Slea Head Drive, Co. Kerry
When recruiting at Fáilte Ireland, we use the competency-based interview format and are transparent about how this process works. That means you’ll know exactly what to expect during an interview, and how best to present your previous experience. In this guide, we’ll break down our interview technique to give you the tools you need to succeed.
What is a competency-based interview?
Put simply, a competency-based interview is designed to test one or more skills or competencies according to a specific framework (which we’ll detail below). The interview panel will have a list of set questions, each focusing on a particular competency, and you are required to provide real life examples in response. Your answer will then be compared against pre-determined criteria and scored accordingly.
Your interview will start with a short, high-level overview of your previous roles (those which are relevant to the position), followed by competency-based questions. In the role description linked on the Open Roles page, you’ll be able to read the key competencies that are required for the position, and cross-reference that with our framework. We may also use other assessment methods, like delivering a presentation, or completing a relevant exercise of psychometric tests.
Our competency framework
The Fáilte Ireland competency framework is divided into four core clusters, with three distinct behavioural competencies within each section. These competencies are essential to deliver success for Fáilte Ireland and our clients, with slight variations for leadership roles. Don’t forget, the key competencies required for each role are detailed in the job description, so you can research these ahead of your interview.
The four key competency clusters are as follows:
Leading Self and Others
Competencies: inspire and engage, strategic thinking, decision making
This section focuses on leadership, both of yourself and others. This incorporates the importance of communicating purpose and direction with clarity, integrity and enthusiasm, and building capability for all. For those applying for a leadership role, it’s about being visible, establishing strong direction and managing and engaging with employees in an honest way.
Collaborating for Success
Competencies: managing relationships, communicating effectively, teamwork
All roles require collaboration, and this competency cluster relates to effective interactions with colleagues, stakeholders and customers. Can you work collaboratively, and build supportive, trusting and professional relationships, both internally and externally? As a leader, are you approachable, and can you create an inclusive environment and welcome challenge, however uncomfortable?
Delivering Results
Competencies: commercial awareness, project management, planning and managing work
This section relates to deliverables and efficiency – namely your ability to achieve results in an effective and accurate manner, deliver value for money, manage a quality service and deliver at pace. Within a leadership role, it’s about fostering an environment to deliver operational excellence and creating the most appropriate delivery models for Fáilte Ireland.
Embracing Change
Competencies: leverages technology, embracing innovation, flexibility
Now more than ever, the way we work is changing at a rapid rate. Can you easily adapt to changing systems, embrace new technologies and adapt to a different working environment? As a leader, can you invest in the competencies of your team, and provide clear feedback to help them succeed?
How to answer a competency-based question
While you won’t know the questions in advance, you can prepare for your interview by creating a list of previous experiences you’ve had within the workplace that best demonstrate your abilities. Competency-based questions give you the opportunity to link your past experiences with your potential role, so think about solid examples from your career that display your accomplishments, skills and expertise.
When asked a question, you will be required to give an example of a situation or task that led you to take a course of action. The panel may then ask further questions to determine the course of action you took and how these actions affected others within your team or area. It is important to remember that the interview panel wants to know what you personally delivered and achieved, so try to avoid the overuse of examples with “we”.
A useful way to remember how to structure your answer is to use the mnemonic STAR model.
Situation: describe the situation or problem you were faced with
Task: what did you have to do?
Action: what action(s) did you take and why? What challenges did you face?
Result: what was the outcome?
At the end of the interview, you will get the chance to ask any questions you may have. This is a good opportunity to show your enthusiasm for the role, explain why you applied, and summarise why you would be a good fit for the position. It also gives you a chance to gain a greater understanding of the role.
Interview tips
Research the role you have applied for, carefully reading the job description and competency requirements on the listing page.
Speak with colleagues within that area, if appropriate.
During the interview, listen carefully to the questions asked and answer with a specific example. Your answers should demonstrate the key competencies required for the role.
Be concise with your answer. Too many superfluous details may cause confusion and weaken the message you are trying to present.
You can find many additional external resources on interviewing skills and competency-based interviews online.
Learn about our values
Ahead of your interview, read about our core values to find out more about how we work at Fáilte Ireland.