{"id":62,"date":"2025-06-25T11:21:36","date_gmt":"2025-06-25T11:21:36","guid":{"rendered":"https:\/\/psinterviewcoach.com.au\/blog\/?p=62"},"modified":"2025-08-06T17:47:16","modified_gmt":"2025-08-06T07:47:16","slug":"behavioural-vs-competency-interview-questions-tips-and-advice-from-20yrs-as-a-aps-recruitment-hiring-manager","status":"publish","type":"post","link":"https:\/\/psinterviewcoach.com.au\/blog\/2025\/06\/25\/behavioural-vs-competency-interview-questions-tips-and-advice-from-20yrs-as-a-aps-recruitment-hiring-manager\/","title":{"rendered":"Behavioural vs Competency Interview Questions &#8211; Tips and Advice from 20yrs as a APS Recruitment &#038; Hiring Manager"},"content":{"rendered":"<p><em>By Chris \u2013 <a href=\"https:\/\/psinterviewcoach.com.au\/\">PS Interview Coach<\/a><\/em><\/p>\n<p>After coaching thousands of <a href=\"https:\/\/psinterviewcoach.com.au\/\">Australian Public Service candidates<\/a> over the past two decades, I&#8217;ve noticed a persistent confusion that costs many talented professionals their dream APS roles. They prepare extensively for &#8220;behavioural questions&#8221; using the <a href=\"https:\/\/psinterviewcoach.com.au\/aps-interview-questions.php\">STAR method<\/a>, only to stumble when faced with competency-based questions that require a completely different approach.<\/p>\n<p>The truth is, understanding the subtle but crucial differences between behavioural and competency-based interview questions\u2014and knowing how to excel at both\u2014can be the difference between <a href=\"https:\/\/psinterviewcoach.com.au\/\">APS interview success<\/a> and disappointment. Today, I&#8217;m breaking down these differences and sharing my proven strategies for nailing both question types.<\/p>\n<h2>Understanding Behavioural Interview Questions<\/h2>\n<h3>What Are Behavioural Interview Questions?<\/h3>\n<p>Behavioural interview questions are designed to assess how you&#8217;ve handled specific situations in the past. They&#8217;re based on the principle that past behaviour is the best predictor of future performance. These questions typically start with phrases like &#8220;Tell me about a time when\u2026&#8221; or &#8220;Describe a situation where\u2026&#8221;<\/p>\n<p><strong>Key characteristics of behavioural questions:<\/strong><\/p>\n<ul>\n<li>Focus on specific past experiences and actions<\/li>\n<li>Require detailed storytelling with concrete examples<\/li>\n<li>Assess your problem-solving process and decision-making<\/li>\n<li>Evaluate your ability to learn from experiences<\/li>\n<li>Test your self-awareness and reflection capabilities<\/li>\n<\/ul>\n<h3>Common Behavioural Question Examples in APS Interviews<\/h3>\n<p>Here are typical behavioural questions you might encounter in <a href=\"https:\/\/psinterviewcoach.com.au\/aps-interview-questions.php\">Australian Public Service interviews<\/a>:<\/p>\n<ul>\n<li>&#8220;Tell me about a time when you had to work with a difficult stakeholder&#8221;<\/li>\n<li>&#8220;Describe a situation where you had to adapt to a significant change&#8221;<\/li>\n<li>&#8220;Give me an example of when you had to decide with incomplete information&#8221;<\/li>\n<li>&#8220;Tell me about a time when you had to influence someone without authority&#8221;<\/li>\n<li>&#8220;Describe a situation where you had to handle competing priorities&#8221;<\/li>\n<\/ul>\n<h2>Understanding Competency-Based Interview Questions<\/h2>\n<h3>What Are Competency-Based Interview Questions?<\/h3>\n<p>Competency-based questions focus on assessing whether you possess specific skills, knowledge, or abilities required for the role. Rather than asking for a story, these questions test your understanding of concepts, your approach to situations, and your theoretical knowledge.