Competency Interview Questions


What is Competency?

Competency in simple terms can be described as an individual's ability to show their knowledge, skills and attributes at work. Examples of Key Competencies that the interviewer asks are: Teamwork, Responsibility, Decision making, Communication, Leadership, Commitment to career, Commercial awareness and Career motivation.

 

Interviewers ask questions describing a situation or task, questions can be from past experiences like 'give an example of when you have led a team?' , 'give an example of when you have overcome a problem at work?' , 'Tell me about a time when you failed to complete a task or project on time?'. Recruitment professionals believe that the best way to find out about a candidate's potential for future performance is to find out about examples of past performance. The best way to prepare for such competency questions is to refer a number of sample questions and answers or examples which help you understand the type of questions asked, understand the motive behind the question and prepare the best way you can answer for similar questions.

 

We have a large collection of sample questions on 'Competency interview' that are frequently asked in many interviews for your practice.


Q:

What strategies would you use to motivate your team?

Answer

Here is an example statement to consider as you prepare your answer.


On motivating others by using recognizing their achievements: I consider that recognizing good aspects of worker performance is critical to motivating maximum people. For example, I control a staff of 10 employees, and I observed that one of the workers was somewhat introverted and tended to stop in the background. He achieved correctly but was reluctant to contribute at meetings, and I thought he could be extra productive if optimally motivated. I commenced an each day ritual of supervising in with him and checking his output. I provided good feedback concerning  his daily achievements. I discovered that the quantity and quality of his output increased as I interacted with him more regularly. I was able to call upon him at meetings considering that I understood the details of his work better and ask him to share few of his successful strategies with colleagues.

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Q:

How Adaptable Are You to Change?

Answer

Example:


“I have no problems with change. I am sure in my ability to regulate my actions of behaviors as needed, and take up myself adaptable to all situations – not just change.”

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Q:

Are there any times where you had a conflict with a superior? If yes, how did you handle it and resolve it?

Answer

I have had differences of opinion with previous managers. Our disagreements were not significant, but some had to be confronted and resolved. I have learned that two parties typically quarrel when each one refuses to consider the other's perspective. Therefore, I asked the manager I disagreed with to explain his or her perspective, and then to consider my point of view. This way, we were able to take into account each other's perspective and come to an agreeable compromise. When a compromise could not be reached, I accepted my manager's decision. Regardless of individual perspectives, managers are responsible for setting policy, and subordinates are responsible for executing it.

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Q:

Would you lie for the company ?

Answer

This is one of the trickiest questions in the world of interviewing, as it pits two morals against each other − Loyalty verses Honesty.


In such cases, try to give an answer that’s as diplomatic as possible, like − I will never do anything that could cast a shadow on the company’s image and reputation. I will always consult with my seniors before taking a decision, so that they can guide me with their expertise and level of experience.

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Q:

What are the compliance- and/or ethics-related challenges you face most frequently in your current role?

Answer

This question provides information on several important aspects of a compliance program. First, it may highlight risks that the compliance officer was unaware of or didn’t fully appreciate (risk assessment). Second, it assesses how well employees are able to apply corporate policies in the context of their role (policy comprehension/retention and training effectiveness). Third, it reiterates and reinforces the employee’s understanding of risks and policies specific to them (training). Interviewees frequently struggle with this question initially and the interviewer may need to provide an obvious example of such a challenge to help the interviewee get started (i.e. gift policy, etc).

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Q:

Have you ever had difficulty working with a manager?

Answer

Here are some example statements to consider as you prepare your answer.


1.I have been fortunate to have had awesome managers during my career so far. I have respected each of them  and got along nicely with all of them.


2.No, I am a hard worker, and my managers continually appear to appreciate the job I'm doing. I have got along good with every manager I have had.

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Q:

How can the company’s compliance policies be improved and/or better applied, communicated and enforced?

Answer

Compliance policies should be accessible to all employees, well communicated, and easy to understand and apply. Responses to this question can provide valuable end-user feedback in this regard. The additional area of “enforcement” may provide some insight into an organization’s ethical tone and employee perceptions about fairness and equality. A quality compliance program will assure that all violators are treated fairly, but equally. If employees perceive that management or others are “above the law,” the compliance program loses credibility.

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Q:

What is Innovation?

Answer

Innovation is the application of creativity to give rise to a new concept, product, service or process delivering something new and better to the world.


When we innovate, we work with the creative ideas we have developed and put them into practice. Innovation is NOT just about making new gadgets and fancy widgets. We can be innovative in New Product Design, but in many other ways too. New concepts, like how to lead and motivate people at work, as well as new services and processes.

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