Breaking Down the 5 C’s: Competence

Competence refers to the ability to do something successfully or efficiently. It involves a combination of knowledge, skills, experience, and behavior. This combination enables a person to carry out tasks or roles to a defined standard. For example, a software engineer must be technically competent in coding. They also need skills in debugging and system design to perform their duties effectively.

As candidates interview, it is important for the candidate to show a high level of competence. This shows that they have the skills and knowledge for the job based on experience.

Competency-based interviews evaluates a candidate’s abilities and behaviors. They explore past experiences to predict future performance. This approach is used by employers using the STAR METHOD.

The STAR Method is a structured approach used for answering behavioral interview questions. It involves outlining a specific situation. This approach shows how one handled it. It helps candidates clearly show their competencies through real-life examples.

STAR stands for:

• S – Situation: Describe the context within which you performed a task or faced a challenge.
• T – Task: Explain the actual responsibility or goal you were working toward.
• A – Action: Detail the specific steps you took to tackle the task or challenge.
• R – Result: Share the outcome of your actions, ideally with measurable impact

Here is an example of a Customer Service Question for an IT Support Specialist: Give an example of how you handled a difficult user issue.

• Situation: A senior executive was unable to access critical files before a major presentation.
• Task: I needed to resolve the issue quickly and professionally.
• Action: I remotely accessed their device, diagnosed a permissions error, and restored access within minutes. I also provided a backup solution for future use.
• Result: The presentation went smoothly, and the executive praised the IT team for their responsiveness.

Preparing for a STAR Method interview requires reflecting on past experiences. One needs to organize them into clear and compelling stories. These stories should demonstrate competencies. Here’s a step-by-step guide to help one get ready:

1. Understand the STAR Framework (see above what STAR stands for)
2. Identify Key Competencies
   • Review the job description and highlight the skills and behaviors the employer is looking for.
   • Common ones include:
     • Problem-solving
     • Teamwork
     • Leadership
     • Adaptability
     • Initiative
     • Communication
3. Prepare Your Stories
   • Think of 5–7 strong examples from your work experience that demonstrate those competencies.
     • Successes
     • Challenges
     • Learning moments
     • Times you went above and beyond
4. Create a STAR outline for each one
   • Practice Your Delivery
   • Keep your answers concise (2–3 minutes).
   • Focus on your role and impact.
   • Avoid jargon unless it’s relevant to the role.
   • Practice aloud or with a friend, mentor, or coach.
5. Anticipate Common Questions
   • Prepare STAR responses for questions like:
     • Tell me about a time you made a mistake.
     • Describe a situation where you had to work under pressure.
     • Give an example of a time you led a project.

6. If a candidate is new to interviewing, like a college grad, it’s helpful to keep thoughts together. Using an EXCEL sheet during practice is a great suggestion! Please see below:

Interviewing can be scary for candidates; nonetheless, the one more prepares their confidence radiates. Practicing the STAR METHOD shows the candidate’s competence and professional maturity. Competence is developed through consistent effort. By choosing a skill to focus on and committing to learning something about it each day, one gradually builds skill. Applying what one learns through hands-on practice or real-world projects reinforces growth and accelerates mastery.