Sandy Gibbs is Tribe's people, culture & capability lead. Here she explains behavioural and competency-based interviewing.
● There are skill-based questions – focus on technical skills and learned capability
The interviewer will need to see evidence of your experience and examples of work performed with outcomes.
● There are behavioural-based questions – focus on attitude, judgement and approach
The interviewer will want to see how you manage situations of difficulty, conflict, pressure and stress, tight
deadlines and accuracy etc.
Behavioural interviewing is based on three major components that have been proven by research and practical
experience to support more accurate hiring decisions.
Three key points:
● Past behaviour is an accurate predictor of future behaviour
● The STAR concept – demonstrating the what, why and result
● Probing e.g. applying effective interviewing skills to achieve the strongest predictive validity
As a candidate, you can prepare for this. Let’s specifically look at what the STAR approach is:
● Situation or task
Every behavioural example should contain information that lets the interviewer know why an action
took place and what had occurred to warrant your action.
Actions are what you did
A result is the outcome of actions – the evidence of your actions
A compelling and well-structured interview response should not include
● Feelings and opinions
● Theoretical or future-oriented statements
● Vague statements