<\/p>\n<p><strong>Key characteristics of competency-based questions:<\/strong><\/p>\n<ul>\n<li>Assess specific skills, knowledge, or capabilities<\/li>\n<li>May include hypothetical scenarios or theoretical situations<\/li>\n<li>Test your understanding of best practices and methodologies<\/li>\n<li>Evaluate your knowledge of relevant frameworks or processes<\/li>\n<li>Focus on your approach and thinking rather than specific past events<\/li>\n<\/ul>\n<h3>Common Competency-Based Question Examples in APS Interviews<\/h3>\n<p>Here are typical competency-based questions in Australian Public Service contexts:<\/p>\n<ul>\n<li>&#8220;How would you approach building relationships with key stakeholders in this role?&#8221;<\/li>\n<li>&#8220;What strategies would you use to manage a team through organisational change?&#8221;<\/li>\n<li>&#8220;How do you ensure compliance with government policies and procedures?&#8221;<\/li>\n<li>&#8220;What&#8217;s your approach to risk management in government projects?&#8221;<\/li>\n<li>&#8220;How would you handle a situation where departmental priorities conflict?&#8221;<\/li>\n<\/ul>\n<h2>Key Differences Between Behavioural and Competency Questions<\/h2>\n<h3>Response Structure Requirements<\/h3>\n<p>The most critical difference lies in how you should structure your responses to each question type.<\/p>\n<p><strong>Behavioural questions require:<\/strong><\/p>\n<ul>\n<li>Specific examples from your experience<\/li>\n<li><a href=\"https:\/\/psinterviewcoach.com.au\/aps-interview-questions.php\">STAR method implementation<\/a> (Situation, Task, Action, Result)<\/li>\n<li>Detailed storytelling with concrete outcomes<\/li>\n<li>Personal reflection on lessons learned<\/li>\n<li>Demonstration of growth and development<\/li>\n<\/ul>\n<p><strong>Competency questions require:<\/strong><\/p>\n<ul>\n<li>Framework-based approaches and methodologies<\/li>\n<li>Theoretical knowledge demonstration<\/li>\n<li>Best practice understanding<\/li>\n<li>Strategic thinking and planning<\/li>\n<li>Examples used to illustrate understanding (not as the main focus)<\/li>\n<\/ul>\n<h3>Assessment Focus Differences<\/h3>\n<p>Understanding what interviewers are assessing helps you tailor your responses appropriately.<\/p>\n<p><strong>Behavioural questions assess:<\/strong><\/p>\n<ul>\n<li>Your actual performance in real situations<\/li>\n<li>Problem-solving and decision-making processes<\/li>\n<li>Interpersonal and communication skills<\/li>\n<li>Adaptability and resilience<\/li>\n<li>Self-awareness and learning capability<\/li>\n<\/ul>\n<p><strong>Competency questions assess:<\/strong><\/p>\n<ul>\n<li>Knowledge of relevant concepts and frameworks<\/li>\n<li>Understanding of best practices in your field<\/li>\n<li>Strategic thinking and planning abilities<\/li>\n<li>Professional judgment and decision-making capability<\/li>\n<li>Alignment with role requirements and expectations<\/li>\n<\/ul>\n<h2>How to Nail Behavioural Interview Questions<\/h2>\n<h3>Master the Enhanced STAR Method<\/h3>\n<p>While most candidates know about <a href=\"https:\/\/psinterviewcoach.com.au\/aps-interview-questions.php\">STAR<\/a>, few implement it effectively. Here&#8217;s my enhanced approach:<\/p>\n<p><strong>Situation (20% of response time):<\/strong><\/p>\n<ul>\n<li>Set the context concisely without unnecessary detail<\/li>\n<li>Include relevant stakeholders and constraints<\/li>\n<li>Establish the complexity or challenge level<\/li>\n<li>Connect to APS values or government context, where relevant<\/li>\n<\/ul>\n<p><strong>Task (15% of response time):<\/strong><\/p>\n<ul>\n<li>Clearly define your specific role and responsibilities<\/li>\n<li>Explain what needs to be achieved<\/li>\n<li>Highlight any competing priorities or constraints<\/li>\n<li>Show understanding of broader organisational goals<\/li>\n<\/ul>\n<p><strong>Action (50% of response time):<\/strong><\/p>\n<ul>\n<li>Focus exclusively on YOUR actions, not team actions<\/li>\n<li>Detail your thought process and decision-making<\/li>\n<li>Show how you applied relevant skills or knowledge<\/li>\n<li>Demonstrate problem-solving and adaptability<\/li>\n<li>Include communication and stakeholder management<\/li>\n<\/ul>\n<p><strong>Result (15% of response time):<\/strong><\/p>\n<ul>\n<li>Provide specific, quantifiable outcomes<\/li>\n<li>Connect results