Hiring the right people has never been more critical or more challenging than it is now. In this market, where traditional interview questions often fall short. Competency based interviews offer a more structured way to understand how candidates actually perform.
Overview:
- What is a competency based interview?
- Why competency based interviews matter
- Three types of competency based questions
- 10 competency based interview questions (and what they show)
- Why follow up questions are important
- Hiring smarter with competency based interviews
What is a Competency Based Interview?
A competency based interview is made to uncover how a candidate has behaved in real world situations. Instead of focusing on opinions or hypotheticals alone, it goes into past actions to predict future performance. For hiring, this approach gives you something far more valuable than surface level answers: evidence. You’re not just asking candidates what they think they would do, you’re asking what they did do.
In fast-moving industries like tech, digital, and IT (where Hexwired operates), that distinction matters. The ability to solve problems, collaborate under pressure, and adapt quickly often outweighs textbook knowledge.
Why Competency Based Interviews Matter
Traditional interviews tend to rely on instinct and the usual questions. The problem with that, however, is that they often lead to rehearsed answers and biased decisions.
Competency based interviews focus on:
- Real examples over hypotheticals
- Measurable impact instead of vague statements
- Consistency across candidates for fairer comparisons
For hiring managers, this means that hiring decisions are better, and candidates have a more level playing field.
Three Types of Competency Based Questions
In order to gain a holistic view of your candidate, a range of questioning styles should be used.
Behavioural questions
These questions focus on past experiences. It is based on the principle that past behaviour is the best predictor of future performance.
Example:
“Tell me about a time you had to deal with a high pressure situation at work.”
Key points to listen out for: Clear ownership, structured thinking, and tangible outcomes.
Situational questions
These explore how a candidate would respond to a scenario relevant to the role.
Example:
“How would you handle competing deadlines across multiple projects?”
Key points to listen out for: Clear ownership, structured thinking, and tangible outcomes.
Technical questions
These are questions that are specific to the role and are particularly important in tech and engineering roles.
Example:
“How would you diagnose and resolve a system wide performance issue?”
Key point to listen out for: Logical thinking, depth of knowledge, and clear explanation
10 Competency Based Interview Questions and What They Show
There are some practical, high impact questions that are designed to qualities that matter the most in modern teams.
Communication
- “Explain a complex concept to someone without your technical background.”
Candidates that are capable can simplify without losing accuracy and adapt to their audience.
2. “Describe a time you had to influence a decision.”
Look for emotional intelligence, stakeholder awareness, and thinking about an outcome.
Problem solving and innovation
3. “What’s a skill you’ve deliberately improved, and why?”
This shows self awareness, curiosity, and long term growth.
4. “Tell me about an idea you introduced that made a difference.”
Focus on initiative, execution, and measurable impact. Not just the idea itself.
Teamwork
5. “Describe working with someone whose approach clashed with yours.”
Look for adaptability, not avoidance
6. “Tell me about a time you supported a teammate under pressure.”
Look for awareness and genuine contribution, not overplaying their role.
Motivation
7. “What motivates you in your day to day work?”
This helps assess alignment with your team culture and pace
8. “Describe a time you took initiative without being asked.”
A good answer should include clear action and visible outcomes.
Adaptability
9. “Tell me about a time you had to quickly adjust to change.”
Look for a learning mindset and composure.
10. “How do you manage multiple priorities?”
The best candidates demonstrate prioritisation, not multitasking.
Why Follow Up Questions Are Important
As the first answer is rarely the full story, good interviewers go deeper into how candidates actually think and work.
Use prompts like:
- “What was the hardest part of that situation?”
- “What impact did your actions have?”
- “What would you do differently now?”
These follow up questions help to differentiate rehearsed answers from genuine experience.
Using the STAR Method to Evaluate Answers
Many strong responses naturally follow the STAR structure:
- Situation: Context of the scenario
- Task: What needed to be achieved
- Action: Steps taken
- Result: Outcome and impact
STAR acts as a checklist for hiring managers. If any part is missing, especially the result, you’re likely not getting the full picture.
Hiring Smarter with Competency Based Interviews
In competitive sectors like tech and digital, hiring isn’t just about skills, it’s about how those skills are applied under real conditions.
Competency based interviews help you to avoid guesswork. They give you consistent, evidence based insights into how someone thinks, communicates and delivers. That is ultimately what determines whether someone will succeed in your team, or struggle once they are in the role.
Competency based interviews aren’t just a trend, but they’re a practical change towards more effective hiring. By focusing on real experiences, you gain a clearer picture of how someone will perform in your team. That clarity can be the difference between a good hire and a great one, especially in fast paced industries.
About Hexwired Technology Recruitment
Hexwired recruitment is a top tech recruitment agency, providing tailored and cost-effective services for our clients, helping employers to hire skilled professionals in software engineering who are suited to the business needs quickly. Our technical consultants’ knowledge and understanding of the sector, alongside their experience in the tech industry, are one of the reasons we excel at finding you the right candidates in software.
We provide both contract and permanent solutions to the technology sector, covering areas such as Embedded Software, Electronics (FPGA, Digital Design, RF, IC Design), Software Test, Mechanical Design, C++ software engineer, Python, Golang, Machine Learning and Data Science, Technical Sales and Project management, and more. Need help hiring permanent/contract talent or looking for a new job? Contact us today.
