Voici comment vous pouvez gérer efficacement les questions d’entretien basées sur les compétences.

CB questions are always an opportunity for the candidate to impress the interviewer about the suitability of job role. ACTIVE LISTENING is key to handle any CB questions. Ensure to prepare STAR while listening to the question (not easy as think). We have zero preparation time, hence need to PRACTICE past experiences to demonstrate the necessary skills. It's very important to UNDERSTAND THE JOB RESPONSIBILITIES of the role prior and prepare accordingly. EFFECTIVE DELIVERING of the answers are another important factor. Always communicate CONFIDENTLY while explaining past experience on similar situations. AUTHENTIC RESPONSES will always increase the chances. Finally, LEARN from all interviews and prepare those for the future ones.

Handling competency-based interview questions is all about showcasing your skills through real-life examples. Start by understanding the key competencies the job requires—like teamwork, leadership, or problem-solving. Then, prepare stories from your past experiences that clearly demonstrate these skills. Use the STAR method: Situation, Task, Action, Result. Describe the situation, explain the task you had, detail the actions you took, and highlight the results of your actions. This method helps you deliver clear and structured responses that hit the mark!

There are many different articles online which highlight CBI questions you’re likely to encounter for a specific occupation. Also, think back to times where you had to think on your feet, or when you’ve had to mediate conflicts in the workspace - or in your personal life. In my previous roles, CBIs were often about identifying if the candidate was prone to making good decisions under pressure, or if they would crumble under them. Lastly, if your previous examples didn’t go as you intended, you can use that to discuss what you learned from it and how you would avoid the same outcome in a similar scenario.

Use real examples to articulate your competencies, around resolving issues and driving resolution to achieve results. The interview panel will present scenarios which you can pretty much figure out if you reflect on the competency requirements for the job. Prepare your examples in advance to really get in the knock out left hook that will dazzle your interview panel. The biggest mistake is going in thinking you can wing it. Like everything else in life the adage holds true and for competency based interviews more so. “Chance favors the prepared mind” Happy job hunting!

Although the STAR method is a helpful way of keeping your example relevant and clear, remember to condense grey area in the example (e.g. it’s was a dark and gloomy day with a breeze from the West) into a “readers digest” framework so your interviewer(s) does not get lost or bored during the recounting. Articulate the facts necessary to get your point across.

I’ve found, having a friend or family member who is thoughtful and supportive play the role of the interviewer. This will help you work through the potential questions and hone in on delivering the best version for the desired role. Let your mock interviewer throw a few random questions in the mix to increase your ability to manage stress and respond to a wide array of questions on the fly.

For the active listening component, the best advice I have is to just listen to the question before allowing yourself to start developing a response. Not as easy as it sounds, but when practiced, it will ensure you don’t miss something being said or asked. As you start to develop this skill, anytime you’re having a conversation, listen more - talk less and wait until the person talking is completely finished before responding. You will start to notice how many others will cut someone off because they can’t wait or hold the thought, and how that negatively impacts the communication.

As Frances Frei advice on authenticity for building trust: "Wear whatever makes you feel fabulous. Pay less attention to what you think people want to hear from you and far more attention to what your authentic, awesome self needs to say. And to the leaders in the room, it is your obligation to set the conditions that not only make it safe for us to be authentic but make it welcome, make it celebrated, cherish it for exactly what it is, which is the key for us achieving greater excellence than we have ever known is possible."

In my professional experience, being authentic during interviews has always been crucial. I have found that sharing genuine stories from my career not only builds trust with the interviewer but also highlights my true strengths and areas for growth. Authenticity requires self-awareness and the courage to present your true experiences, even if they include failures or challenges. By doing so, you demonstrate resilience and a commitment to personal and professional growth.

Reflect on your interview performance afterward to identify strengths and areas for improvement in responding to competency-based questions. Consider how you can refine your examples or communication style based on feedback received. Adapt your approach for future interviews to better align with the competencies valued by different organizations.

Beyond the core strategies, consider additional factors such as industry-specific competencies, cultural fit, and the organization's values. Research the company's mission and goals to tailor your examples accordingly. Prepare questions to ask the interviewer that demonstrate your interest in the role and your alignment with the company's culture.