How do you get the most out of a job interview?

You know the drill: a candidate seems perfect on paper, but after a month in the job, it turns out they don't quite fit into the team after all. It feels like you've drawn a card blind and hope it's the ace. But recruitment is not a guessing game. Competency-based interviewing helps you find the real star performers AND understand how they perform under pressure.

What is a competency-based interview?

Competency-based interviewing is all about discovering a candidate's true strengths. Instead of superficial questions like "what are your strengths?" you go deeper into specific situations. It's like asking not only what instruments a musician can play, but also how they rock a live concert.

Suppose you're looking for a project manager. You want to know not only if they have experience with deadlines, but how they handle a client who last-minute changes the entire plan. How do they react under pressure? What steps do they take?

Why does this approach work better?

1. Deep insights: You learn not only what a candidate did, but also how they did it.
2. Better predictions: Behavioral questions give you an insight into how someone performs in the future.
3. Less bias: Structure and a clear assessment matrix make your evaluation more fair and objective.

Competency-based interviewing is like taking a test drive of a car: you not only test the outside, but also how smoothly the engine runs.

How do you tackle it?

Step 1: Identify key competencies
Start by asking: what does the star performer in this position really need? Consider:

• Teamwork: Can they work together harmoniously?
• Problem solving skills: How do they tackle unexpected challenges?
• Communication: Can they communicate ideas clearly and persuasively?

Step 2: Ask targeted questions
Use the STAR method (Situation, Task, Action, Result). Don't ask, "How do you handle stress?" But, "Can you give an example of a stressful situation and how you resolved it?"

Step 3: Create a relaxed atmosphere
A good job application is not a cross-examination. Make sure candidates are comfortable so they can answer honestly and openly.

Step 4: Evaluate Structured
Use an assessment matrix to score each candidate on key competencies. It prevents you from making choices based on feelings and helps you remain objective.

Tips for success

• Listen actively: Question further where necessary, but above all, let the candidate speak.
• Stay consistent: Ask the same questions to all candidates to ensure fairness.
• Question by: If answers remain vague, dig deeper. For example, "What was your specific role in that success?"

Conclusion: more control, better results

Competency-based interviewing is not a trick, but a mindset. It helps you choose not only the best candidate, but also the one who really fits your team and organization. It's like making a good dish: with the right ingredients and a little attention, you get a result that everyone enjoys.

Wondering how you can use this technique to hire the right people? Contact us - we are happy to share our tips and tools.

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