Competency-based Interview
A competency-based interview evaluates candidates by asking them to describe concrete examples of how they have demonstrated specific skills—problem-solving, teamwork, communication—in past roles. Instead of hypothetical questions, you ask 'Tell me about a time you…' This method is more predictive of job performance than unstructured chat and helps you compare candidates fairly against the same criteria.
You use competency-based interviews when you want to move beyond 'Would you be good at this?' and instead ask 'Have you actually done this before?' You prepare a list of 5–8 core competencies for the role—such as client communication, process improvement, or budget management—then design questions that prompt candidates to share real examples from their working history.
This approach is common in Switzerland among larger employers and increasingly adopted by SMEs. It reduces gut-feel hiring and creates a paper trail showing why you selected one candidate over another, which matters if a rejected applicant ever questions your decision.
When and Why You Use Competency-Based Interviews
Competency-based interviews suit technical roles, team leadership positions, and customer-facing jobs where specific skills directly impact performance. You use them when you need to hire quickly and fairly, or when you're comparing multiple candidates for the same Pensum level.
The method is especially useful if your last hire in a similar role didn't work out and you want to tighten your criteria. It also satisfies transparency principles: if you can document that all candidates were assessed against identical competencies, you're on firmer ground should anyone later question hiring fairness.
- Best for roles where past performance predicts future success
- Reduces bias by using the same question framework for all candidates
- Creates a defensible record of your hiring reasoning
- Works across different cantons and organisation sizes
- Takes more preparation but saves time during actual interviews
- Helps you spot candidates who talk well but lack real experience
Your Obligations and Common Mistakes
You have no legal obligation under Swiss law to use competency-based interviews, but employment law (ArG) requires fair and non-discriminatory hiring. A structured, documented method actually protects you here. Questions must relate only to the job; asking about family plans, health, or personal beliefs is illegal regardless of format.
The single most common mistake: asking follow-up questions that differ between candidates. If you let one candidate off the hook after a vague answer but press another for detail, you've lost your fairness advantage. Write your questions and probe standards in advance and stick to them.
- ArG requires hiring decisions to be free of discrimination on age, gender, origin, or belief
- Questions must be job-relevant; skip personal or health questions entirely
- Document each candidate's answers and your assessment against each competency
- Use the same follow-up probes for all candidates to ensure consistency
- Train any co-interviewers beforehand so they ask the same way
- Never combine competency questions with unstructured chat—it reintroduces bias
Setting Up Your Interview Framework
List the 5–8 competencies most critical to the role. For a sales role in Geneva, these might be: relationship-building, resilience under rejection, and product knowledge. For a project coordinator in Zurich, consider planning, stakeholder communication, and adaptability. Be specific to your business, not generic.
For each competency, prepare 2–3 questions using the STAR method (Situation, Task, Action, Result): 'Tell me about a project where you had to coordinate multiple departments. What was the situation? What did you do? What was the outcome?' Listen for concrete examples, not theories. This takes 45–60 minutes per candidate but ensures fairness and better hiring decisions.
- Identify competencies from your job description and your strongest current employee
- Write STAR-style prompts that ask for real examples, not hypotheticals
- Score each candidate on a simple scale (1–5) for each competency immediately after
- Avoid leading questions that hint at the 'right' answer
- Ask follow-up questions consistently: 'What was the outcome?' 'What would you do differently?'
- Review your notes before making a final decision—don't rely on memory
Frequently asked questions
- Is a competency-based interview legally required in Switzerland?
- No. Swiss employment law (ArG) requires fair hiring but doesn't mandate any specific interview format. A competency-based approach is voluntary but recommended because it creates a defensible, discrimination-free record of your decision.
- Can I mix competency questions with casual conversation?
- You can, but it reduces the benefit. Casual chat can reintroduce unconscious bias. For fairness, keep the structured competency section separate and consistent across all candidates, then you may have a more informal final segment.
- What if a candidate has no direct experience in the exact role?
- Competency-based interviews work with transferable skills. A candidate might not have sold your specific product, but if they've built client relationships in another industry, that competency transfers. Ask how they would apply past experience to your context.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.