to organisational benefits<\/li>\n<li>Include lessons learned and personal development<\/li>\n<li>Show impact on stakeholders or the broader organisation<\/li>\n<\/ul>\n<h3>Advanced Behavioural Question Strategies<\/h3>\n<p><strong>Example selection criteria:<\/strong><\/p>\n<ul>\n<li>Choose examples that showcase progression and growth<\/li>\n<li>Select situations with clear challenges and obstacles<\/li>\n<li>Ensure examples demonstrate the specific competency being assessed<\/li>\n<li>Use recent examples that reflect your current capability level<\/li>\n<li>Prepare examples that highlight different aspects of your experience<\/li>\n<\/ul>\n<p><strong>Response enhancement techniques:<\/strong><\/p>\n<ul>\n<li>Include emotional intelligence and interpersonal awareness<\/li>\n<li>Show consideration of different perspectives and stakeholder needs<\/li>\n<li>Demonstrate ethical reasoning and value-based decision-making<\/li>\n<li>Connect your actions to broader organisational or public benefits<\/li>\n<li>Show a learning and continuous improvement mindset<\/li>\n<\/ul>\n<h2>How to Nail Competency-Based Interview Questions<\/h2>\n<h3>Framework-First Approach<\/h3>\n<p>Competency questions require you to demonstrate knowledge of frameworks, methodologies, and best practices before providing examples.<\/p>\n<p><strong>Effective competency response structure:<\/strong><\/p>\n<ul>\n<li><strong>Framework introduction:<\/strong> Start with the relevant methodology or approach<\/li>\n<li><strong>Process explanation:<\/strong> Detail the steps or considerations involved<\/li>\n<li><strong>Context application:<\/strong> Show how you&#8217;d apply this in the specific role<\/li>\n<li><strong>Example illustration:<\/strong> Provide a brief example of a successful application<\/li>\n<li><strong>Outcome focus:<\/strong> Connect to organisational benefits and results<\/li>\n<\/ul>\n<h3>Essential Competency Response Strategies<\/h3>\n<p><strong>Demonstrate a comprehensive understanding:<\/strong><\/p>\n<ul>\n<li>Show knowledge of multiple approaches or methodologies<\/li>\n<li>Explain when and why you&#8217;d use different strategies<\/li>\n<li>Display awareness of potential challenges and mitigation strategies<\/li>\n<li>Connect your approach to current best practices in the field<\/li>\n<li>Show understanding of government-specific considerations<\/li>\n<\/ul>\n<p><strong>Government context integration:<\/strong><\/p>\n<ul>\n<li>Reference relevant policies, frameworks, or legislation<\/li>\n<li>Show understanding of government accountability requirements<\/li>\n<li>Demonstrate awareness of political sensitivities<\/li>\n<li>Include stakeholder complexity and consultation processes<\/li>\n<li>Connect to broader government priorities and objectives<\/li>\n<\/ul>\n<h2>Common Mistakes That Kill Interview Performance<\/h2>\n<h3>Behavioural Question Mistakes<\/h3>\n<p><strong>Critical errors to avoid:<\/strong><\/p>\n<ul>\n<li>Using hypothetical examples instead of real experiences<\/li>\n<li>Spending too much time on the situation setup<\/li>\n<li>Describing team actions rather than personal actions<\/li>\n<li>Providing vague or unquantified results<\/li>\n<li>Failing to connect examples to the selection criteria<\/li>\n<li>Using outdated examples that don&#8217;t reflect current capability<\/li>\n<\/ul>\n<h3>Competency Question Mistakes<\/h3>\n<p><strong>Common competency response errors:<\/strong><\/p>\n<ul>\n<li>Jumping straight into an example without explaining your approach<\/li>\n<li>Providing generic responses that could apply to any organisation<\/li>\n<li>Failing to demonstrate knowledge of relevant frameworks<\/li>\n<li>Not connecting your approach to government-specific requirements<\/li>\n<li>Showing limited understanding of best practices in your field<\/li>\n<li>Not addressing potential challenges or risk mitigation<\/li>\n<\/ul>\n<h2>Advanced Preparation Strategies for Both Question Types<\/h2>\n<h3>Example Mapping and Framework Development<\/h3>\n<p>Successful candidates prepare systematically for both question types through strategic example mapping and framework development.