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Transitioning to Leadership: Steps to Prepare for Senior Supply Chain & Procurement Roles in Ireland

 

Transitioning to leadership roles in the sectors of supply chain and procurement in Ireland necessitates more than just domain expertise; it requires strategic preparation and skills development. This comprehensive guide focuses on essential areas such as enhancing core competencies, honing leadership skills, and building networks specifically tailored for the Irish market.

Introduction

Making the leap from a managerial or operational position to a leadership role in supply chain and procurement is a defining moment in one’s career. In the context of Ireland’s burgeoning market, this transition becomes even more significant. To succeed, it’s crucial to prepare holistically, focusing on the specialised skills and networks pertinent to Supply Chain Roles and Procurement Roles in Ireland.

Enhance Core Competencies for Roles in Ireland

Technical Skills

  • Data Analytics: Understand Ireland’s unique market trends through effective data analytics.
  • Inventory Management: Grasp the intricacies of stock control, particularly concerning import and export laws in Ireland.

Soft Skills

  • Communication: Clear and effective communication is indispensable when liaising with Irish and international stakeholders.
  • Time Management: Adapt to the fast-paced work environment commonly found in Supply Chain Jobs and Procurement Jobs in Ireland.

Acquire Leadership Skills Tailored for the Irish Market

Strategic Planning

  • Formulate strategies based on the specific needs and challenges of the supply chain and procurement sectors in Ireland.

Team Management

  • Irish workplace culture values a collaborative approach. Learn to manage a team that thrives on collective success.

Financial Acumen

  • Gain an understanding of Ireland’s tax laws and regulations to make informed financial decisions.

Build a Robust Network for Supply Chain and Procurement Roles in Ireland

Internal Networking

  • Develop relationships within your organisation, as internal promotions are common in Supply Chain Jobs and Procurement Jobs in Ireland.

External Networking

  • Attend Ireland-specific industry events, trade shows, and webinars to expand your professional connections.

Seek Mentorship

Internal Mentors

  • Connect with leaders within your organisation who are familiar with the Irish market for targeted advice.

External Mentors

  • Seek mentorship from industry veterans in Ireland who can offer insights that are directly applicable to the Irish market.

Conclusion

Transitioning to leadership roles in supply chain and procurement in Ireland is a multifaceted process. By sharpening your core competencies, acquiring leadership skills, networking extensively, and seeking mentorship, you can equip yourself to excel in Supply Chain Roles and Procurement Roles in Ireland. The focused approach outlined here will not only ease the transition but also provide a strong foundation for your career in Ireland’s dynamic supply chain and procurement sectors.

 

Article by Marsha McGroarty| Manager of the Supply Chain & Procurement | Berkley Recruitment

A Comprehensive Guide to Obtaining a Critical Skills Work Permit in Ireland

 

In recent years Ireland has emerged as a thriving hub for innovation and technology, attracting skilled professionals from around the world. The Critical Skills Work Permit (CSWP) is a valuable visa category that enables foreign nationals with sought-after expertise to work in Ireland. In this article, we will outline the step-by-step process of obtaining a Critical Skills Work Permit, along with information on processing times and costs.

 

Eligibility Criteria

To qualify for a Critical Skills Work Permit, applicants must meet specific criteria set by the Irish government. Key requirements include:

  1. Employment Offer: You must have a job offer from an Irish-based employer before applying for the permit for a minimum of two years.
  2. In-Demand Skills: Your occupation must be listed on the Critical Skills Occupations List (CSOL) published by the Irish government. The list is periodically updated to reflect the country’s evolving labour market needs. Most, if not all, of the Engineering disciplines, are listed, such is the demand in this area in Ireland.
  3. Salary Threshold: The minimum annual salary for most occupations is €32,000. However, some occupations may require a higher salary to be eligible.

Application Process

Once you meet the eligibility criteria, you can proceed with the application process, which involves the following steps:

  1. Gather Required Documents: Prepare all the necessary documents, including your passport, job offer letter, and any qualifications or certifications relevant to your profession.
  2. Register on Employment Permits Online System (EPOS): Create an account on the EPOS website and complete the online application form.
  3. Application Submission: Submit your application, ensuring all required documents are attached. Your employer may also need to submit supporting documents.
  4. Application Processing: The Department of Business, Enterprise, and Innovation (DBEI) will review your application. The processing time may vary depending on the volume of applications. The current process time is 17 days for a Standard Application and 13 days if the company applying for a CSWP is a Trusted Partner. These processing times have reduced significantly in recent months. It is recommended you apply for a CSWP immediately upon receipt of a job offer.
  5. Decision Notification: You will receive a notification of the permit decision via email or post. If approved, you will receive a letter confirming the Critical Skills Work Permit.

