.jpg)
.jpg)
Competency based questions
Competency based interviews are the most prevalent style of interviewing. Apart from actually getting someone to trial the role or to undertake an assessment centre that includes simulating the tasks of the role, competency based interviewing is the most effective way of determining if someone can do the role they are interviewing for. It reduces ‘hiring risk’ for the hiring company.
Note that some companies will be very literal in their competency based interviewing process – eg. They will ask you to give an example of your teamwork, working alone, negotiation and situations where you have influenced for example. However, others will ask more open-ended questions about your experience but still expect you to answer questions in competency-based style. It is important for you not to speak in generic terms as clients are looking for clear demonstration of specific experience and personal attributes this will help them determine that you can do the job.
Companies conduct competency based interviews to draw on your past experience and request you to describe specific examples of incidents that demonstrate your competence in a particular area. The most effective way of answering these questions is to use the “STAR” technique:
Online Tests and Assessments
Many companies and employers now use online tools such as numerical, verbal reasoning and personality profiling analysis (PPA) assessments as part of the interview process to gain an idea of the level you are currently operating at. This can be quite daunting if you are not used to them however, you are able to practice before completing the real assessment to give you every chance of performing well. Some are free with limited free-assessments and others may charge to obtain more practice tests - if this is the case, it's probably worth the investment when weighing up the long term career opportunity versus a few pounds. Depending on employer, some companies use these as a guideline and others may have a pass rate and use them as is their decision making tool (unfortunately).
Here are some typical assessment platforms and practice tests
SHL
https://www.shl.com/shldirect/en/practice-tests/
Thomas International PPA (Personal Profile Analysis)
https://www.practiceaptitudetests.com/testing-publishers/thomas-international/
Competency based interviews are the most prevalent style of interviewing. Apart from actually getting someone to trial the role or to undertake an assessment centre that includes simulating the tasks of the role, competency based interviewing is the most effective way of determining if someone can do the role they are interviewing for. It reduces ‘hiring risk’ for the hiring company.
Note that some companies will be very literal in their competency based interviewing process – eg. They will ask you to give an example of your teamwork, working alone, negotiation and situations where you have influenced for example. However, others will ask more open-ended questions about your experience but still expect you to answer questions in competency-based style. It is important for you not to speak in generic terms as clients are looking for clear demonstration of specific experience and personal attributes this will help them determine that you can do the job.
Companies conduct competency based interviews to draw on your past experience and request you to describe specific examples of incidents that demonstrate your competence in a particular area. The most effective way of answering these questions is to use the “STAR” technique:
Online Tests and Assessments
Many companies and employers now use online tools such as numerical, verbal reasoning and personality profiling analysis (PPA) assessments as part of the interview process to gain an idea of the level you are currently operating at. This can be quite daunting if you are not used to them however, you are able to practice before completing the real assessment to give you every chance of performing well. Some are free with limited free-assessments and others may charge to obtain more practice tests - if this is the case, it's probably worth the investment when weighing up the long term career opportunity versus a few pounds. Depending on employer, some companies use these as a guideline and others may have a pass rate and use them as is their decision making tool (unfortunately).
Here are some typical assessment platforms and practice tests
SHL
https://www.shl.com/shldirect/en/practice-tests/
- Numerical Reasoning (commercial & marketing roles)
- Verbal Reasoning (commercial & marketing roles)
- Situational judgement (management / leadership roles)
Thomas International PPA (Personal Profile Analysis)
https://www.practiceaptitudetests.com/testing-publishers/thomas-international/
- Behavour within the workplace
-
Examining 4 traits:-
- Dominance
- Compliance
- Influence
- Steadiness
Tel: WhatsApp only - 07738 969941 (+11hrs)
E: [email protected]
