{"id":7601,"date":"2026-01-26T08:49:14","date_gmt":"2026-01-26T08:49:14","guid":{"rendered":"https:\/\/www.interviewgold.com\/advice\/?p=7601"},"modified":"2026-03-14T11:59:44","modified_gmt":"2026-03-14T11:59:44","slug":"the-top-competency-interview-mistakes-and-how-to-fix-them-in-2026","status":"publish","type":"post","link":"https:\/\/www.interviewgold.com\/advice\/the-top-competency-interview-mistakes-and-how-to-fix-them-in-2026\/","title":{"rendered":"The Top Competency Interview Mistakes (And How to Fix Them in 2026)"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium wp-image-7607\" src=\"https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/01\/competency-interview-mistakes-6-300x169.png\" alt=\"competency interview mistakes\" width=\"300\" height=\"169\" srcset=\"https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/01\/competency-interview-mistakes-6-300x169.png 300w, https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/01\/competency-interview-mistakes-6-1024x576.png 1024w, https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/01\/competency-interview-mistakes-6-768x432.png 768w, https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/01\/competency-interview-mistakes-6-500x281.png 500w, https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/01\/competency-interview-mistakes-6.png 1280w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/p>\n<h4>Are you struggling to pass competency-based interviews? Do you keep getting frustratingly low scores \u2014 2s or 3s \u2014 and you\u2019re not sure why?<\/h4>\n<p data-start=\"255\" data-end=\"397\">Here\u2019s the good news straight away:<br data-start=\"290\" data-end=\"293\" \/>Most candidates <strong data-start=\"309\" data-end=\"396\">don\u2019t fail competency interviews because they lack experience or aren\u2019t good enough<\/strong>.<\/p>\n<p data-start=\"399\" data-end=\"534\">They fail because of a small number of <strong data-start=\"438\" data-end=\"457\">repeat mistakes<\/strong> \u2014 mistakes that quietly destroy scores <em data-start=\"497\" data-end=\"533\">even when the experience is strong<\/em>.<\/p>\n<p data-start=\"536\" data-end=\"793\">I\u2019m Joe from InterviewGold, and after 20 years of coaching candidates into top UK roles, I can tell you this with confidence: once you recognise these mistakes and fix them, your answers become clearer, stronger, and far more effective almost immediately.<\/p>\n<p data-start=\"795\" data-end=\"896\">Let\u2019s break down the <strong data-start=\"816\" data-end=\"895\">top competency interview mistakes in 2026 \u2014 and exactly how to fix each one<\/strong>.<\/p>\n<div class=\"video-responsive\"><iframe loading=\"lazy\" title=\"YouTube video player\" src=\"https:\/\/www.youtube.com\/embed\/a4shUylTzHs?si=KSjOAY7dawLUZgXe\" width=\"100%\" height=\"auto\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\" data-mce-fragment=\"1\"><\/iframe><\/div>\n<h2 data-start=\"903\" data-end=\"951\">Mistake 1: Using a Weak or Irrelevant Example<\/h2>\n<p data-start=\"953\" data-end=\"994\">This is one of the biggest score killers.<\/p>\n<p data-start=\"996\" data-end=\"1038\">Candidates often choose examples that are:<\/p>\n<ul data-start=\"1039\" data-end=\"1168\">\n<li data-start=\"1039\" data-end=\"1063\">\n<p>Too small or routine<\/p>\n<\/li>\n<li data-start=\"1064\" data-end=\"1105\">\n<p data-start=\"1066\" data-end=\"1105\">Only loosely linked to the competency<\/p>\n<\/li>\n<li data-start=\"1106\" data-end=\"1168\">\n<p data-start=\"1108\" data-end=\"1168\">Missing the behaviours the interviewer is actually scoring<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1170\" data-end=\"1238\">Sometimes the example isn\u2019t <em data-start=\"1198\" data-end=\"1203\">bad<\/em> \u2014 it\u2019s just <strong data-start=\"1216\" data-end=\"1237\">not strong enough<\/strong>.