Blog Revision (Feb 12):
After completing a full day interview at Microsoft (MSN Redmond, Wa.), I found the use of these Competency (aka behavioral) interviews to be incredibly excessive. In the mix of questions that an interviewer can leverage, if used properly, this type of questioning can be important, in moderation. I find it important to see how well a prospect can think on his/her feet, gauge their body language, and handle the stress of a "think on your feet" line of questioning.

At Microsoft, every manager & executive (10) all spent 90% of their time with me utilizing Competency questions. Thankfully no one asked me about my deep desire to be a poisonous killer snake (smile). I was left wondering just how much insight they could ascertain, especially when some questions were asked repeatedly by different managers. The other negative outcome, by the time I met the last person – the top executive in this group, my poor brain was fried (and I was intensely hungry – another topic, interview lunches). She hit me with the classic: “Explain to me two things that others see as positive and negative from the perspective of a Peer, A client and a Manager.” Folks, that is '6' positives and '6' negatives. At this point, I nearly surrendered to my intense hunger and brain melt down.

It was disappointing, because their coordinate use of this type of interviewing left little time for what I believe is more valuable - a good strong business discussion. I was well prepared to have strategic and tactical level discussions regarding the MSN search strategy (you can read my thoughts on this at my other blog; Think-ebiz).

However as the interviewee, we do not have much of a choice on how a company wishes to conduct their interview, so you should be aware of this style and approach. In these types of interview situations, my best advice is to simply relax and let your answers flow (it's impossible to study for a competency interview). After each question is given, take a moment to reflect; use the age old delay tactic “Very interesting question..”. Then proceed to slowly provide a short overview of the problem and your approach or solution.

However, prepare yourself to shift the playing field when an opportunity presents itself. The few times I was successful at shifting the interview agenda, it led to very interesting and meaningful conversations. That is until they themselves found a break and reverted back to another competency question (I kid you not!). They actually attend training classes on this type of interviewing.

So read my initial thoughts below, written as I was prepared for the MSN interview. But keep in mind; especially if you are a hiring manager that this approach may not give you the information you need to find someone that is going to help you in your business today. IMHO   Stephen

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Original Article:

I have a confession, and it should come as good news to you, the readers. I am in a voluntary job search, having determined that it was time to move on. Unlike my last career transition, I am well prepared and in fact, doing great.

I will chronicle in detail my latest journey and the incredible lessons, so please stay tuned. At this moment (besides writing this blog entry) I am preparing for one of the most important interviews in many years. I cannot say with whom, except that this is my 4th and final round - and to get there - must fly to the other side of the country. Their interview approach, as prescribed on their website and in conversations, is what is called "Competency Based". This is actually a very effective interview strategy, one that allows the interviewer to get a clear picture of your ability to think, demonstrate relevant skills and communicate in a clear manner. There are often no right/wrong answers - just simply your manner of approaching the question, thinking through the question and responding.

What's a typical competency question?   

Please describe a time when you had to respond to a situation with a key customer that was disappointed with a recent service call? 

 

Please discuss a time when you had to make a difficult and unpopular decision?

 

Give me an example when you failed at a task, and what you learned from this experience.

Click here for a list of other sample competency questions.

How should you respond to these types of questions? Think PAR for resume - use STAR. STAR stands for Situation, Task, and Approach & Results. In other words, frame up the situation, what your task was, your approach to the problem and the outcome. I recommended reading this website for details on STAR. 

A few quick suggestions for a successful compentency based interview:

• Take a moment to think through your response.
• Answer the question in the first person: "I handled this situation by..."
• Do not be concerned if the outcome was negative; if you can express how you learned from this situation. Remember, learning comes often from failure.
• Speak slowly, confidently and keep good eye contact and strong body language.

Your blogger will be providing further updates and advice as I proceed through this journey. I hope that my latest venture through the transition zone will be beneficial to you in your travels!