<\/p>\n<p><strong>For behavioural questions:<\/strong><\/p>\n<ul>\n<li>Create an example bank covering all major competency areas<\/li>\n<li>Ensure examples span different roles, timeframes, and complexity levels<\/li>\n<li>Practice telling each example in 2-3 minutes using <a href=\"https:\/\/psinterviewcoach.com.au\/aps-interview-questions.php\">enhanced STAR<\/a><\/li>\n<li>Identify multiple competencies each example could demonstrate<\/li>\n<li>Prepare follow-up details for likely interviewer questions<\/li>\n<\/ul>\n<p><strong>For competency questions:<\/strong><\/p>\n<ul>\n<li>Research and master relevant frameworks for your field<\/li>\n<li>Understand government-specific policies and procedures<\/li>\n<li>Develop clear methodologies for common workplace challenges<\/li>\n<li>Prepare brief examples that illustrate the framework application<\/li>\n<li>Practice explaining complex concepts in clear, accessible language<\/li>\n<\/ul>\n<h2>How PS Interview Coach Transforms Your Interview Performance<\/h2>\n<p>At <a href=\"https:\/\/psinterviewcoach.com.au\/\">PS Interview Coach<\/a>, we specialise in helping candidates master both behavioural and competency-based questions through our comprehensive <a href=\"https:\/\/psinterviewcoach.com.au\/\">coaching approach<\/a>:<\/p>\n<ul>\n<li><strong>Question type identification training:<\/strong> Learn to quickly recognise and categorise different question types<\/li>\n<li><strong>Framework development:<\/strong> Build robust methodologies for addressing competency questions<\/li>\n<li><strong>Example optimisation:<\/strong> Refine your behavioural examples for maximum impact<\/li>\n<li><strong>Response timing and structure:<\/strong> Perfect your delivery for both question types<\/li>\n<li><strong><a href=\"https:\/\/psinterviewcoach.com.au\/\">APS-specific preparation<\/a>:<\/strong> Integrate government context and requirements throughout your responses<\/li>\n<\/ul>\n<p>Don&#8217;t let confusion between behavioural and competency questions cost you your ideal <a href=\"https:\/\/psinterviewcoach.com.au\/\">APS role<\/a>. Master both approaches and watch your <a href=\"https:\/\/psinterviewcoach.com.au\/\">interview confidence<\/a> and success rate soar.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>By Chris \u2013 PS Interview Coach After coaching thousands of Australian Public Service candidates over the past two decades, I&#8217;ve noticed a persistent confusion that costs many talented professionals their dream APS roles. They prepare extensively for &#8220;behavioural questions&#8221; using the STAR method, only to stumble when faced with competency-based questions that require a completely [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[3],"tags":[7,8],"class_list":["post-62","post","type-post","status-publish","format-standard","hentry","category-aps-interviews","tag-behavioural-interview-questions","tag-competency-based-interview-questions"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Behavioural vs Competency Interview Questions - Tips and Advice from 20yrs as a APS Recruitment &amp; Hiring Manager - Blog APS Interview Coaching Services Canberra Sydney Melbourne Adelaide<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/psinterviewcoach.com.au\/blog\/2025\/06\/25\/behavioural-vs-competency-interview-questions-tips-and-advice-from-20yrs-as-a-aps-recruitment-hiring-manager\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Behavioural vs Competency Interview Questions - Tips and Advice from 20yrs as a APS Recruitment &amp; Hiring Manager - Blog APS Interview Coaching Services Canberra Sydney Melbourne Adelaide\" \/>\n<meta property=\"og:description\" content=\"By Chris \u2013 PS Interview Coach After coaching thousands of Australian Public Service candidates over the past two decades, I&#8217;ve noticed a persistent confusion that costs many talented professionals their dream APS roles. 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