<\/p>\n<p data-start=\"1240\" data-end=\"1324\">Remember:<br data-start=\"1249\" data-end=\"1252\" \/>\ud83d\udc49 <strong data-start=\"1255\" data-end=\"1324\">Interviewers don\u2019t score effort. They score behavioural evidence.<\/strong><\/p>\n<h3 data-start=\"1326\" data-end=\"1345\">\u2705 How to fix it<\/h3>\n<p data-start=\"1346\" data-end=\"1367\">Choose examples that:<\/p>\n<ul data-start=\"1368\" data-end=\"1570\">\n<li data-start=\"1368\" data-end=\"1411\">\n<p data-start=\"1370\" data-end=\"1411\">Are based on a real task or achievement<\/p>\n<\/li>\n<li data-start=\"1412\" data-end=\"1461\">\n<p data-start=\"1414\" data-end=\"1461\">Clearly relate to the competency being tested<\/p>\n<\/li>\n<li data-start=\"1462\" data-end=\"1517\">\n<p data-start=\"1464\" data-end=\"1517\">Include <strong data-start=\"1472\" data-end=\"1515\">challenge, risk, pressure, or obstacles<\/strong><\/p>\n<\/li>\n<li data-start=\"1518\" data-end=\"1570\">\n<p data-start=\"1520\" data-end=\"1570\">Show what <em data-start=\"1530\" data-end=\"1535\">you<\/em> did \u2014 not just what the team did<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1572\" data-end=\"1684\">A focused example that clearly demonstrates the right behaviours will always outperform a vague or \u201cnice\u201d story.<\/p>\n<hr data-start=\"1686\" data-end=\"1689\" \/>\n<h2 data-start=\"1691\" data-end=\"1759\">Mistake 2: Poor Structure \u2014 Too Much Situation, Not Enough Action<\/h2>\n<p data-start=\"1761\" data-end=\"1791\">This one is incredibly common.<\/p>\n<p data-start=\"1793\" data-end=\"1842\">Candidates spend most of their answer explaining:<\/p>\n<ul data-start=\"1843\" data-end=\"1913\">\n<li data-start=\"1843\" data-end=\"1857\">\n<p data-start=\"1845\" data-end=\"1857\">Background<\/p>\n<\/li>\n<li data-start=\"1858\" data-end=\"1869\">\n<p data-start=\"1860\" data-end=\"1869\">Context<\/p>\n<\/li>\n<li data-start=\"1870\" data-end=\"1890\">\n<p data-start=\"1872\" data-end=\"1890\">The organisation<\/p>\n<\/li>\n<li data-start=\"1891\" data-end=\"1913\">\n<p data-start=\"1893\" data-end=\"1913\">The team structure<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1915\" data-end=\"1976\">And by the time they get to the <strong data-start=\"1947\" data-end=\"1957\">action<\/strong>, time has run out.<\/p>\n<p data-start=\"1978\" data-end=\"2051\">But here\u2019s the truth:<br data-start=\"1999\" data-end=\"2002\" \/>\ud83d\udc49 <strong data-start=\"2005\" data-end=\"2051\">Interviewers score actions, not backstory.<\/strong><\/p>\n<h3 data-start=\"2053\" data-end=\"2072\">\u2705 How to fix it<\/h3>\n<p data-start=\"2073\" data-end=\"2097\">Use this simple balance:<\/p>\n<ul data-start=\"2099\" data-end=\"2165\">\n<li data-start=\"2099\" data-end=\"2127\">\n<p data-start=\"2101\" data-end=\"2127\"><strong data-start=\"2101\" data-end=\"2108\">15%<\/strong> Situation &amp; Task<\/p>\n<\/li>\n<li data-start=\"2128\" data-end=\"2146\">\n<p data-start=\"2130\" data-end=\"2146\"><strong data-start=\"2130\" data-end=\"2137\">70%<\/strong> Action<\/p>\n<\/li>\n<li data-start=\"2147\" data-end=\"2165\">\n<p data-start=\"2149\" data-end=\"2165\"><strong data-start=\"2149\" data-end=\"2156\">15%<\/strong> Result<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"2167\" data-end=\"2288\">If you\u2019re short on time, <strong data-start=\"2192\" data-end=\"2224\">cut background \u2014 not actions<\/strong>.<br data-start=\"2225\" data-end=\"2228\" \/>Your score lives in what <em data-start=\"2253\" data-end=\"2258\">you<\/em> did, how you did it, and why.<\/p>\n<hr data-start=\"2290\" data-end=\"2293\" \/>\n<h2 data-start=\"2295\" data-end=\"2357\">Mistake 3: Lack of Focus \u2014 Positive Behaviours Aren\u2019t Clear<\/h2>\n<p data-start=\"2359\" data-end=\"2396\">This mistake is subtle, but damaging.