated with the production team to implement a streamlined workflow.

Result: The revised process significantly shortened production time, and we successfully launched the product on the updated schedule, maintaining customer satisfaction and avoiding potential financial losses.

Question 3: Communication competency

“Can you share an example of a situation where your effective communication was crucial to the success of a project?”

Situation: I was leading a client-facing project with a tight deadline.

Task: We needed to keep internal and external stakeholders abreast of the project progress.

Action: I established a communication plan, including regular status updates, milestone reviews, and a centralized platform for document sharing. I also organized weekly check-ins to address any concerns and ensure that everyone was on the same page.

Result: The project was completed within the deadline, and the client praised the transparency and efficiency of our communication throughout the process.

Question 4: High-pressure competency

“Tell me about a time when you had to work under pressure in a high-stress situation.”

Situation: I was the manager of an extremely busy call center following a new product release that was experiencing a few hiccups.

Task: There were some technical issues with the new product and our reps were feeling overwhelmed, but it was crucial that we maintained positive customer experience and retention.

Action: To keep our performance metrics high, I created a spreadsheet where reps could log common issues they encountered and how they were handled. I also held daily morning meetings to ensure that the reps were kept informed of all product updates from the software development team, and provided them with positive feedback from upper management.

Result: The rollout of the new product was smooth, customer issues were handled quickly, and our performance metrics actually improved by seven percent that quarter.

Question 5: Teamwork competency

“Can you share an example of when you worked as part of a team to complete a difficult task?”

Situation: In my current position, I was assigned to work with a special team to complete a difficult project that had been left incomplete due to a subcontractor quitting.

Task: The four of us, all of whom were from different teams, had to work together to finish programming and integrating a new software system with the client’s website upgrade. We were only given two weeks to finish this project, to meet the deadline originally agreed upon in the client’s contract, or we might lose the account. That meant we had to make the most of our limited time and work hard to get everything completed in compliance with our stringent standards.

Action: To make the most of each person’s talents and expertise, I broke the team into sub-groups and assigned each to handle an aspect aligned with their strongest skills. I checked in every day to ensure that we were all staying on schedule.

Result: We were able to complete the software update and integration on time, and effectively quality-test the software to ensure that there were no issues or bugs. In fact, we reduced our average bug fix time by several minutes.

Need some more help preparing for an interview? Try career.io’s Interview Prep tool, with expert-crafted interview questions customized for the job description and individualized feedback that will sharpen your interviewing skills.

Key takeaways

1. Competency-based interview questions are meant to reveal skills and competencies that the interviewer feels are vital for success in the role.

2. Use the STAR method to craft concise, effective answers to competency-based questions with specific examples that demonstrate your results.

3. The most common competency-based interview questions are about your leadership skills, communication, problem solving, teamwork, decision making, or how you’ve handled stressful situations.