![]() ![]() ![]() ‘’What did you learn from this experience?’’ There may be follow up questions to your answer such as: Result – The outcome, what was achieved and how was it measured, adding figures wherever possible. This part will form the majority of your answer, and is where you will score your points. (7.5% of your answer)Īction – What you actually did. Task – the work that had to be done/your objectives. Situation – Brief background to what was happening and why. The acronym ‘STAR’ is useful for preparation and as a structure for your answer: When have you had to… How to answer the question.The question will normally be framed with one of these openers: ![]() ğlexibility How will I recognise a competency-based question?.What competencies am I likely to be asked about?Īn interviewer will draw up a list of the key competencies they are looking for in a candidate for that particular job, so it’s important to look at the job description and try to work out what they will be. What is a competency?īroadly speaking a competency is the behaviour that a person demonstrates when undertaking a job-relevant task effectively, describing the effective skills and behaviours required. if you have successfully demonstrated this competency in the past you are likely to do so again in your future role. The thinking behind these questions is that past behaviour is the best predictor of future behaviour i.e. They require you to give an example of how you demonstrated the competency in the past, giving a specific example. These questions are used extensively in public sector interviews, and it’s also very likely that some questions will be included as part of an interview for the private or third sector. As part of getting ready for your interview, it’s very important that you prepare thoroughly for answering competency-based questions, as well as general questions. ![]()
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