Why Talent Acquisition Specialists Love Asking Competency-Based Interview Questions

The interview is a crucial step in the hiring process. However, it does come with its own set of challenges. Up until that point, you don’t have much information about the candidates you’re considering. You’ve only seen their resume and possibly had a brief phone or video interview with them. 

That’s why talent acquisition professionals prefer competency-based interview questions over typical ones. These questions allow them to delve deeper into the candidate’s qualifications. 

So, let’s explore why recruiters love competency-based interview questions and check out some practical examples you can use in your next interview!

What are competency-based interview questions?

Competency-based interview questions, also known as situational or behavioral questions, are a go-to tool for evaluating a candidate’s abilities. These questions not only give insights into their preferred working style but also help predict their future behaviors. So, how does it work?

Well, candidates are asked to showcase their personality, skill set, and individual competencies by sharing real-life experiences. These competency-based interview questions highlight their personality, skill set, and individual competencies. It’s like peering into their professional journey!  

Competency-based interview questions are commonly utilized by talent acquisition professionals to identify essential skills such as:

• Communication
• Management
• Leadership
• Problem-solving
• Risk-taking
• Adaptability

Why are competency questions asked by talent acquisition specialists?

Talent acquisition pros know that digging into candidates’ past experiences is a clever way to predict their job success. But here’s the catch: fresh-faced graduates often lack that fancy job history. So, interviewers can’t rely on discussing their previous work. 

That’s when the talent acquisition team unleashes the power of competency-based questions! They grill candidates about their behavior in past situations, unveiling their unique personality traits. It’s like uncovering hidden gems! These competency-based interview questions give interviewers terrific insights and help them envision how candidates would handle real-life scenarios on the job. 

Recruiters are thrilled to witness candidates showcasing their skills and letting their personalities shine through competency-based interview questions. These questions are like a window into their true potential. It’s not just about a simple Q&A session; it’s an exciting opportunity for interviewers to really get to know the candidate.

What format of questions do talent acquisition specialists ask?

Competency-based questions can take different formats. Sometimes, talent acquisition specialists seek general information rather than assessing a specific ability or skill. That’s why they often include behavioral or situational questions in their repertoire. Even if you’re new to interviewing candidates, chances are you have a few questions prepared. Situational questions typically present hypothetical scenarios, testing how candidates would handle them. 

On the other hand, behavioral questions delve into candidates’ past experiences and the actions they took in similar situations. When asking competency-based interview questions, talent acquisition managers should be wary of vague or unimaginative answers. Instead, they should encourage candidates to provide specific examples from real-life events. It’s all about finding candidates who can demonstrate their abilities effectively.

Examples of great competency-based questions

Now that we’ve laid down the groundwork for competency-based interview questions let’s take it up a notch! Here are eight stellar questions that talent acquisition managers can wield during interviews. 

These questions are designed to uncover candidates’ true potential, assess their qualifications, and get a glimpse of how they handle various situations.

Describe a time when you led a challenging project. What was it, and how did you manage it? 

Discovering a candidate’s knack for leading challenging projects is key for talent acquisition specialists. This captivating question uncovers valuable insights into their problem-solving finesse, decision-making prowess, and leadership style. As candidates recount their experiences, they showcase their project management wizardry, ability to stay cool under pressure, and knack for achieving ambitious goals. Unveiling these talents helps specialists gauge their potential to conquer obstacles, inspire teams, and deliver triumphant outcomes. By selecting candidates armed with these impressive competencies, organizations can tackle complex projects head-on with skilled leaders who can navigate rough waters and make waves of success. 

Tell us about a situation when you helped your manager solve a problem. What did you do?

When talent acquisition specialists ask candidates to describe a situation where they aided their manager in problem-solving, it serves an important purpose. This question enables specialists to evaluate a candidate’s teamwork, problem-solving abilities, and communication skills. By narrating their experience, candidates showcase their collaborative nature, critical thinking, and capacity to offer effective solutions. 

Moreover, it provides insights into their initiative, adaptability, and willingness to go beyond their designated responsibilities. Understanding how candidates have supported their managers in addressing challenges helps specialists assess their potential to contribute to the team’s success and thrive within the organizational structure.

Tell us about something you learned that you applied to your work. 

When candidates describe a situation where they assisted their manager in problem-solving, it unlocks a treasure trove of insights for recruiters. This question allows them to evaluate their teamwork, problem-solving prowess, and communication skills in action. Candidates get the chance to showcase their collaborative nature, demonstrate their sharp critical thinking, and reveal their knack for offering effective solutions. 

Plus, It provides valuable glimpses into their initiative, adaptability, and their willingness to go above and beyond their assigned duties. By understanding how candidates have supported their managers in tackling challenges, we can assess their potential to be game-changers, contributing to team success and thriving within the organizational structure. Get ready to unravel tales of incredible problem-solving feats!

Give an example of a difficult situation with a colleague/customer. How did you manage it? 

This question allows talent acquisition professionals to gain insights into a candidate’s ability to navigate tricky interpersonal dynamics and effectively resolve conflicts. They are interested in understanding the candidate’s strategic approach, adept communication skills, and problem-solving prowess. It provides an opportunity for candidates to demonstrate their resilience, adaptability, and talent for building positive relationships. 

This question helps professionals assess how candidates handle difficult situations, showcasing their ability to overcome obstacles and maintain productive interactions. Ultimately, it assists professionals in evaluating the candidate’s suitability for handling similar scenarios in their prospective role.

How did you increase revenue in the companies you’ve worked with?

When talent acquisition professionals inquire about candidates’ involvement in revenue generation, they aim to gain valuable insights. Exploring strategies, ideas, and actions that contributed to revenue growth in previous companies. Candidates can showcase expertise in areas like sales, marketing, customer acquisition, and revenue initiatives. Sharing experiences, highlighting bottom-line impact, and demonstrated analytical skills and growth opportunity identification are key. This question helps professionals assess candidates’ potential to drive financial success in future organizations.

Tell us about a time when your manager wasn’t satisfied with your performance. How did you handle it?

In the realm of professional growth, there are instances where managers express dissatisfaction with their employees’ performance. In such a situation, it is crucial to understand how candidates handle this challenge. This question enables talent acquisition pros to assess your ability to handle constructive criticism and turn it into an opportunity for growth. Share your strategies for managing these situations and demonstrate your resilience, adaptability, and ownership of personal development.

Share a situation where you worked successfully in a team environment. 

Evaluating candidates in the talent acquisition field involves understanding their success in a team environment. This assessment helps gauge their teamwork skills, collaboration abilities, and alignment with organizational culture. Exploring candidates’ past experiences provides insights into their interpersonal skills, communication style, conflict resolution capabilities, and adaptability. This helps determine their potential to foster positive relationships, thrive in collaborative work environments, and contribute to collective success. As talent acquisition specialists, we’re excited to hear your stories of team achievements and your valuable contributions to shared goals.

Bottom line

Assessing a candidate’s skillsets is no walk in the park. But video interviewing software and competency-based interview questions make the process a whole lot easier! Allowing you to sail through the hiring process fast, make your first round of screening 80% faster, and save more than 17 hours per hire. 

Ready to rapidly assess candidate skill sets with lightning speed?

Get started with EVA-SSESS! EVA-SSESS is a next-generation video interviewing software that enables you to pinpoint and hire top talent fast by testing and evaluating key skills and abilities through secure and unbiased video assessment interviews. Request a free demo and see how our video interviewing software can help you save time and make recruiting painless and hassle-free. Request a demo.

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