Costs

The practice of obtaining a Critical Skills Work Permit incurs a processing fee. The processing fee for the Critical Skills Work Permit application is €1,000. If the application is unsuccessful, 90% of the fee will be refunded. The processing fee can be paid by the employer or the employee.

Visa and Residence Permission

After receiving your Critical Skills Work Permit, you may need to apply for an entry visa to Ireland, depending on your nationality. Some nationalities are visa-exempt and can travel directly with the permit approval letter. Once in Ireland, you must register with the Irish Naturalisation and Immigration Service (INIS) and obtain residence permission, which will typically be linked to your work permit duration.

As the CSWP duration of two years comes to a close, holders can then apply for a Stamp 4 Visa, allowing them to work and live in Ireland. Holders of Stamp 4 visas for more than 60 months (5 years) can then apply for naturalisation.

Conclusion

Obtaining a Critical Skills Work Permit in Ireland can be a rewarding process, offering skilled professionals the opportunity to work in a dynamic and innovative environment. By carefully following the application process, meeting the eligibility criteria, and ensuring all required documents are in order, you can increase your chances of securing this valuable work permit. As Ireland continues to foster growth in various industries, the Critical Skills Work Permit remains a pathway for talented individuals to contribute their expertise to the nation’s success.

 

Liam Walsh Recruiter Article by Liam Walsh | Senior Recruitment Consultant Engineering | Berkley Recruitment

Crafting a Winning CV: Essential Tips for Engineers

 

A well-crafted CV (Resume for those outside of Ireland) is a powerful tool that can open doors to exciting engineering opportunities. Whether you’re a seasoned professional or a recent graduate, your CV serves as the first impression you make on potential employers. To stand out from the competition and showcase your skills, here are some essential tips for engineers to build a winning CV.

 

 

Start with a Strong Profile Summary

Begin your CV with a compelling profile summary that highlights your key strengths, relevant experience, and career objectives. Keep it concise but impactful, providing a snapshot of your engineering expertise and what you bring to the table. If you are a member of Engineers Ireland, highlight it from the outset. This allows the hiring managers to see that your degree is recognised by the only certified body in Ireland.

List your Education before your professional experience

Highlighting your education at the top of your CV is advised. If your thesis or FYP is relevant to the role you are applying for, make sure you include it. There is no need to list your primary or secondary schools, as your third-level engineering qualifications will trump these.

Tailor Your CV for Each Application

Avoid sending a generic CV to multiple job applications. Tailor your CV for each specific role you apply for by emphasising the skills and experiences that align with the job description. This targeted approach shows your genuine interest in the position and makes it easier for recruiters (internal and external) to identify your suitability.

Showcase Your Technical Skills

Engineering is a technical field, so ensure your CV prominently showcases your technical skills. Create a dedicated section highlighting your proficiency in relevant systems, tools, and methodologies. If possible, include any certifications or licences you have acquired eg: Lean Six Sigma Green Belt etc

Highlight Your Achievements

Don’t just list your job responsibilities; focus on your accomplishments and how they contributed to the success of projects or teams. Use quantifiable metrics to demonstrate your impact, such as cost savings, time reductions, or improved efficiency.

Emphasise Engineering Projects

Include a section that details notable engineering projects you’ve worked on, whether it’s academic projects, personal initiatives, or professional endeavours. Describe the scope, objectives, and outcomes of each project, along with your specific contributions.

Prioritise Relevant Experience

If you have several years of engineering experience, prioritise the most relevant roles on your CV. Recent or current positions should carry more weight, especially if they align closely with the job you’re applying for.

Include Internships and Co-op Programs

For recent graduates or candidates with limited experience, internships and co-op programs are valuable additions to your CV. These experiences demonstrate your practical application of engineering knowledge and your eagerness to learn.

Demonstrate Soft Skills

While technical skills are essential, engineering is also a collaborative field. Showcase your soft skills, such as communication, problem-solving, teamwork, and leadership. Employers value engineers who can effectively work with others and lead teams to success.

Incorporate Industry-Specific Keywords

Many companies use applicant tracking systems (ATS) to screen CVs. To increase your chances of getting noticed, include industry-specific keywords relevant to your engineering specialisation. This optimisation can improve your CV’s visibility in ATS scans.

Keep the Format Clean and Professional

A cluttered CV can be overwhelming to recruiters. Opt for a clean and professional format with clear headings and bullet points for easy readability. Use a professional font and maintain consistency throughout the document.

Review and Edit Thoroughly

Before submitting your CV, review it multiple times for any errors, typos, or inconsistencies. Ask a friend or mentor to proofread it as well. A polished CV reflects your attention to detail and professionalism. Make sure all of the dates are accurate. If you have any gaps in your CV, that’s OK; just make sure you are able to answer why those gaps are there (travelling, extra study etc) accurately.

Include a Cover Letter

Whenever possible, accompany your CV with a well-crafted cover letter. Use the letter to explain why you are the ideal candidate for the position and how your skills and experiences align with the company’s needs and values.

