If you’re preparing for an interview for a new recruitment role, chances are you’ll encounter competency-based questions. These questions are designed to dig deep into how you approach challenges, work with others, and deliver results—basically, they’re meant to assess how well you match the skills required for the role.
So, how do you ace them? Let’s break it down!
What are competency-based questions?
Competency-based interview questions are all about showing the interviewer that you’ve got the skills and behaviours needed to thrive in the job. Recruiters often focus on competencies like communication, problem-solving, teamwork, and decision-making. These questions are different from the “Tell me about yourself” type—they focus on specific scenarios where you’ve demonstrated a key skill.
Why are they important in recruitment?
Recruitment is all about relationships, influencing others, and managing tricky situations. Your interviewers want to see that you can navigate these challenges with ease. Think of these questions as your opportunity to shine and prove that you’ve got the experience and mindset to succeed.
The STAR technique—your best friend
The best way to tackle competency-based questions is by using the STAR technique. This is a structured method that keeps your answers clear, concise, and focused.
- Situation: Set the scene.
- Task: What was your role?
- Action: What did you do? (This is the big one!)
- Result: What was the outcome?
Let’s look at a few common competencies you might be asked about and how to answer them.
1. Communication skills
“Tell me about a time when you had to communicate difficult information to a client or candidate.”
How to answer: Recruiters live and breathe communication. Think of a time when you had to navigate a tricky conversation—maybe delivering tough feedback or explaining a complex situation. Use the STAR technique to outline how you approached the conversation with empathy and professionalism, and highlight the positive outcome, even if the initial news wasn’t good.
2. Teamwork
“Give me an example of when you worked as part of a team to achieve a common goal.”
How to answer: Recruitment roles often involve working closely with hiring managers, candidates, and other recruiters. Highlight a project where you collaborated with others, maybe to fill a difficult role or meet a challenging deadline. Focus on how you contributed, supported others, and what the team achieved together.
3. Problem-solving
“Describe a situation where you faced a major challenge and how you overcame it.”
How to answer: In recruitment, challenges are part of the job—whether it’s a candidate dropping out last minute or a client changing their requirements. Pick a time when you had to think on your feet. Break down the steps you took to solve the issue, and don’t forget to mention what you learned from the experience.
4. Resilience
“Tell me about a time when you had to deal with rejection or failure.”
How to Answer: We all know recruitment can be tough, with plenty of knockbacks along the way. Maybe you lost a big client or a candidate rejected a fantastic offer. The key here is to show how you bounced back, stayed motivated, and kept pushing forward. Employers love resilience!
5. Organisation and time management
“Describe a time when you had to manage multiple deadlines or competing priorities.”
How to answer: Recruiters often juggle multiple roles, candidates, and clients at once. Use an example where you successfully managed your workload—prioritising tasks, staying organised, and delivering results under pressure. Bonus points if you can demonstrate how your time management positively impacted the business or client relationship.
Top tips for competency-based interviews
- Be specific: Don’t talk in generalities. The more detail, the better!
- Keep it positive: Even if the situation wasn’t ideal, focus on the solutions and what you learned.
- Practise: Go through potential questions before the interview. Think about your best examples for each competency.
- Show self-awareness: Don’t be afraid to talk about challenges or mistakes. Employers value candidates who can reflect and grow from experience.
Final thoughts
Competency-based questions might seem intimidating at first, but they’re actually a great way to showcase your skills and experience. By using the STAR technique and preparing examples that highlight your strengths as a recruiter, you’ll be able to tackle any question with confidence.
Remember, interviews aren’t just about proving that you can do the job—they’re about showing how you can do it well. So, take a deep breath, reflect on your experiences, and get ready to nail that interview!
Looking for a new recruitment role? Get in touch! hello@harrisonsands.co.uk | 0113 487 2161
Or, you can request a callback HERE.
