Have you just received an invitation to a competency-based interview? Congratulations—this format is one of the most reliable predictors of on-the-job success, and with the right preparation you can shine. Below you’ll find everything you need to understand, practise, and master before the big day.
What Is a Competency-Based Interview?
Employers use competency-based (or behavioural) interviews to gauge how you’ve handled real-world situations and whether you can repeat that success in their organisation. Each question targets a core skill—teamwork, leadership, problem-solving, communication, resilience, and more—directly linked to daily tasks in the role.
Why the STAR Technique Still Works
A winning answer must be concise, structured, and results-oriented. Recruiters consistently recommend the STAR technique because it ticks every box:
| STAR Step | What to Cover |
|---|---|
| S – Situation | Set the scene. What challenge or context were you facing? |
| T – Task | Explain your responsibility or goal. |
| A – Action | Describe the specific steps you took. |
| R – Result | Quantify the outcome and lessons learned. |
Quick Tip: Keep each STAR element to two or three sentences to maintain momentum.
Sample Answer Using STAR
Question: “Tell me about a time you introduced a new way to solve a persistent problem.”
- Situation: “When I joined XYZ Ltd. as Supply Chain Manager, stakeholders lacked confidence in inventory accuracy, leading to costly stock-outs.”
- Task: “My goal was to rebuild trust and position the supply-chain team as the organisation’s inventory experts.”
- Action: “I interviewed every department head, gathered their pain points, and created a KPI dashboard updated in monthly meetings.”
- Result: “The company saw a 20 % decrease in stock-outs and generated an extra ₦300 million in sales, all while reducing working capital.”
Common Competency-Based Interview Questions by Category
Below is a curated list drawn from decades of recruitment insights. Use it as a practice checklist.
1. Individual Competencies
(decisiveness, integrity, accountability, initiative)
- “Describe a time your idea or work was challenged.”
- “Share an instance when you missed a deadline—what did you learn?”
- “How do you plan and manage solo projects?”
2. Managerial Competencies
(leadership, delegation, motivation, strategic thinking)
- “Give an example of leading a team to meet a tough target.”
- “How do you keep team morale high during change?”
- “Describe your management style and its impact.”
3. Analytical Competencies
(problem-solving, data interpretation, decision-making)
- “Walk me through how you uncovered a new solution to an old problem.”
- “Tell me about a difficult decision and how you reached it.”
- “Outline your framework for tackling complex issues.”
4. Interpersonal Competencies
(communication, collaboration, conflict resolution)
- “Explain a situation where you united people behind a common goal.”
- “Describe a time you adjusted your communication style for a client.”
- “How did you resolve a conflict with a colleague or customer?”
5. Motivational Competencies
(drive, resilience, goal orientation)
- “What does success look like in your role?”
- “When have you worked hardest and felt most accomplished?”
- “Tell me about achieving a challenging target.”
Pro Interview Prep Checklist
- Identify your top 6–8 competencies related to the job description.
- Craft STAR stories for each—add figures, percentages, or awards.
- Practise aloud to ensure clarity and confidence.
- Vary your examples (work, volunteer, academic projects) to show depth.
- Stay authentic—honest stories resonate more than rehearsed clichés.
Final Thoughts
Competency-based interviews aren’t traps; they’re opportunities to showcase your best professional moments. By weaving keyword-rich, results-focused STAR stories into every answer, you demonstrate your value and boost your chances of landing that dream role. Start preparing today, and turn each question into proof of why you belong on the team. Good luck!