Building an impressive CV is a critical step in the engineering job search process. By showcasing your technical expertise, highlighting your achievements, and tailoring your CV for each application, you increase your chances of landing your dream engineering role. Follow these tips, and you’ll be well on your way to building a winning CV that stands out in a competitive job market.

 

Liam Walsh Recruiter Article by Liam Walsh | Senior Recruitment Consultant Engineering | Berkley Recruitment

The Advantages of Face-to-Face Meetings with Your Recruitment Consultant

The Advantages of Face-to-Face Meetings with Your Recruitment Consultant

Recent Poll Carried Out by Berkley Recruitment

In today’s technologically advanced world, many aspects of our lives have shifted to digital platforms, including the recruitment process. With the rise of video calls, emails, WhatsApp, and text messages, meeting someone in person might seem outdated. However, the benefits of meeting your recruitment consultant face-to-face cannot be overlooked when it comes to important matters like job hunting and career development. In this blog post, we will explore the advantages of in-person meetings compared to virtual interactions and highlight how this traditional approach can significantly enhance your job search and overall recruitment experience.

 

 

 

Building Trust and Rapport:

Meeting your recruitment consultant personally allows for a genuine human connection. Face-to-face interactions foster trust and build rapport faster than virtual communication. Body language, facial expressions, and tone of voice contribute to a more comprehensive understanding of one another, leading to better communication and a stronger relationship. Trust is crucial in the recruitment process, and an in-person meeting can go a long way in establishing that trust between you and your consultant.

Personalised Attention:

In-person meetings offer a more personalised and tailored experience. A recruitment consultant can focus solely on you during a face-to-face meeting, giving undivided attention to your career goals, preferences, and aspirations. This level of individualised attention is challenging to achieve in virtual interactions, where distractions and technological glitches might hinder the flow of conversation.

Clearer Communication:

When communicating in person, misunderstandings are less likely to occur. In virtual interactions, misinterpretations can arise due to delayed responses or lack of visual cues. In contrast, face-to-face meetings provide a platform for immediate clarification and smooth, real-time discussions. This ensures that both parties are on the same page throughout the recruitment process.

Assessing Compatibility:

In a face-to-face meeting, you can gauge your compatibility with the recruitment consultant. This helps determine whether the consultant understands your career objectives and can effectively represent you to potential employers. The personal interaction allows you to assess the consultant’s communication skills, industry knowledge, and overall expertise, aiding in your decision-making process.

Enhanced Guidance and Advice:

Your recruitment consultant can offer more comprehensive guidance and advice during an in-person meeting. They can share valuable insights, interview tips, and suggestions for improving your resume or LinkedIn profile. Such direction might be more nuanced and impactful when delivered face-to-face, leading to a heightened understanding of your strengths and areas of improvement.

Confidence Boost:

Meeting your recruitment consultant in person can instil confidence in your job search. The direct interaction lets you present yourself authentically and professionally, showcasing your genuine enthusiasm for the job market. As a result, you are more likely to exude confidence during interviews and networking events.

Conclusion:

While digital communication has undoubtedly revolutionised the way we interact and conduct business, face-to-face meetings with your recruitment consultant offer unique advantages that cannot be replicated in virtual interactions. Building trust, personalised attention, clearer communication, compatibility assessment, enhanced guidance, and a confidence boost are all compelling reasons to opt for in-person meetings during your job search.

Remember, the recruitment process is not solely about finding a job; it’s about finding the right job that aligns with your aspirations and goals. And in-person meetings can play a pivotal role in making this happen. So, if you have the opportunity to meet your recruitment consultant face-to-face, don’t hesitate to embrace this traditional approach that can make a significant difference in your career journey.

 

Article by Marsha McGroarty| Manager of the Supply Chain & Procurement | Berkley Recruitment

Mastering Engineering Interviews with the STAR Technique | Your Path to Success

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Engineering interviews can be both exciting and nerve-wracking. To stand out from the competition and impress potential employers, you need to demonstrate your skills and experiences effectively. The STAR technique is a powerful method that can help you structure your responses and showcase your abilities with confidence. In this article, we will explore how to use the STAR technique in an engineering interview to increase your chances of success.

What is the STAR Technique?

 

The STAR technique is an interview strategy designed to help you provide clear and concise answers to behavioural questions. These questions often begin with phrases such as “Tell me about a time when…” or “Give me an example of…” By using the STAR technique, you can respond in a structured manner, highlighting specific situations from your past experiences.

The Components of the STAR Technique:

 

Situation (S):

Start by describing the context or situation you encountered. Set the stage for your response by providing relevant background information. Clearly state the problem or challenge you faced and the circumstances surrounding it.

