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.
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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Check out Plum for Hiring to learn moreCompetency-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.
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.