Competancy-based panel interview

[discophile]

Next week I have a "competency-based panel interview" for a job. The organisation has told me there will be three people on the panel (all specific to the job, eg not personnel). I believe a personnel person is meant to be present as well. This would be FOUR of them and ONE of me.

However, my question to the Mumsnet panel today is about competency-based interviews. As far as I'm concerned, one can guess what many of these questions will be in advance? Do you agree? Here are a few guesses...

1. Tell us about a time when you had to influence someone who you did not have line management over. Or, alternatively, tell me about a time when you had to influence someone who was senior to you.

2. Give an example of a time when you've had to work as a team.

3. Give an example of a time when you've overcome a problem.

Has anyone had one of these interviews recently? Did they ask you these questions? Did they ask you other questions? Any other advice?

Thanks!

It largely depends on the job. Do you have a copy of the job description and person specification? The questions will be based on the requirements in the person specification; on the skills, experience and attributes needed for the job in question.

Look at the information you have, and work out in your head examples of when you've demonstrated the qualities/experiences they'll be looking for. Think about what the situation was, what you had to do, what action you took and what result was achieved STAR.

Thanks flowery. Will try. Ironically it's a very basic admin job. However, with these types of interviews simple jobs can seem very complicated. Maybe it's just me.

I'll be running a competency based interview tomorrow actually.
The questions are all split out into sections, designed to show a specific quality. So I would suggest thinking of a number of examples for a selection of skills and apply those examples in whatever form the question takes.

For example, for my current role I'm looking for adaptability, planning & organising, technical knowledge and initiative and I'll ask 1 or 2 questions to get examples. We'll also look for motivational fit..i.e. will our role & company be a good fit for the the person.

When looking at the answer's we're supposed to look for STARs, that is examples that give a Situation/Task, Action and Result. Avoid saying 'we' and emphasis what role you had in the situation.

I've never been on the receiving end of one of these BTW...and I'm very gad of it!

We also run competency based interview. To prepare I would mentally run through all my recent jobs, just to freshen up the memories.
Many applicants use the same job for many of the answers. If you have a varied work experience, take advantage of that fact
Good luck!

There will be a time management / working to deadline one most likely .

I have one of these tomorrow! Really want the job, think I'm well prepared but always more you can do!