What is a competency-based interview?
A competency-based interview is a type of structured interview where candidates are asked to give real examples of how they handled situations at work. Employers use it to assess skills like communication, teamwork, leadership, and problem-solving.
It helps create a more standardised recruitment process and can support reducing hiring bias when used properly.
How does a competency-based interview work?
In a competency-based interview, every candidate is asked the same set of questions linked to a specific competency framework. The interviewer scores answers against clear criteria using an interview scoring matrix.
Most employers use the STAR technique: Situation, task, action, result.
It helps to keep answers focused and easy to assess. For example:
- “Tell me about a time you handled conflict at work.”
- “Describe a situation where you solved a difficult problem.”
Because the process is structured, it makes comparing candidates fairer and more consistent across the board.
Common competency-based interview questions
Competency-based interview questions focus on past behaviour rather than hypothetical answers. They are designed to uncover how someone works in real situations.
Common examples include:
- Tell me about a time you worked under pressure
- Describe a difficult customer situation and how you handled it
- Give an example of when you showed leadership
- Tell me about a mistake you made and what you learned
- Describe a time you worked as part of a team
These behavioural interview questions are often used as part of a soft skills assessment during hiring.
Why competency-based interviews matter for businesses
Competency-based interviews help businesses hire more consistently and with less guesswork. Instead of relying on “gut feeling”, employers assess candidates against the same competency framework and scoring criteria.
That makes hiring fairer, more measurable, and easier to scale.
They are also useful for reducing hiring bias. Research from the CIPD shows structured interviews are among the most reliable recruitment methods for predicting future job performance.
Competency based interview - A quick example
A marketing agency in Bromley is hiring a customer success manager. During the interview, the hiring manager asks:
“Tell me about a time you dealt with an unhappy client.”
Sarah, who previously worked at a fast-growing SaaS company, uses the STAR technique to explain how she handled a delayed campaign, kept the client updated, and improved retention afterwards.
Instead of vague answers, the employer gets a clear example of communication, problem-solving, and accountability in action.
Competency based interview vs traditional interview
| Competency based interview |
Traditional interview |
| Uses a structured interview format with set questions for every candidate |
Often more conversational and less structured |
| Focuses on real past behaviour and measurable examples |
Focuses more on opinions, personality, and general experience |
| Uses scoring criteria and interview scoring matrices |
Scoring is often less consistent |
| Supports standardised recruitment and reducing hiring bias |
Can be more influenced by interviewer judgement |
| Commonly uses the STAR technique |
May not follow a specific answering method |
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