Task (T):

Explain the specific task or objective you needed to accomplish in that situation. What were your responsibilities? What goals did you need to achieve? This part of the response helps the interviewer understand the role you played in the scenario.

Action (A):

Detail the actions you took to address the situation and accomplish the task. Focus on your individual contributions and highlight any specific skills or knowledge you applied. Be sure to emphasise the steps you took to solve the problem effectively.

Result (R):

Share the outcomes of your actions and the results you achieved. Quantify your accomplishments, if possible, using metrics or data. Whether it was a successful project completion, cost savings, increased efficiency, or any positive impact, be proud of your achievements.

Using the STAR Technique in Engineering Interviews:

 

Now that you understand the STAR technique’s components let’s see how you can apply it in an engineering interview:

Prepare Relevant Examples:

Before the interview, review your past engineering experiences and identify situations that align with the job requirements. Focus on instances that demonstrate your technical skills, problem-solving abilities, teamwork, and leadership.

Listen Carefully to Questions:

During the interview, actively listen to the questions asked by the interviewer. Look for behavioural prompts that would benefit from the STAR technique. Listen for phrases like “Describe a time when you…” or “Can you give me an example of…”

Structure Your Response:

When you encounter a behavioural question, take a moment to structure your response using the STAR technique. Start with the Situation, move to the Task, explain the Actions you took, and conclude with the Results achieved.

Be Concise and Specific:

As you respond, be concise in your storytelling while providing enough detail to illustrate the situation clearly. Focus on your individual contributions and avoid being vague or general in your answers.

Highlight Technical Skills:

As an engineer, emphasise the technical skills and knowledge you applied during the situation. Show how your expertise was crucial in solving the problem or accomplishing the task.

Show Collaboration and Leadership:

In engineering, teamwork and leadership are essential qualities. Whenever relevant, illustrate how you effectively collaborated with others or took the initiative to lead a project.

Stay Positive and Reflect:

Even if the situation you describe involves challenges, focus on the positive aspects of the experience and what you learned from it. Reflect on how the experience has contributed to your growth as an engineer.

Using the STAR technique in an engineering interview allows you to present your experiences in a clear, structured, and compelling way. By showcasing your problem-solving abilities, technical skills, and achievements, you will leave a lasting impression on the interviewer. Remember to practise the STAR technique before the interview to feel more confident and ready to shine in your engineering job search. With the STAR technique as your guide, you’re well on your way to acing engineering interviews and securing your dream job. Good luck!

Liam Walsh Recruiter Article by Liam Walsh | Senior Recruitment Consultant Engineering | Berkley Recruitment

Tips for Putting Your Best Foot Forward during a Virtual Interview

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Mastering the art of remote interviews is essential for job seekers seeking to make a strong impression on potential employers. In this article, my colleagues and I on the Engineering desk here in Berkley have put together some valuable tips on how to put your best self forward during remote interviews. 

Test Your Tech 

Technical difficulties can disrupt an otherwise seamless interview. Prior to the scheduled interview, ensure that your internet connection is stable, and all required software (such as Zoom or Teams) is installed and updated. Conduct a test call with your recruitment consultant, friend or family member to check your camera, microphone, and audio settings are all in working order. Being technically prepared will help you start the interview with confidence. 

Choose a Suitable Environment 

Create a professional and distraction-free environment for your interview. Find a quiet room with good lighting and minimal background noise. Ensure that the background behind you is tidy and uncluttered. A neutral backdrop keeps the focus on you and avoids any potential distractions. Maybe also lock the door to prevent any unwanted visitors and if needs be post a note on the door asking for your housemates to keep the noise levels down,  

Dress Professionally

Even though you may be interviewing from the comfort of your home, dressing professionally is crucial. Wearing appropriate attire not only shows respect for the interviewer and the opportunity but also puts you in the right mindset for a formal conversation. 

Mind Your Body Language

Non-verbal cues play a significant role in any interview. Maintain good eye contact by looking directly at the camera, not the screen. Sit up straight with a relaxed posture, and avoid fidgeting. Active listening is vital; nod occasionally to show engagement and understanding. 

Practice Virtual Etiquette 

Politeness and virtual etiquette are just as important in remote interviews as they are in face-to-face meetings. Wait for the interviewer to finish speaking before responding, and avoid interrupting. Pause for a moment after the interviewer has finished speaking to ensure they are done before you start answering. 

Prepare for Technical Questions 

Since remote jobs often rely on specific technical skills, be ready for questions that assess your proficiency in remote collaboration tools, project management platforms, or any other relevant software. Provide concise and clear explanations to demonstrate your expertise effectively. A lot of our clients love when candidates have mastered the STAR technique. 

Showcase Your Communication Skills 

In a remote work setup, clear and effective communication is paramount. During the interview, articulate your thoughts clearly and avoid using jargon or overly technical terms that might confuse the interviewer. Highlight any experience with virtual team collaboration and how you’ve overcome communication challenges. 

