1. NURSING STANDARD january 27 :: vol 30 no 22 :: 2016 63
Careers If you would like to contribute to our careers section email the
commissioning editor at thelma.agnew@rcni.com or @ThelmaAgnew
Preparation for any interview
can be a daunting process, even
more so when you are told the
format will be ‘competency-
based’. However, there are
strategies which can help you
prepare, feel confident and calm,
and ultimately achieve
a successful outcome.
Competency-based, or
behavioural interviews, are
increasingly being used by
employers to assess if you have
the necessary skills, behaviour
and overall aptitude a role requires.
Instead of simply enquiring
about what qualifications or
experience you have, questions will
be designed to determine what
qualities you have and how you will
adapt to common, work situations.
You will be asked to give
real-life examples which clearly
demonstrate your input and the
impact you made.
Positive emotions
First,takethetimetocongratulate
yourselfonsecuringaninterview
andthinkaboutwhatinitially
attractedyoutotherole,such
asanewclinicalarea,more
responsibility,ahigherbandormore
flexibilityinhours.Tappinginto,
andremindingyourselfof,positive
emotionscanhelpbalanceoutany
thoughtsofself-doubt.
Next,youneedtounderstand
whatyourpotentialfutureemployer
willexpectfromyou.Thequestions
youwillbeaskedwillfocusonhow
adaptableyouaretotheroleand
whatqualitiesyouwillbring.
Start by researching the clinical
area or organisation and then
identify the skills and qualities
outlined in the job description.
Non-NHS roles may state
competencies required for the
role, but most NHS posts will list
essential and desirable knowledge,
skills, experience and qualities in
the person specification.
Duringyourinterview,questions
willbebasedonskillsandqualities
outlinedinthepersonspecification.
Youwillbeexpectedtoanswer
bydrawingonyourprevious
experience.Thekeytoasuccessful
competency-basedinterviewisto
havepre-preparedexamplesthat
youcanadaptontheday.
For example, you may be asked
to tell the interviewers about a time
you had to adapt priorities midway
through a shift, or describe a
situation where you had to delegate
to another member of staff.
One way to do this is to think
back to the times when you have
successfully displayed these
qualities. Although the focus will
be on your working life, you can
bring in examples from voluntary
work, committees or teamwork.
The main criteria is to display the
essential skills for the post.
STAR approach
Once you have identified situations,
try building your answers using the
STAR approach (Situation, Task,
Action, Result).
Situation: identify the
situation where you displayed
competencies (skills, qualities),
and give brief context.
Task: concisely describe
the tasks.
Action: describe what you did,
how you did it and why you did
it. This is your chance to sell
yourself so, even though you
may have been part of a team,
talk about your role.
Result: explain the impact of
your involvement. Say what
you learned from the situation
and how you would adapt this
to the role for which you are
being interviewed.
If you have two or three examples
for each of the main skills, you
should have enough material to be
confident about the questions.
On the day of the interview,
take time to think about why you
want the job, and reflect on the
preparation you have done. During
the interview, listen carefully to
the questions and take a minute
to construct your STAR-based
answer. Talk slowly and clearly,
and make sure you demonstrate
your input NS
PREPARE TO IMPRESS
Employers are asking job applicants to demonstrate their skills and aptitude.
Mandy Day-Calder explains how to shine in a competency-based interview
Mandy Day-Calder is a nurse
and freelance writer
STOCKBYTE
THE MAIN CRITERIA IS TO DISPLAY
THE VITAL SKILLS FOR THE POST