7 COMPETENCY-BASED Interview Questions and Answers (How To PASS Competency Based Interviews!)
What are Lominger interview questions?
The Lominger competency model is used by human resource groups to understand how potential employees may act in certain situations. Developed by two individuals who have a background in leadership and talent management, these competencies help organizations find employees who fit with the work culture and company goals.
Lominger interview questions typically determine certain attributes and soft skills. They may evaluate skills such as time management, teamwork, organization and leadership abilities. They can also assess how you may react in situations and how you overcome challenges.
The STAR method is an excellent way to answer nearly any Lominger interview question. STAR stands for:
Share a time when you had to work with a difficult team member
When working with teams, conflicts may arise. Knowing how to handle conflict is an important skill to possess. This is a great way to show both your leadership and conflict resolution skills, including how you work with different personalities.
Example: “There was one particular team member of mine who wanted to become a manager. Sometimes, he would act as if he was already a manager, making other team members uncomfortable. He had a lot of qualities that would make him a great manager, so as the team lead, I had a conversation with him about his actions and how he could improve.
After that, when delegating, I tried to make sure he got tasks that would help him demonstrate his ability to be a leader. In about six months, we needed another team, and I was able to recommend him to be the team lead.”
What is one of your best ideas and how was it implemented?
This Lominger behavioral interview question requires you to demonstrate your professional creativity. When developing an answer, you can mention small suggestions, like changing a part of a process to make it more efficient to company-wide changes.
Example: “At my current position, I developed this idea for a Tuesday service project. Our company wanted to do more philanthropic work, even dedicating work hours for employees to be able to get involved. We worked with a non-profit organization that needed more service during working hours, so it worked out well. Every other Tuesday, we went out into our community, helping to serve others and creating beautiful spaces for them. Not only has it boosted morale in our company but also our community.“
The Lominger interview process is one piece of a larger program referred to as the Leadership Architect Suite, which is designed to help businesses run more smoothly, according to Eriksson Associates. The program was created by two professionals with experience in talent management and leadership. Dr. Michael M. Lombardo and Dr. Robert W. Eichinger took parts of their last names to give the program its name – “Lom” from Lombardo and “inger” from Eichinger.
Candidates who reveal a strong need to complete one task before moving on to another may end up derailing a project or their own careers, according to Lominger research. Risk takers, workers willing to experiment with new ideas and those who can act without knowing the whole picture, on the other hand, tend to be high performers.
While interviewers ideally want to hire employees strong in the characteristics Lominger competencies test researchers identified as positive traits, those same competencies can be learned and strengthened through various experiences. It’s during the initial interview when recruiters bring up the kinds of experiences the candidates have had that the core competencies are revealed.
Interviewers trained in the Lominger interview model look for positive themes from the stories and examples they are given by job candidates. For example, flexibility and adaptability are positive traits that could be revealed in an answer. On the other hand, inflexibility and an inability to change direction when it’s called for are negative qualities that also may be revealed.
Questions posed during the interview require candidates to talk about a time when they overcame an obstacle or worked well in a certain situation. They are open ended and request a story or an example that will illustrate certain abilities. Interview questions call for candidates to talk about actions they took and to explain why they acted in a specific manner.
Similar to 140 competency based interview questions
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FAQ
How do you answer a lominger interview question?
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STAR stands for:
- Situation: Describe a challenge you faced.
- Task: Explain your role in the situation.
- Action: Detail the steps you took to overcome the challenge.
- Result: Explain what happened as a result of your actions.
What questions are asked in a competency based interview?
- Describe a situation in which you led a team.
- Give an example of a time you handled conflict in the workplace.
- How do you maintain good working relationships with your colleagues?
- Tell me about a big decision you’ve made recently. …
- What has been your biggest achievement to date?
What are lominger competencies?
