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This type of interview is also known as a structured, behavioural, or situational interview.  \nThey are commonly used when previous experience in an industry is not seen as essential. Some of the competencies employers are looking out for in this type of interview include teamwork, responsibility, communication skills, decision-making, leadership, problem-solving, organisational skills, and goal orientation.  \nThe interviewer is looking for practical examples of key competencies that can either be demonstrated from previous roles or throughout your life. The questions typically start with phrases like “Can you tell mea time when…” or “Give an example of when you…”. These types of questions can be challenging without preparation, so study the job description well and then plan some answers using the STAR technique.  \nContents  \n The STAR technique  \n Using STAR to answer common competency-based interview questions  \n\n|  Tell me about a time you supported a member of your team who was struggling? |  |\n| --- | --- |\n|  Give an example of a time you’ve had to improvise to achieve your goal |  |\n| | Give me an example of something you’ve tried in your job that hasn’t worked. How did you learn from it? |\n|  Tell me about a time you’ve worked to/missed a deadline |  |\n\n Contents [Reed.com](Reed.com)   \nThe STAR technique  \nThe STAR technique will help guide you into planning effective answers to a range of competency-based questions.  \nSTAR is an acronym standing for situation, task, action, result.  \nHere is how you can use each word to structure an answer:  \nSituation  \nSet the scene and give the interviewer some context about the situation you are about to describe. Cover where, when, how and why  \nTask                       \nOutline your part in the situation and what   \nyou needed to do.    \nAction               \nDescribe your thought process and steps you took to achieve     \nwhat was required. Be sure to highlight any challenges or moments where you needed to change your approach, while emphasising the skills your interviewer wants to hear about.  \nR  \nResult  \nYour story must have a happy/successful ending. The best endings will have a quantifiable impact on your organisation, such as making a large sale worth X amount of money.  \n Contents [Reed.com](Reed.com)   \nUsing STAR to answer common competency-based interview questions  \nWhile competency-based questions will vary depending on the role you are interviewing for, there are some which apply to most roles. Below is an outline of how to use theSTAR technique to create answers to these questions.  \nContents  \nTell me  \nabout a time  \nyou supported a member of your team who was struggling?  \nSituation  \nMy job comes with a fair amount of analysis on a day-to-day basis, which means I’m confident using software like Excel. One of my newer colleagues did not have much experience and was having a tough time with their reporting.  \n\n| Task\u003Cbr>Given my knowledge, I offered to help a few days after work to get him up to speed. |\n| --- |\n| Action\u003Cbr>I was able to show him a few Excel tips and tricks, as well as demonstrating the reporting format preferred by our company. |\n\nResult  \nNot only was my colleague now able to report with confidence in the future, but that set of results exceeded company expectations and KPIs, earning the entire team a bonus.  \n[Reed.com](Reed.com)     \nGive an  \nexample of a  \nSituation  \nMy previous company often hosted client conferences, which were an important revenue driver for the business. For each event we booked a master of ceremonies (MC) to introduce speakers and keep things entertaining. At a conference last year, to my horror, our scheduled MC came down with food poisoning the night before the event.  \nTask  \ntime you’ve had to improvise  \nto achieve yo","cbCaik5Ez6oXbPVz","https://ap.wps.com/l/cbCaik5Ez6oXbPVz","pdf",5560902,"English","# The STAR technique\n## What STAR stands for\n## How to structure your answer (Situation, Task, Action, Result)\n# Using STAR to answer common competency-based interview questions\n## Supporting a struggling team member\n## Improvising to achieve a goal\n## Learning from an approach that did not work\n## Working to meet deadlines","[{\"question\":\"What is a competency-based interview and what does it test?\",\"answer\":\"A competency-based interview is designed to test your competence. It is also known as a structured, behavioural, or situational interview.\"},{\"question\":\"How does the STAR technique structure an effective answer?\",\"answer\":\"STAR stands for situation, task, action, result. You describe the context, your responsibility, the steps and thought process, and end with a successful, ideally measurable outcome.\"},{\"question\":\"Why should you study the job description before a competency-based interview?\",\"answer\":\"Questions often ask for practical examples of key competencies. Studying the job description and planning STAR-based answers helps you prepare for likely question prompts.\"}]","Competency-based interviewing and the STAR technique - interview preparation | PDF",1790534332,18]