Research the Company 

Just as you would for an in-person interview, thoroughly research the company and the role you are applying for. Understanding the company’s values, goals, and recent achievements will enable you to ask insightful questions and demonstrate your genuine interest in the organisation. 

Demonstrate Adaptability and Resilience 

Working remotely often requires adaptability and the ability to overcome obstacles independently. Share specific examples from your previous experiences where you demonstrated these qualities. Employers value candidates who can thrive in a remote work environment. 

Follow Up with a Thank-You Note 

After the interview, send a personalised thank-you email to the interviewer, if needs be you can pass this on through your recruitment consultant. Express your gratitude for the opportunity to interview and briefly reiterate your interest in the position. This small gesture shows professionalism and courtesy. 

Remote interviews may seem intimidating at first, but with preparation and practice, you can confidently showcase your skills and personality to potential employers. Remember, the virtual space offers unique opportunities to connect with interviewers, and by following these tips, you can put your best self forward and increase your chances of landing that dream job.  

Good luck! 

 

Liam Walsh Recruiter Article by Liam Walsh | Senior Recruitment Consultant Engineering | Berkley Recruitment

Unlocking Success: How to Best Engage with a Recruitment Company 

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In the modern job market, connecting with a reputable recruitment company can be a game-changer for job seekers and employers alike. Recruitment firms act as vital intermediaries, matching talent with opportunities and helping companies find the perfect fit for their teams. However, to make the most of this partnership, it is essential for candidates and employers to know how to effectively engage with a recruitment company.  

 

In this article, we’ll explore some valuable tips on how to best engage with a recruitment company and unlock your path to success. 

 

Research and Choose the Right Recruitment Company

Not all recruitment firms are created equal. Take the time to research and identify reputable agencies that specialise in your industry or the type of talent you are seeking. Look for reviews, testimonials, and success stories to gauge the agency’s track record. Engaging with a specialised recruitment company increases the likelihood of finding the best-matched opportunities or candidates. 

Tailor Your Approach

When reaching out to a recruitment company, be sure to customise your message. If you’re a candidate, highlight your skills, experiences, and the type of roles you are interested in pursuing. For employers, clearly outline your company’s culture, values, and the specific attributes you are looking for in potential employees. A personalised approach demonstrates your seriousness and commitment to the process. 

Be Clear About Your Goals 

Whether you are a job seeker or an employer, it is crucial to be clear about your goals from the outset. Clearly communicate your career objectives or the requirements of the open position. The more information you provide, the better the recruitment company can match you with the right opportunities or candidates. 

Establish a Strong Relationship

Building a strong rapport with your recruitment consultant is key to success. Be responsive to their queries, and maintain open lines of communication. A strong relationship enables the consultant to better understand your preferences and present you with more targeted opportunities or candidates. 

Trust the Recruitment Expertise 

Recruitment consultants are experts in their field, and they possess valuable insights into the job market and hiring trends. Trust their advice and guidance throughout the process. They can provide interview tips, help fine-tune your resume, and even negotiate job offers on your behalf. 

Provide Feedback 

Communication is a two-way street. If you’re a candidate who has attended interviews arranged by the recruitment company, offer feedback on your experiences. Similarly, as an employer, provide feedback on the candidates presented to you. Constructive feedback helps the agency better refine their search and ensures a more successful match. 

Maintain Professionalism

Always maintain a professional attitude when interacting with the recruitment company. This includes being punctual for scheduled calls or meetings, honouring commitments, and being respectful in all communications. Professionalism leaves a positive impression and enhances your chances of a successful outcome. 

Stay Engaged and Patient 

The job market can be competitive, and finding the perfect fit may take time. Stay engaged with the recruitment company and be patient throughout the process. Regularly check in with your consultant for updates and be open to considering different opportunities or candidates that align with your goals. 

Leverage the Network 

Recruitment companies have extensive networks in the industry. As a job seeker or employer, leverage this network to expand your reach and explore a wider range of possibilities. 

Engaging with a recruitment company can be a transformative experience for job seekers and employers. By following these tips and treating the relationship with professionalism and respect, you can open doors to exciting opportunities or discover the ideal candidate to join your team. Embrace the partnership and embark on your journey towards success! 

 

Liam Walsh Recruiter Article by Liam Walsh | Senior Recruitment Consultant Engineering | Berkley Recruitment

FREE Ebook – The Ultimate CV Handbook

Berkley is delighted to announce the release of our latest detailed Ebook for candiates, “ The CV Handbook – The Ultimate Guide for Job-Seekers

What does it include?

An essential element of your job search strategy, a Curriculum Vitae (or CV for short) is a valuable marketing tool in which you sell your qualities, skills and expertise to
a prospective employer. A strong CV will demonstrate how your skills and experience align with the job’s requirements while highlighting the value you could bring to the company.

