Competency-based interviewing is a widely-used, evidence-focused interview technique. Here is what it is, how it works, and where it fits in assessing senior leaders.
What it is
Competency-based interviewing (also called behavioural interviewing) assesses candidates against the specific competencies a role requires by asking for real examples of how they have demonstrated those competencies in the past — 'Tell me about a time you…'. It rests on the principle that past behaviour is generally the best predictor of future behaviour, so evidence of what a candidate has actually done is more telling than opinions or hypotheticals. It brings evidence and structure to interviewing, focused on the capabilities that matter for the role.
How it works
In practice, the interviewer defines the key competencies for the role, then asks each candidate for specific past examples demonstrating them, probing for detail: the situation, what the candidate actually did (their specific role), and the outcome. This consistent, evidence-based questioning across candidates makes it a structured technique, assessing everyone against the same competencies with real evidence. Done well, it produces comparable, grounded information about candidates' actual capabilities.
Its value and limits
Competency-based interviewing is valuable — it grounds assessment in real evidence, brings structure and consistency, and focuses on the competencies that matter. But it has limits: it can feel formulaic if applied rigidly, candidates can rehearse examples, and it does not capture everything about a leader (such as chemistry, potential, or strategic thinking) on its own. Its value depends on rigorous probing beneath the examples and on combining it with other assessment. Used as one strong technique among several, rather than the whole, it works best.
Where it fits in senior assessment
For senior leaders, competency-based interviewing is a useful component of a rigorous assessment — providing structured evidence of relevant capabilities — alongside deeper exploration of leadership, motivation, fit, and potential, and thorough referencing. The best assessment uses competency-based questioning within a broader, judgement-led process, getting the benefit of its evidence and structure while not relying on it alone. A good search partner applies it skilfully as part of the whole.
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Explore Leadership Assessment →Frequently asked questions
What is competency-based interviewing?
An interview technique that assesses candidates by asking for specific, real examples of past behaviour against the competencies a role requires — on the principle that past behaviour is the best predictor of future performance. It brings evidence and structure to interviewing.
Is competency-based interviewing enough on its own?
No — it's a valuable technique but has limits (it can feel formulaic, candidates can rehearse examples, and it doesn't capture everything like chemistry or potential). It works best as one strong component of a broader, judgement-led assessment, applied with rigorous probing.
Related: Structured vs Unstructured Interviews · Questions to Ask in an Executive Interview · How to Assess Leadership Potential
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