CBI uses structured behavioural questions tied to role competencies, asking for real examples to predict future performance more reliably than hypothetical questions.
Definition
Competency-based interviewing uses pre-defined behavioural questions tied to specific competencies required for the role, asking candidates to provide real examples of past behaviour as evidence of future capability. The STAR framework (Situation, Task, Action, Result) is the standard response structure. It's the most reliable interview methodology when done well.
What this means when you're hiring
In MES recruitment, the competencies that matter most at senior level are leading cross-functional change in regulated environments, managing integration complexity across systems, and translating technical decisions into commercial outcomes. A good CBI question isn't just 'tell me about a project you managed'; it's 'tell me about a time you had to build stakeholder consensus for an MES implementation that was behind schedule and over budget.' That question surfaces operational judgement, communication under pressure, and accountability in a single answer.
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