Interviewing for competencies
Interviewing for competencies

The following In-House Advisor guidance note provides comprehensive and up to date legal information covering:

  • Interviewing for competencies
  • Behavioural interviewing
  • Level 1
  • Level 2
  • Level 3
  • Level 4
  • Other recruitment tools

The new competencies framework can be used to support a number of different activities including recruitment and selection. In this Practice Note, we list a number of questions which can be used to identify competencies within the framework at different levels within the organisation:

  1. what are behavioural interview questions?

  2. level 1 questions and guidance

  3. level 2 questions and guidance

  4. level 3 questions and guidance

  5. level 4 questions and guidance, and

  6. other recruitment tools

Behavioural interviewing

Behavioural interview questions (also called situational or competency based questions) are used as a tool in job interviews to discover how a candidates' performance in a previous job may contribute to their future performance in the role being recruited for.

Behavioural interviewing is becoming increasingly common and is used by many large organisations. The basic theory is that past behaviour in work related situations can be used as a predictor of future performance.

When using behavioural interviewing techniques the interviewer will ask open-ended interview questions relating to behaviour in past situations and will try to match these with the pre-set requirements of the role.

These behaviour based interview questions require the candidate to provide specific examples of what they have done in the past and usually take the form of:

  1. tell me about a time when you...

  2. give me an example of a situation...

  3. describe a situation...

They