In most cases, your CV will be your first point of contact with an employer. As such, making a positive first impression will significantly boost your chances of progressing to the next stage of the hiring process.

Over the years, Berkley’s Recruitment Consultants have advised thousands of candidates how to create a winning CV. This ebook offers an exhaustive guide on writing a CV that will wow employers so you can land your dream job.

Just some of the topics covered in the Ebook

  • CV Writing: A Step-By-Step Guide
  • 100 Powerful Action Words You Can Use in Your CV
  • How to Tailor Your CV
  • What are the Most Common CV Mistakes?
  • How to Make Your CV More AI-Friendly
  • • Tips for Writing CVs for International Jobs
  • CV Writing Checklist
  • CV Templates
Download now

Competency-Based Interview Questions: A Guide

These days, many Hiring Managers use Competency-Based Interview Questions when assessing potential job candidates. Read our guide to learn more about how to prepare for a competency-based job interview.

 

 

What Is The Competency-Based Interview Style?

 

Also known as Behavioural Interviews, Competency-Based Interviews are a form of structured interview where the Hiring Manager asks the candidate a series of questions designed to gauge their core competencies. In this instance, a “competency” refers to knowledge, skills, and attributes that enable a person to perform their job successfully. 

 

The central concept behind Competency-Based Interviews is that past behaviour is the best way to predict future performance. The typical question style requires the candidate to provide anecdotes demonstrating how they have used certain skills in the past. The interviewer can then use this information to gain an insight into the candidate’s personality and judge how well they would approach different tasks and situations. 

 

Generally speaking, Hiring Managers who employ this technique as part of their recruitment process will take a standardised approach by asking the same or similar questions to all candidates. This allows them to more easily compare the candidates against each other and select the best person for the job. 

 

At the outset of the hiring process, the Hiring Manager will have prepared a Competency Framework. The CIPD defines this as a measurable and detailed “structure that sets out and defines each competency required by individuals working in an organisation or part of that organisation.” This will typically consist of 4-6 key competencies, which are essential to performance in that particular role. The Hiring Manager typically uses a scale to measure how well each candidate satisfies the Competency Framework devised for the job.

 

The structured, systematic and standardised nature of the Competency-Based Interview style ensures that the Hiring Manager hires someone whose skill set most closely matches the specific needs of the job.

 

 

What Are The Origins of the Competency-Based Interview Style?

 

The origins of Competency Based Interviews can be traced back to the work of the psychologist David McClelland in the 1970s. McClelland argued that taking a competency-based approach was more effective than traditional methods (e.g. IQ tests, personality assessments etc. ) for assessing a candidate’s potential for on-the-job success. According to McClelland, employers should focus both on behavioural qualities as well as on the individual’s proven abilities and technical skills. While McClelland’s ideas were groundbreaking and controversial at the time, these theories have since become standard practice in many organisations. 

 

Why Do Hiring Managers Use the Competency-Based Interview Style?

 

“Behavioural interviews are used by 73% of HR professionals around the world.” – TalentLyft

 

Study after study has revealed that unfocused interview techniques result in poor quality hires and costly hiring mistakes. The biggest advantage of Competency-Based Interviewing is that it works. It is a powerful hiring tool that empowers Hiring Managers to make better-informed decisions. What’s more, it has been shown that competency-based interviewing works excellently when used in tandem with assessment centre exercises and psychometric tests. 

 

Another major ​benefit associated with the competency-based interview style is that it encourages greater diversity. The focus on behaviour ensures that candidates from all demographics and backgrounds receive equal and fair consideration for the role. 

 

Free Ebook: The Job Interview Handbook

Download Now

 

How To Tell When You’re Being Asked A Competency-Based Interview Question

It is easy to recognise competency-based interview questions from their phrasing. A competency question will typically ask you to describe a situation, challenge or task that you encountered in the past. Typical phrasings include: 

 

  • Tell me about a time when …
  • Give me an example of when …
  • Can you describe a time when …
  • Have you ever been in a situation where …

 

Interview panel and candidate at a job interview

How to Prepare for A Competency-Based Interview

 

  1. Read and re-read the job ad as well as any other information you can find that is related to the position. This will help you to identify core competencies required for the job and anticipate what kind of questions you may be asked in the interview.
  2. If you are working with a recruiter, ask them what skills will be most important for the role. The recruiter will be able to give you useful insider insights based on their relationship with the hiring organisation.
  3. Create a list of core competencies and reflect on specific times in your career when you successfully made use of these.
  4. Use the CAR Model (outlined below) to prepare your answers in a structured and strategic way. 

 

You Might Also Like: How to Sell Yourself in a Job Interview

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Using the CAR Method to Answer Competency-Based Interview Questions

 

The golden rule when you’re answering behavioural interview questions is to adhere to the CAR Principle: Context, Action, Result. Remember these three steps and you’ll be well on your way to thoroughly impressing your interviewer.

