Skills-based job interviews are one of many styles you could be up against when vying for a new job. Knowing the nuances of this interview style can help you more effectively prepare.
As one of the top recruitment agencies in Toronto, we know how to prepare candidates for all types of job interviews, skills-based included. In this blog, we’ll help candidates understand what skills-based interviews are, how they work, and the steps they should take to prepare properly.
Here’s what we’ll cover:
- What is a skills-based job interview?
- What questions are asked in a skills-based interview?
- How is a skills-based interview different from a traditional job interview?
- Why do employers conduct skills-based job interviews?
- How to prepare for a skills-based job interview
What is a skills-based job interview?
A skills-based job interview focuses on, you guessed it, your skills. The aim is to assess a candidate’s specific skills and competencies relevant to the job they are applying for. These interviews go beyond solely evaluating their experience or education. In this type of interview, employers ask questions designed to gauge how well candidates can perform the tasks required for the role and how they would handle real-world situations.
What questions are asked in a skills-based interview?
Skills-based interviews use a series of question techniques to assess candidates. Here are the 3 common common question styles used:
- Behavioural questions: Candidates are asked to describe past experiences where they demonstrated relevant skills, such as problem-solving, teamwork, or leadership. This helps employers understand how candidates have applied their skills in real situations.
- Scenario-based questions: Interviewers present hypothetical situations and ask candidates how they would respond. This evaluates candidates’ critical thinking and decision-making abilities. This could include role-playing.
- Practical Assessments: Candidates are asked to complete tasks or exercises that simulate job responsibilities. This allows employers to observe their skills in action directly.
How is a skills-based interview different from a traditional job interview?
A skills-based interview differs from a traditional job interview in several key ways, primarily in its focus and the type of questions asked. But the ultimate goal is still the same – to assess candidates and find the best person for your organization. Here are the key differences.
- There is a focus on skills over experience
Skills-based interviews assess specific skills and competencies directly related to the job, often through practical exercises or scenario-based questions. Traditional interviews focus more on the candidate’s experience, education, and work history. - Assessment Methods
Skills-based interviews include practical assessments. For example, it could include a coding test for software developers or a writing exercise for content creators. This allows employers to observe the candidate’s skills in action directly.
Traditional interviews rely on a question-and-answer format, without requiring the candidate to perform job-specific tasks during the interview. - An emphasis on transferable skills
There’s a focus on transferable skills that can be applied across various tasks and situations, making it easier for candidates from diverse backgrounds to demonstrate their abilities. Traditional interviews prioritize industry-specific experience and qualifications over general skills, potentially limiting opportunities for candidates without a direct background in the field. - It includes an evaluation of problem-solving abilities
There is a focus on understanding how candidates approach and solve problems, particularly through scenario-based questions or hypothetical challenges. Traditional interviews may assess problem-solving through more generalized questions, without necessarily testing real-time decision-making or practical approaches.
Why do employers conduct skills-based job interviews? Top 5 reasons
Now that we know what skill-based interviews are, the types of questions that get asked and how they are different than traditional interviews, let’s discuss why employers choose this approach to assess candidates.
Employers conduct skills-based job interviews to more accurately assess a candidate’s ability to perform the specific tasks required for a role. This approach helps employers identify candidates who possess not just the necessary experience but also the practical skills and problem-solving abilities needed to succeed in the position. Here are the top reasons why employers favour skills-based interviews:
- They focus on job-relevant skills: They allow employers to evaluate the competencies directly related to the job, helping them ensure that candidates have the right technical and interpersonal skills.
- They are a better predictor of job performance: By testing real-world skills, employers can better predict a candidate’s future performance on the job. A person who can demonstrate their skills in the interview is more likely to excel in the role than someone who may only have relevant experience on paper.
- A fair assessment for people with diverse backgrounds: Skills-based interviews make it easier to assess candidates from non-traditional backgrounds or those without industry-specific experience, opening up the talent pool to include individuals with transferable skills from different fields.
- They reduce bias: Focusing on concrete skills rather than subjective criteria, like personality or networking, can help reduce biases in the hiring process. This approach enables a more objective assessment based on capability rather than solely on previous job titles or education.
- Better problem-solving and critical-thinking insights: This interview style reveals how candidates approach and solve problems, providing insight into their critical thinking and decision-making processes. This is especially valuable for roles that require creativity and quick thinking.
How candidates can prepare for a skills-based job interview
As a candidate, knowing the type of questions you can expect and why employers ask them can help you prepare thoroughly for your interview. Preparing involves focusing on the specific skills and competencies relevant to the role and being ready to demonstrate them practically. Here are some steps to help you prepare:
1. Review the Job Description and Company Thoroughly
Carefully go through the job description to identify the core skills and competencies required. Make a list of both the technical skills (like coding, data analysis, or writing) and soft skills (like communication, teamwork, or problem-solving) the employer is seeking.
Then spend some time reviewing the company. Learn about their mission, vision, values, and what they are all about. This will give you more context when planning your interview responses.
2. Prepare Examples of Relevant Experience
Think about past experiences where you’ve successfully used these skills. Use the STAR method (Situation, Task, Action, Result) to structure your answers, clearly describing how you applied your skills to achieve positive outcomes.
3. Practice Answering Scenario-Based Questions
Anticipate potential scenario-based questions where you may be asked to describe how you’d handle specific situations related to the job. Practice articulating your approach, decision-making process, and the reasoning behind your actions in these scenarios.
4. Brush Up on Technical Skills
If the role requires specific technical skills, consider refreshing your knowledge through online courses, tutorials, or exercises. Practice using any software, tools, or techniques that may be relevant to the position. You may be asked to put your technical skills on display during the interview.
5. Prepare for Practical Tests or Tasks
In some skills-based interviews, you may be asked to complete a task or test. For example, if you’re interviewing for a coding job, practice solving common coding problems.
6.Highlight Transferable Skills
Be ready to discuss how your skills, even if gained in a different field, are transferable to the new role. Emphasize skills like adaptability, communication, or leadership that are valuable in any role and can be applied across different situations.
7. Prepare to Demonstrate Soft Skills
Many roles require soft skills like teamwork, communication, and adaptability. Prepare examples that showcase your interpersonal abilities, especially in high-stress or collaborative environments.
8. Mock Interviews and Feedback
Consider doing mock interviews with a friend, mentor, or career coach. Ask for feedback on your responses and look for ways to improve the clarity, confidence, and relevance of your answers.
A Final Word on Preparing For Skills-Based Job Interviews
Skills-based job interviews focus on assessing candidates’ practical skills and competencies specific to the role they’re applying for, rather than their background or education alone. Unlike traditional interviews, which often emphasize experience and qualifications, skills-based interviews use various techniques like behavioural questions, scenario-based questions, and practical assessments.
To prepare effectively, candidates should study the job description to identify required skills, practice responding to scenario-based questions, and review any technical or practical skills relevant to the role. Engaging in mock interviews and seeking feedback can also enhance a candidate’s readiness and confidence for a skills-based interview.
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