Competency-based questions are one of the most popular categories of interview questions, and not without good reason. They can reveal a lot about a candidate’s skills, past experiences, and mindset. These questions are especially common in graduate recruitment and early interviewing process. The best way to answer competency-based interview questions (aka C.B.I. questions) is to structure your answers using the S.T.A.R. technique (Situation, Task, Action, Result).
As you go through the article, you will discover what competency-based questions are and why recruiters ask them. You will also learn more about the S.T.A.R. technique and its proper use. The overall goal of this blog post is for you to become familiar with this type of question and learn how to give structured answers. Let’s begin!
Are You ACTION ORIENTED? Watch this video to find out.. With a real example for JOB INTERVIEWS.
‘A customer had purchased something from us that didn’t work as they’d hoped. They were unhappy with the product and expected more. I listened to the customer and asked them specific questions about their frustrations with the product. After listening, I apologized to the customer for their frustration and provided a refund immediately. They gladly accepted the refund. Because they were happy with our service and understanding, they used the refund to keep shopping in our store!’
A great example is Amazon, which famously has a principle of a “Bias for Action”. It means that you don’t just talk, you do.
Someone who is action-oriented is someone with an internal locus of control. They believe they can control what happens to them, meaning they will take action when opportunities arise.
This blog will explore what it means to be internally self-motivated (or action-oriented), then present a strategy for how to show you are action-oriented in an interview!
Organizations want people who are action-oriented because it means that those people will help them solve their problems. Many organizations are very upfront about seeking action-oriented people.
Sample Behavioral Interview Questions For Each Competency
Enjoys working hard; is action oriented and full of energy for the things he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others
Approachability
Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early “knower”, getting informal and incomplete information in time to do something about it.
Best practice formula for answering competency-based questions: S.T.A.R technique
The S.T.A.R technique is the most recommended to go with when you respond to such questions. This technique is easy to understand and implement naturally, just with practice. Breaking down the acronym we have:
Using these four components to shape your story, you can provide the interviewer with a focused and compelling answer about a previous work experience.
FAQ
How do you demonstrate that you are action-oriented?
- Set a Limited Timeline for Planning Before Acting Out. …
- Failure Shouldn’t Dishearten You. …
- Discipline Yourself. …
- Reward Yourself. …
- Being Curious and Impatient. …
- Picture Yourself to Be the Person You Want to Be.
What are action-oriented questions?
What are the most common competency based interview questions?