 

  • Context: Describe a situation and set the scene for a relevant example. The key here is to choose an example that clearly demonstrates the quality or skill about which the employer is asking.
  • Action: Explain the actions you took. Be specific and outline your steps and rationale. 
  • Result: Detail the outcome of your action. Offer specific facts relating to the result. For instance, quote figures and statistics that back up your declaration. 

 

CAR In Action 

 

Q: Tell me about a time when you helped to turn around your team’s sales performance.

 

Context: “One of my previous employer’s sales divisions was experiencing decreasing sales – so I was brought in to help reverse the situation. My challenge was to manage the team effectively so they were able to exceed (not just meet) their sales targets.”

 

Action: “Over a six-month period, I introduced several initiatives within the team, including:

  • setting specific and measurable sales targets for each individual within the team;
  • introducing weekly sales meetings for the team and for each individual within the team;
  • implementing a structured sales training program.
  • I also conducted market research to identify what our main competitors were doing, set up focus groups with major clients to establish key goals, and introduced a new remuneration system that linked sales performance to remuneration packages.”

 

Result: “We increased sales by 60% and exceeded sales targets by 25% in the first quarter, and continued the upward trajectory throughout the next year.

 

Examples of Competency-Based Interview Questions

 

Adaptability
  • Tell me about a time when you changed your priorities to meet others’ expectations.
  • Describe a time when you altered your behaviour to fit the situation.
  • Tell me about a time when you had to change your point of view or your plans to consider new information or changing priorities.
Client-Focus
  • Give an example of how you provided service to a client/stakeholder beyond their expectations. How did you identify the need? How did you respond?
  • Tell me about a time when you had to deal with a client/stakeholder service issue.
  • Describe a situation in which you acted as an advocate within your organization for your stakeholder’s needs, where there was some organizational resistance to be overcome.
Communication
  • Describe a situation you were involved in that required a multi-dimensional communication strategy.
  • Give an example of a difficult or sensitive situation that required extensive communication.
  • Tell me about a time when you had to pay attention to what someone else was saying, actively seeking to understand their message.
Organisational Awareness
  • Describe your organisation’s culture and give an example of how you work within this culture to achieve a goal.
  • Describe the things you consider and the steps you take in assessing the viability of a new idea or initiative.
  • Tell me about a time when you used your knowledge of the organisation to get what you needed.
Problem Solving & Judgment
  • Tell me about a time when you had to identify the underlying causes of a problem.
  • Describe a time when you had to analyse a problem and generate a solution.
  • Tell me about a situation where you had to solve a problem or make a decision that required careful thought. What did you do?
Results Orientation
  • Tell me about a time when you set and achieved a goal.
  • Tell me about a time when you improved the way things were typically done on the job.
  • Describe something you have done to improve the performance of your work unit.
  • Describe something you have done to maximize or improve the use of resources beyond your own work unit to achieve improved results. 
Developing Others
  • Tell me about a time when you coached someone to help them improve their skills or job performance. What did you do?
  • Describe a time when you provided feedback to someone about their performance.
  • Give me an example of a time when you recognized that a member of your team had a performance difficulty/deficiency. What did you do?
Impact & Influence
  • Describe a recent situation in which you convinced an individual or a group to do something.
  • Describe a time when you went through a series of steps to influence an individual or a group on an important issue.
  • Describe a situation in which you needed to influence different stakeholders with differing perspectives.
Innovation
  • Describe something you have done that was new and different for your organization that improved performance and/or productivity.
  • Tell me about a time when you identified a new, unusual or different approach for addressing a problem or task.
  • Tell me about a recent problem in which old solutions wouldn’t work. How did you solve the problem?
Leadership
  • Tell me about a time when you had to lead a group to achieve an objective.
  • Describe a situation where you had to ensure that your “actions spoke louder than your words” to a team.
  • Describe a situation where you inspired others to meet a common goal.
Relationship Building
  • Describe a situation in which you developed an effective win/win relationship with a stakeholder or client. How did you go about building the relationship?
  • Tell me about a time when you relied on a contact in your network to help you with a work-related task or problem.
  • Give me an example of a time when you deliberately attempted to build rapport with a co-worker or customer.
Resource Management
  • Describe a situation in which you took a creative approach to resourcing to achieve a goal.
  • Tell me about a time when you had to deal with a resource management issue regarding people, materials or assets.
  • Describe the options you would consider when resourcing a project or goal if you did not have the available resources within your own span of control.
  • Describe a situation in which you established a partnership with another organization or stakeholder to achieve a mutual goal. What steps did you take to ensure the partnership was effective?
Self-Management
  • Describe the level of stress in your job and what you do to manage it.
  • Describe a time when you were in a high-pressure situation.
  • Describe a time when things didn’t turn out as you had planned, and you had to analyze the situation to address the issue.
Strategic Thinking
  • Describe a challenge or opportunity you identified based on your industry knowledge, and how you developed a strategy to respond to it.
  • Describe a time you created a strategy to achieve a longer-term business objective.
  • Describe a time when you used your business knowledge to understand a specific business situation.

