Competency Based Interview Form
Give interviewers a consistent way to explore how candidates have handled relevant situations. Record examples, competency ratings, and follow-up questions so your hiring team has clear evidence to discuss.
A candidate says they work well under pressure. The interviewer agrees, but their notes don’t explain what the candidate did when a deadline slipped or priorities changed. Typeform’s competency based interview form gives those examples a place alongside the assessment.
Interviewers work through questions tied to the role’s competencies, such as communication, problem-solving, or collaboration. They record the situation, the candidate’s actions, and the outcome, then rate the evidence against defined criteria. Include space for follow-up questions so an incomplete answer doesn’t have to become a guess.
Hiring teams get a clearer account of what each candidate demonstrated. Interviewers get a structure that helps them probe beyond a polished opening answer. When ratings differ, the team can return to the examples and discuss what supports each assessment.
A competency based interview form organizes interview questions and feedback around the behaviors needed for a role. It prompts candidates to describe relevant experiences and gives interviewers space to record their actions and results. Hiring teams use it to assess examples against agreed criteria.
Interview notes can capture a strong impression without explaining what created it. A dedicated form asks interviewers to connect their assessment to the candidate’s examples. It also helps keep interviews focused on the same core competencies, making feedback easier to compare.
Build the form around the requirements of the role:
- Candidate name and position
- Interviewer name and interview date
- Competencies being assessed
- Core questions and suggested follow-up prompts
- Notes on the situation, actions, and outcome
- Defined rating criteria for each competency
- Missing evidence or areas needing further assessment
- Overall recommendation and supporting rationale
Include an “insufficient evidence” option so an unanswered question isn’t automatically treated as a demonstrated weakness.
Ask for a particular example rather than a general description of their approach. Follow up with questions such as “What was your responsibility?” and “What happened as a result?” Give candidates room to explain relevant experiences from work, study, volunteering, or other settings where appropriate to the role.
Agree on the competencies, core questions, and rating criteria before interviews begin. Define what meets the expected standard using observable behaviors, and ask interviewers to record evidence for each rating. Have them complete their assessments independently before discussing the candidate so differences can be examined against the examples provided.
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