Competency-Based Interviewing

Glossary of HR Terms What is Competency-Based Interviewing

What is Competency-Based Interviewing?

Competency-Based Interviewing is a structured interviewing technique that evaluates candidates based on specific skills, behaviors, and attributes required for success in a role. Instead of focusing on hypothetical questions, this method asks candidates to provide real-life examples of how they have demonstrated key competencies in past experiences.

Why it matters

Competency-based interviewing improves hiring accuracy by linking interview questions directly to job requirements. It reduces bias by standardizing evaluation criteria, ensures fairness across candidates, and provides predictive insights into how someone is likely to perform in the future. This approach is particularly valuable for roles where soft skills such as leadership, problem-solving, or teamwork are critical.

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Where it fits in the HR stack

Competency-based interviewing sits in the talent acquisition and performance management layers of the HR stack. It works in tandem with pre-employment assessments, job descriptions, and structured interview guides, and it informs onboarding and development by clarifying the competencies needed for success.

Common use cases/Examples

  • Asking a candidate to describe a time they resolved a conflict within a team to assess collaboration and communication.
  • Using the STAR method (Situation, Task, Action, Result) to structure candidate responses.
  • Evaluating competencies such as leadership, adaptability, or decision-making in management-level roles.
  • Aligning interview questions with predefined role competencies developed through job analysis.
  • Providing hiring panels with standardized scorecards for consistent evaluation.

Examples of companies that use it:

  • Enterprises like Deloitte, PwC, and IBM, which use competency-based interviewing to evaluate consistency across global hiring.
  • Tech companies like Amazon, which emphasizes behavioral and competency-based questions aligned with its leadership principles.
  • SMBs and startups adopting structured competency-based approaches to reduce bias and improve quality of hire.

FAQ

Traditional interviews often focus on résumés or hypothetical questions, while competency-based interviews require candidates to provide specific, evidence-based examples of past behavior.

STAR stands for Situation, Task, Action, Result. It is a framework that helps candidates structure responses clearly, making it easier for interviewers to assess competencies consistently.

Yes. While especially useful for roles requiring strong soft skills, competency-based interviews can be adapted for technical, leadership, or entry-level positions.

Yes. By focusing on predefined competencies and structured evaluation, it reduces reliance on subjective impressions and helps create fairer comparisons between candidates.

Competencies are typically identified through job analysis, input from hiring managers, and alignment with organizational values and performance metrics.