 

 

Liked This? Why Not Read Our Other Guides On Commonly-Asked Job Interview Questions

 

Great Questions to Ask Employers at The End of an Interview

Have a job interview coming up? Take a look at our guide to learn more about how to prepare great questions to ask employers at the end of an interview.

 

 

Should You Always Ask A Question At An Interview?

 

In short, yes. 

 

At Berkley, our consultants always encourage candidates to ask plenty of questions during the interview. 

 

Interview panel and candidate at a job interview

Why You Should Always Ask Questions At The End of an Interview

 

Many people forget that job interviews are intended to be a two-way street. It is as much a chance for candidates to assess a potential employer as it is about the employer interviewing you. In the best case scenario, both parties should walk away from the experience convinced that the candidate, the job and the company are a perfect fit.

 

In addition, strategically-chosen questions can help the candidate stand out from the competition. The right question shows that you were engaged in the preceding conversation and are still interested in the role. Plus, it may provide an opportunity to show off any additional knowledge you may have. For example, you could refer to a recent news story or company announcement. 

 

How to Research What Questions to Ask During the Interview

 

It can be tricky to come up with good questions on the spot, so you should brainstorm a list of questions as part of your interview prep. Your questions should highlight how well-informed you are and should not be easily answered by simply looking at the company website. There are a few resources you should refer to when brainstorming questions: 

 

  1. Start with the job description. Check if any key information is missing or if there are any points on which the interviewer could elaborate. 
  2. Then, research the company by looking up its website and social media. 
  3. Look up the company name on Google News. 
  4. Check out the LinkedIn profiles for your interviewers. 

 

 

How Many Questions Should You Ask?

 

Ideally, you should have at least four or five questions prepared in advance of the interview. This ensures that you have backup questions even if one or two of your questions were already answered during the course of the interview. 

 

Avoid Asking Questions About the Following Topics 

 

  • Avoid asking questions that focus too much on what the organisation can do for you. 
  • Don’t ask about salary and holiday allowance. Save these questions for when you’ve got a job offer. 
  • Avoid asking simple yes/no questions. Instead, ask naturally open-ended questions. 
  • Don’t ask questions that anyone could answer with a quick glance at the company website. 
  • Never ask a question that has already been answered during the interview as it shows you weren’t paying full attention at the time. 

 

25 Great Questions To Ask An Employer at the End of a Job Interview

 

Questions About The Role

  • Could you tell me more about the day-to-day responsibilities of this role? 
  • If I were taken on for this role, what would you want me to achieve in my first few months?
  • What is the company’s strategic plan for the next year, and how will it impact this role?
  • Are there mechanisms in place for performance reviews?
  • What do you think is the most important indicator of success in this role?
  • Is this a new position? 
  • Can you tell me more about the team I would be working with (if I successfully secured the role)?
  • What does success look like in this role? 
  • Could you give me an example of a typical day in this role? 

 

Questions About The Company 

  • What qualities and attributes make for a successful employee in the company?
  • How would you describe the management style here?
  • What are the company’s values? 
  • How would you describe the company culture?
  • How would you describe the work/life balance here? 
  • What is the greatest challenge currently facing the company?
  • What are the company’s goals for the upcoming year?
  • Are there opportunities for professional development?
  • Is there anything that we haven’t discussed that you think is important for me to know about working here?

 

Questions About The Interviewer

  • What do you enjoy most about working here?
  • What are some changes you think will happen in the next five years at this here?

 

Questions About You

  • Do you have any concerns about my suitability for this role? 
  • Do you think that I am missing any qualifications?
  • Have I answered all your questions?

 

Next Steps

  • Could you tell me the timeline for making a decision and when you think I can expect to hear from you?
  • If I am successful today, what do the next steps look like?
  • Do you need any further information from me to help you make your decision?

 

What Do Our Consultants Say? 

 

John McCarthy - Recruitment Resourcer

“I think a great question to ask is ‘Can you tell me more about the challenges your company currently facing?’ If the candidate has been through a similar situation, they can really sell themselves here.”

 

“Depending on the role – I would always recommend candidates to ask some of the below questions:

  • If you were describing the ideal candidate for this role, how would you describe them?
  • How would you describe the company culture?
  • What is your favourite thing about working here?
  • What does the career progression look like here?
  • Where do you see the company in the next five years?
  • What does a typical day look like?
  • What does success look like for this position?
  • What is the biggest challenge in this job?”

 

Liked This? Why Not Read Our Other Guides On Commonly-Asked Job Interview Questions