From Gut Feel to Great Hires. Top Tips for Competency-Based Interviews

7 Top Tips for Competency-Based Interviews

At Vanilla Recruitment, we know that hiring the right person isn’t just about ticking boxes, it’s about understanding how someone behaves, thinks, and solves problems. That’s why competency-based interviewing (CBI) is such a powerful tool. In our recent HRHuddle webinar, we were joined by Angela Cripps from The Recruiting Gym, who shared her expert insights on how to move from “gut feel” to structured, evidence-based hiring.

Here are seven top tips to help you get the most out of your competency-based interviews:

1. Start with a Clear Framework

Before you even write the job advert, revisit the job description and person specification. Identify the essential and desirable competencies for the role. These might include communication, teamwork, problem-solving, adaptability, or customer focus. Angela reminded us that outdated job specs can lead to irrelevant applications and missed opportunities.

2. Ask the Right Questions

Competency questions should be specific, behavioural and scenario based. Avoid vague or abstract questions like “Where do you see yourself in five years?” Instead, try:

• Communication: “Tell me about a time you had to explain a complex idea to someone unfamiliar with the topic.”
• Teamwork: “Describe a situation where you had to work with someone whose style clashed with yours.”
• Problem-solving: “You’re faced with a tight deadline and limited resources. How would you approach it?”
• Adaptability: “Share an example of when you had to quickly adjust to a major change at work.”

Angela also recommends probing beyond the first answer, it’s often the second or third response that reveals true capability.

3. Use a Scoring System

Introduce a simple scoring framework (e.g. 1–5 scale) to evaluate each competency. Define what “acceptable,” “above average,” and “exceptional” look like. This helps reduce bias and ensures consistency across interviews. As Angela said, scoring immediately after each interview prevents the “contrast effect”, where one candidate looks better simply because others were weaker.

4. Coach Your Hiring Managers

Many managers fall into common traps: asking leading questions, skipping follow-ups or relying on intuition. HR can support by:

• Providing interview guides and question banks
• Training on the STAR method (Situation, Task, Action, Result)
• Shadowing interviews and offering feedback
• Encouraging consistency and structure

Angela shared that even global brands like Bupa and William Grant are investing in training their hiring managers, and it’s paying off with better hires and employee retention rates.

5. Make Interviews Inclusive

Supporting neurodivergent candidates is more than just good practice, it’s essential. Beyond sharing questions in advance, consider:

• Offering extra processing time
• Avoiding jargon or company-specific acronyms
• Allowing alternative formats for responses (written, visual, etc.)
• Asking candidates if they need adjustments during the booking process

Angela noted that giving candidates time to think, even just 10–15 seconds, can lead to far more insightful answers.

6. Flip the Interview Order

Many companies now conduct technical interviews before cultural fit. This ensures candidates are assessed on capability first, reducing wasted time and improving the candidate experience. Angela highlighted that this approach helps manage expectations and avoids disappointment later in the process.

7. Create a Positive Candidate Experience

Every touchpoint matters, from application to onboarding. Communicate clearly, manage expectations, and always provide feedback. Angela recommends using the BOOST model:

• Balanced (two positives, two development areas)
• Objective
• Observed
• Specific
• Timely

Even unsuccessful candidates should leave with a positive impression, they might be perfect for a future role or refer others.

Final Thoughts

Competency-based interviewing isn’t just about better hires, it’s about building trust, reducing bias and showcasing your company’s values. If you’d like help designing a framework, training your team, or creating inclusive interview processes, contact Eloise at Vanilla Recruitment on [email protected]

 

We recruit throughout the East Midlands covering Leicestershire, Northamptonshire, Rutland and the surrounding areas, especially Market Harborough, Lutterworth, Leicester, Corby and Kettering. We help people find their perfect job and match suitable job seekers with businesses looking to hire the best candidates across our four specialisms – Marketing, Accountancy & Finance, HR and Office.