This Competency Based Interview document can be used by a company during the
hiring process of potential employees. This template provides an array of tools an
employer can use to accurately assess a potential employee's qualification for a
particular position. It includes definitions of tasks of the vacant position, the
qualifications desired, professional experience, and experimental work scenarios. This
template can be modified by the user to fit the needs of a specific industry. This
document should be used by small businesses or other entities that want a thorough
and accurate depiction of the skills and qualities a potential employee possesses.
How to prepare the Competency Based Interview:
1. Step: Define the main tasks of the vacant position.
2. Step: Then try to find the underlying competencies needed to perfectly fulfil the tasks.
3. Step: Generate more general criteria that summarize those main competencies. The criteria will be
matched with corresponding questions and a rated spectrum of possible answers.
Note! You do not necessarily need to find one criteria to be checked for each task or competency.
Try to filter out 3 or max. 5 criteria to be checked.
In order to cope with task … candidate needs to be… competency to be checked:
Please write down here the competences you want to use as a competitive framework:
1. ____________________
2. ____________________
3. ____________________
(4.) ____________________
(5.) ____________________
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Next step:
For each of these key competences, the expected level of expertise must be defined.
Absolute prerequisites like level of education, salary will be checked separately (See page: “Minimum
criteria”).
Professional Experience - EXAMPLE -
Minimum criteria
Please tell us about your education and the steps in your career.
Put a focus on the aspects that qualify you for the position in our company.
Questions about minimum criteria (techniques, materials, industrial sectors…)
1 2 3 4 5 6 7 8 9
Doesn’t reach expectations Fulfills expectations Exceeds expectations
Holds no degree degree X Holds several degrees
job starter prof experience 5 years time of study x years
tier 2 experience (work or study) work experience abroad
native language not E or G Automotive experience OEM experience
age 35 Managed at least team of 5
some kind or project mgt
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Competency X Definition of competency
Retrospective question
Situation Action Result
Open questions
Situative questions
Retrospective question
Situation Action Result
1 2 3 4 5 6 7 8 9
Doesn’t reach expectations Fulfills expectations Exceeds expectations
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Evaluation Form
Position Candidate Date of interview
Location Age / date of birth Planned start date
Interviewer (HR) 1. Co-Interviewer 2. Co-Interviewer
Please transfe