[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-391216-105":3,"detail-sidebar-cat-0-en-105":85,"doc-detail-391216-en":135},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":78,"head_meta":80,"extra_data":82,"updated_unix":84},105,"en","competency-based-interviewing-a-guide","Competency Based Interviewing - A Guide","","Competency Based Interviewing (CBI) uses targeted competency questions to assess whether an applicant matches job requirements, replacing random open questioning with a structured, systematic approach. The guide explains how interviewers build lists of questions for each required competency, how probing may be used, and why the method standardizes evaluation to reduce personal bias. It also provides background from mid-1980s competency frameworks, outlines core and role categories of competencies, and covers UK Civil Service Success Profiles behaviors.",{"@graph":14,"@context":77},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/exam/","Exam",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/competency-based-interviewing-a-guide/391216/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/competency-based-interviewing-a-guide/391216.png","ImageObject",300,407,{"name":42,"@type":43},"Jordan Avery","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-30","2026-09-25",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",18,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69,73],{"name":60,"@type":61,"acceptedAnswer":62},"What is Competency Based Interviewing (CBI)?","Question",{"text":63,"@type":64},"CBI uses specifically targeted competency questions to discover whether an applicant matches the position requirements. Questions are designed to elicit how you behaved in specific situations.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How do employers prepare for a CBI?",{"text":68,"@type":64},"Interviewers build a list of questions for each required competency. Some interviews ask one question per competency, while others use multiple questions with additional probing.",{"name":70,"@type":61,"acceptedAnswer":71},"Why do competency based interviews claim to be fairer than traditional interviews?",{"text":72,"@type":64},"The approach standardizes the process and focuses on actual job capabilities rather than an individual interviewer’s potentially biased gut feeling.",{"name":74,"@type":61,"acceptedAnswer":75},"What are Civil Service Success Profiles behaviours mentioned in the guide?",{"text":76,"@type":64},"The guide lists nine core behaviours, including Changing and Improving, Communicating and Influencing, Delivering at Pace, Developing Self and Others, Leadership, and Working Together.","https://schema.org",{"og:url":32,"og:type":79,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":81,"canonical":32},"index,follow",{"doc_id":83,"site_id":7},391216,1790377052,{"code":4,"msg":86,"data":87},"success",[88,92,96,99,104,109,114,119,124,127,131],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":89,"show_sort_weight":90,"slug":91},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":93,"show_sort_weight":94,"slug":95},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":97,"slug":98},70,"exam",{"id":100,"doc_module":4,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},5,"Comic",60,"comic",{"id":105,"doc_module":4,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},6,"Technology",50,"technology",{"id":110,"doc_module":4,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},7,"Healthcare",40,"healthcare",{"id":115,"doc_module":4,"doc_module_name":25,"category_name":116,"show_sort_weight":117,"slug":118},8,"Research & Report",30,"research-report",{"id":120,"doc_module":4,"doc_module_name":25,"category_name":121,"show_sort_weight":122,"slug":123},9,"Religion & Spirituality",20,"religion-spirituality",{"id":122,"doc_module":4,"doc_module_name":25,"category_name":125,"show_sort_weight":122,"slug":126},"World Cup","world-cup",{"id":128,"doc_module":4,"doc_module_name":25,"category_name":129,"show_sort_weight":128,"slug":130},10,"Lifestyle","lifestyle",{"id":132,"doc_module":4,"doc_module_name":25,"category_name":133,"show_sort_weight":100,"slug":134},19,"General","general",{"code":4,"msg":86,"data":136},{"doc_id":83,"user_id":137,"nickname":42,"user_avatar":138,"doc_module":4,"category_id":33,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":139,"file_id":140,"file_url":141,"file_type":142,"file_size":143,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":144,"language":145,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":146,"faqs":147,"seo_title":148,"seo_description":12,"update_tm":149,"read_time":112,"preview_page_count":26,"preview_urls":150},1099523882367,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","Publishers Note  \nApart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act, this publication may only be reproduced, stored or transmitted, in any form or by any means, with the prior permission in writing from the publishers, or in the case of reprographic reproduction in accordance with the terms of licences issued by the Copyright Licensing Agency. Enquiries concerning reproduction outside those terms should be sent to the publishers.  \nAnson Reed Ltd,  \n167-169 Great Portland Street London  \nW1W 5PF  \n© Anson Reed Limited and [InterviewGold.com](InterviewGold.com)  \nThe publisher makes no representation, express or implied, with regard to accuracy of the information in this book and cannot accept any legal responsibility for any error oromissions that may be made.  \nCompetency Based Interviewing is now  \nwidely regarded as the most popular  \ntechnique for employers to use. In fact, the Chartered Institute of Personnel and Development (CIPD) recently reported that 78% of interviews are now Competency Based.  \nThey are reported to give more accurate hiring decisions however for many candidates they can be a real challenge. In this guide I provide you with advice along with some sample answers. Use these as a tool when formulating your answers with your own real-life examples.  \nThe Basics  \nCompetency based interviews (CBI) are sometimes called structural interviews, behaviour interviews, or evidence-based interviews. Whatever the terminology, the common aim is to use specifically targeted competency questions to discover whether or not an applicant matches the requirements of the position.  \nIn your competency based interview, the employer will explore particular skills, behaviours or competencies, as they are formally called. While traditional interviews involve random open questioning, these interviews are more systematic, with each question targeting a specific competency. The questions themselves are phrased in a very specific way designed to elicit how you behaved during a particular situation.  \nIn preparing for a CBI the interviewer will build a list of questions relating to each of the required competencies. In some interviews, you will be asked just one question per competency while others may explore using 2 or more questions per competency with additional probing questions.  \nThese will draw out the information necessary to establish whether a candidate will be likely to fulfil the needs of the job. This system concentrates on the actual capabilities of a job candidate rather than being open to the individual and possibly arbitrary opinion of a single interviewer who may have a personal bias based more on gut feeling than substantive fact.  \n“Competency Based Interviewing removes the risk of personal bias and makes the hiring process fairer.”  \nThe History  \nSince the mid 1980s competency frameworks have been recognised as extremely important  \nin the context of staff recruitment. The competency framework sets out the specific skills required for adequate and effective performance in a job.  \nThe use of competencies was seen as a way to standardise the measurement of performance and to help with training and improving the skills of existing staff in an organisation, and then became even more important as an aid to staff recruitment.  \nThe benefits include a more accurate selection of candidates, and abetter performing workforce. Competency based interviewing helps  \nto standardise the process and remove personal bias from the more traditional type of interview process.  \nCompetencies Explained  \nPut simply, competencies are the skills, knowledge and behaviours needed to deliver a successful performance in a job. There can be anything from six core competencies and upwards required in most roles and these will be detailed in the employer’s Competency Framework. Competencies are often categorised as follows * :  \n\n| ","cbCaiqm8Mfzqi3ff","https://ap.wps.com/l/cbCaiqm8Mfzqi3ff","pdf",723168,16,"English","# The Basics\n## Competencies Explained\n# The History\n# Competencies Explained\n## Civil Service Behaviours","[{\"question\":\"What is Competency Based Interviewing (CBI)?\",\"answer\":\"CBI uses specifically targeted competency questions to discover whether an applicant matches the position requirements. Questions are designed to elicit how you behaved in specific situations.\"},{\"question\":\"How do employers prepare for a CBI?\",\"answer\":\"Interviewers build a list of questions for each required competency. Some interviews ask one question per competency, while others use multiple questions with additional probing.\"},{\"question\":\"Why do competency based interviews claim to be fairer than traditional interviews?\",\"answer\":\"The approach standardizes the process and focuses on actual job capabilities rather than an individual interviewer’s potentially biased gut feeling.\"},{\"question\":\"What are Civil Service Success Profiles behaviours mentioned in the guide?\",\"answer\":\"The guide lists nine core behaviours, including Changing and Improving, Communicating and Influencing, Delivering at Pace, Developing Self and Others, Leadership, and Working Together.\"}]","Competency Based Interviewing - A Guide | PDF",1790350189,[151,155],{"page_no":22,"url":152,"width":153,"height":154},"https://res-academy.cache.wpscdn.com/upload/kdocshare/2026-11-08/749bc0240189fa2f766ec25580a561a4.webp",983,1390,{"page_no":26,"url":156,"width":157,"height":158},"https://res-academy.cache.wpscdn.com/upload/kdocshare/2026-11-08/189cbf29efcce40a3cb2897d34370fc5.webp",982,1388]