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Competency Vs Strenght Based Questions

The document outlines the importance of competency and strength-based questions in job interviews, detailing how they assess a candidate's skills, knowledge, and potential fit within a company. It provides guidance on preparing for these types of questions using the STAR method and emphasizes the significance of self-assessment in identifying personal strengths. Additionally, it encourages practice and offers resources for further development in interview preparation.

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George LuIz
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5 views20 pages

Competency Vs Strenght Based Questions

The document outlines the importance of competency and strength-based questions in job interviews, detailing how they assess a candidate's skills, knowledge, and potential fit within a company. It provides guidance on preparing for these types of questions using the STAR method and emphasizes the significance of self-assessment in identifying personal strengths. Additionally, it encourages practice and offers resources for further development in interview preparation.

Uploaded by

George LuIz
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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The Student Futures & Careers Team

Heidi Rickard: Careers Advisor


1. Interview/Applications
2. What are competency questions?
3. Why are they used? / How to prepare for them?
4. The STAR Method
5. What are strength questions?
6. Why are they used? / How to prepare for them?
7. Comparison
8. Importance of self assessment
You may never hear back from
employers, and this can be super
frustrating!

• You are sending your application in too late! (Yes,


even close to the deadline can to late, as some have
an application cut-off date)

• Your answers/information may not be concise and


relevant enough!

• You are lacking detail in your evidence which


proved you can meet the job specifications.
Why you?

Why the job role?

Why the company?

Why the industry?


Competency based questions are designed to assess an individual’s
skills, knowledge, and abilities in relation to specific job requirements.

These questions typically begin with phrases such as 'tell me about a


time when...' or 'give me an example of...' and require the candidate to
provide detailed responses that demonstrate their competencies.

E.g. A project management student may be asked;

'Tell me about a time when you had to manage conflicting priorities


on a project. How did you prioritize tasks and communicate with
stakeholders?’

This question would help the interviewer evaluate the candidate's ability
to manage projects, prioritize tasks, and communicate effectively.
• Tell me about a time when you had to work under
pressure to meet a deadline.

• Give me an example of a time when you had to solve a


complex problem.

• Describe a situation where you had to work with a


difficult team member and how you handled it.
Competency based questions are becoming increasingly popular among
employers as a way to make better hiring decisions.

▪ These types of questions focus on a candidate's past experiences and


behaviours, rather than just their qualifications or skills.
▪ By asking these questions, employers can gain insight into how a candidate
has handled situations in the past and determine if they have the necessary
competencies for the job.
▪ Can help employers identify candidates who will be a good fit for the
company culture.
▪ Employers can ensure that they are hiring someone who shares the same
vision and goals for the company.
▪ Help employers identify candidates who have the potential to grow and
develop within the company, rather than just those who meet the minimum
requirements for the job.
To prepare for competency based questions, it's important to;

▪ First research the company and the job you're applying for.

▪ Look at the job description and identify the key competencies required for the
role.

▪ Think about examples from your past experiences that demonstrate these
competencies. Practice telling these stories in a concise and clear manner.

▪ Review common competency based questions and practice answering them.


This will help you feel more comfortable with the format and structure of these
types of questions, and allow you to focus on showcasing your skills and
abilities.
The STAR method is a framework for answering competency-based interview
questions. It stands for Situation, Task, Action, and Result. This method helps you
to structure your answers in a clear and concise way, and to provide specific
examples of how you have demonstrated the required competencies in the past.
Strength based questions focus on identifying an individual's strengths,
talents, and passions. These types of questions are designed to
uncover what a person does well and what motivates them.

By asking strength based questions, employers can gain insight into a


candidate's potential and identify areas where they may excel. This
approach can also be used to promote employee engagement by
aligning a person's strengths with their job responsibilities.
• What do you enjoy doing most in your current
role?

• What accomplishments are you most proud of?

• How would you describe your ideal work


environment?
▪ Employers can gain insight into a candidate's potential and identify areas
where they may excel.

▪ These can also be used to promote employee engagement by aligning a


person's strengths with their job responsibilities.

▪ Used to identify candidates who are a good fit for their organisation.

▪ Employers can determine whether a candidate has the skills and abilities
necessary to excel in a particular role.

▪ Strength based questions can help employers create a more positive and
engaging interview experience for candidates, which can lead to higher levels
of job satisfaction and employee retention.
Identifying your strengths is an important step in preparing for a job interview.

▪ Start by reflecting on your past experiences and accomplishments. What tasks


did you excel at? What skills did you use to achieve success?

▪ Think about feedback you've received from others. Have you been praised for
your communication skills? Are you known for your attention to detail?
Reflecting on these experiences can help you identify your unique strengths
and how they can be applied in a work setting?

▪ Strengths Assessment tools are available!


When preparing for a strength-based interview, it's important to;

▪ Take some time to reflect on your personal strengths and achievements. Start
by making a list of your accomplishments, both big and small.
▪ Think about times when you have excelled in your work or personal life, and
consider what skills and qualities helped you succeed. This will help you to
identify your strengths and give you confidence when discussing them in the
interview.
▪ Approach questions in a positive and proactive way. Instead of focusing on
weaknesses or areas for improvement, try to frame your answers in terms of
your strengths and how they can be applied to the job. For example, if asked
about a challenge you faced in a previous role, talk about how you used your
problem-solving skills to overcome it. By highlighting your strengths and
abilities, you'll demonstrate to the interviewer that you're a strong candidate for
the position.
Competency Strength
- Designed to assess a - Focus on a candidate natural
candidates skills + abilities. talent + interests

- Used is structures hiring - Aim to focus on what


processes. ‘energises’ and motivates a
candidate.
- Ensure consistency and
fairness. - Used for identifying potential
and promotions.
- Can be vital in regards to
certain roles. - Can be more important to an
employer
Practice is essential! The more you practice, the more comfortable and confident
you will feel when answering these types of questions.

Practice with a partner or mentor to receive feedback and improve your


responses.

Practice in front of the mirror/camera – self assessment is a great way to


review and improve your own performance.

Tools:
- Skills assessment | National Careers Service
- Strengths-Based Assessments - Expert Advice and Practice Q's
(assessmentday.co.uk)
- Identifying skills and upskilling | National Careers Service
E-mail NUL: [email protected]

NUL Student Futures and Careers - Appointedd

E-mail: [email protected]
Student Futures and Careers – Appointedd

Appointments are available Mon-Friday 9:00am-5:00pm (with


flexibility on request)

Don’t forget to regularly check VLEs and around campus for the latest information!
Please scan the QR code to complete a quick online
feedback form based on your experience today to help us
plan for future events. Thank you for taking part.
https://forms.office.com/e/dyfjPxM02F
Attendance- please fill in register to
ensure your attendance has been
registered!

https://forms.office.com/e/QWqspSSfCk

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