Applying for any job can be a daunting prospect, especially when it comes to preparing for the interview process. After all… this is your one and only opportunity to ensure that your future employer knows that you have the skills, knowledge and experience for the job that you are applying for.
And there are a whole host of different interview techniques that organisations use in order to find the perfect fit for their company.
We’ve created a helpful guide outlining some of the interview techniques that you should be aware of. So, if you are in the process of preparing for a big interview, you have certainly landed in the right place.
Competency based interviews
Competency based interviews are used by several organisations, across a diverse range of sectors.
Also known as structured or behavioural interviews, this interview method is far more systematic and structured than traditional interviews, which tend to be more free flowing and unscripted.
As part of a competency based interview, you will be asked questions, which relate directly to the core skills, experience and knowledge you need for the role you are applying for.
The answer you give is then matched against a pre-decided criteria, which provides the basis of how well you have performed on the day, and is a core component of the decision making process.
You will be tested against a range of different competencies which includes the following:
- Communications Skills
- Leadership
- Adaptability
- Teamwork
- Delegation
- Resilience
- Flexibility
- Motivational Competencies
- Interpersonal Skills
- Organisational Ability
- Problem-Solving
- Decision Making
Before your interview, it’s definitely worthwhile familiarising yourself with each competency and taking the time to think about the type of questions you will be asked in relation to the role you are applying for. And remember, the complexity of the questions will depend on the level of the role.
Answering competency based questions using the STAR Principle
Before you apply for any role, you should ensure that you always familiarise yourself with the job specification, as well as the core competencies and skills that your future employer is looking for.
This will allow you to identify difference situations where you have already demonstrated these skills in your previous job roles. But, if you are still struggling, you can use the STAR principle as an effective way to structure your answers.
The acronym STAR stands for:
- Situation – Describe a situation or problem that you encountered that will demonstrate how you have used the
competency the question is referring to. - Task – Describe the task and situation further by conveying your ideas of how you resolved the problem.
- Action – Give an in-depth explanation of the actions you took in relation the scenario that you are
discussing. You should focus on describing the actions you took, any challenges you faced and any obstacles you had to overcome. - Result – Now give a thorough explanation of the outcome achieved as a result of your actions.
The key to any successful interview is ensuring that you leave plenty of preparation time. Good luck!
For further advice regarding interview preparation and techniques or the job opportunities within the accountancy profession, please contact Justin Barber at Barber McLelland on 0114 279 2843 or email justin@bmrecruitment.co.uk