Competency-Based Interview
Last updated: June 30, 2026
Quick definition
A competency-based interview is a structured interview in which each question maps explicitly to a role-specific competency, and candidate answers are scored against a rubric that defines what behavioral evidence of each competency looks like at each score level.
How it works
The employer defines the competency model for the role (typically four to eight competencies: for example, analytical thinking, communication, leadership, and adaptability). Each competency has one to three interview questions and a BARS rubric. The interview scores each competency independently before aggregating to a recommendation. This structure makes the result a per-competency profile, not a single overall impression, which supports evidence-based hiring decisions and simplifies feedback delivery.
Why it matters
Competency-based interviews close the gap between job requirements and interview evidence. Traditional interviews often evaluate undefined qualities (presence, energy) that correlate with demographic traits more than job performance. When questions and rubrics are tied to defined competencies, the selection process becomes both more predictive and more equitable.
Related terms
- Structured Interview
- Candidate Scoring Rubric
- Full guide to competency-based interviews
- The STAR method