<\/p>\n<p data-start=\"2398\" data-end=\"2488\">Candidates tell a story that <em data-start=\"2427\" data-end=\"2435\">sounds<\/em> good \u2014<br data-start=\"2442\" data-end=\"2445\" \/>but the interviewer can\u2019t clearly identify:<\/p>\n<ul data-start=\"2489\" data-end=\"2561\">\n<li data-start=\"2489\" data-end=\"2503\">\n<p data-start=\"2491\" data-end=\"2503\">Leadership<\/p>\n<\/li>\n<li data-start=\"2504\" data-end=\"2523\">\n<p data-start=\"2506\" data-end=\"2523\">Problem-solving<\/p>\n<\/li>\n<li data-start=\"2524\" data-end=\"2541\">\n<p data-start=\"2526\" data-end=\"2541\">Communication<\/p>\n<\/li>\n<li data-start=\"2542\" data-end=\"2561\">\n<p data-start=\"2544\" data-end=\"2561\">Decision-making<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"2563\" data-end=\"2633\">So even though the answer flows well, <strong data-start=\"2601\" data-end=\"2632\">nothing is clearly scorable<\/strong>.<\/p>\n<h3 data-start=\"2635\" data-end=\"2654\">\u2705 How to fix it<\/h3>\n<p data-start=\"2655\" data-end=\"2702\">Signpost behaviours clearly.<br data-start=\"2683\" data-end=\"2686\" \/>Say things like:<\/p>\n<ul data-start=\"2703\" data-end=\"2867\">\n<li data-start=\"2703\" data-end=\"2762\">\n<p data-start=\"2705\" data-end=\"2762\">\u201cThe key behaviour I demonstrated here was leadership\u2026\u201d<\/p>\n<\/li>\n<li data-start=\"2763\" data-end=\"2804\">\n<p data-start=\"2765\" data-end=\"2804\">\u201cThis shows how I delivered at pace\u2026\u201d<\/p>\n<\/li>\n<li data-start=\"2805\" data-end=\"2867\">\n<p data-start=\"2807\" data-end=\"2867\">\u201cThis is an example of effective stakeholder communication\u2026\u201d<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"2869\" data-end=\"2943\">Never assume interviewers will infer behaviours.<br data-start=\"2917\" data-end=\"2920\" \/>\ud83d\udc49 <strong data-start=\"2923\" data-end=\"2943\">Make it obvious.<\/strong><\/p>\n<hr data-start=\"2945\" data-end=\"2948\" \/>\n<h2 data-start=\"2950\" data-end=\"2993\">Mistake 4: Answering the Wrong Behaviour<\/h2>\n<p data-start=\"2995\" data-end=\"3057\">This is one of the most misunderstood reasons candidates fail.<\/p>\n<p data-start=\"3059\" data-end=\"3086\">It happens when candidates:<\/p>\n<ul data-start=\"3087\" data-end=\"3183\">\n<li data-start=\"3087\" data-end=\"3131\">\n<p data-start=\"3089\" data-end=\"3131\">Misinterpret the competency being tested<\/p>\n<\/li>\n<li data-start=\"3132\" data-end=\"3183\">\n<p data-start=\"3134\" data-end=\"3183\">Answer a <em data-start=\"3143\" data-end=\"3154\">different<\/em> behaviour to the one asked<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"3185\" data-end=\"3289\">For example:<br \/>\nYou\u2019re asked about <strong data-start=\"3217\" data-end=\"3229\">teamwork<\/strong>, but you give an answer focused entirely on <strong data-start=\"3274\" data-end=\"3288\">leadership<\/strong>.<\/p>\n<p data-start=\"3291\" data-end=\"3377\">Even if it\u2019s a great leadership example,<br data-start=\"3331\" data-end=\"3334\" \/>\ud83d\udc49 <strong data-start=\"3337\" data-end=\"3376\">it will not score well for teamwork<\/strong>.<\/p>\n<h3 data-start=\"3379\" data-end=\"3398\">\u2705 How to fix it<\/h3>\n<p data-start=\"3399\" data-end=\"3438\">Before answering, quickly ask yourself:<\/p>\n<blockquote data-start=\"3439\" data-end=\"3489\">\n<p data-start=\"3441\" data-end=\"3489\">\u201cWhat behaviour are they <em data-start=\"3466\" data-end=\"3474\">really<\/em> testing here?\u201d<\/p>\n<\/blockquote>\n<p data-start=\"3491\" data-end=\"3570\">Then shape your answer around <strong data-start=\"3521\" data-end=\"3539\">that behaviour<\/strong>, not just the surface wording.<\/p>\n<p data-start=\"3572\" data-end=\"3709\"><strong data-start=\"3572\" data-end=\"3584\">Top tip:<\/strong><br data-start=\"3584\" data-end=\"3587\" \/>If you\u2019re unsure \u2014 ask the interviewer to clarify.<br data-start=\"3637\" data-end=\"3640\" \/>That\u2019s far better than taking a gamble and answering the wrong thing.<\/p>\n<hr data-start=\"3711\" data-end=\"3714\" \/>\n<h2 data-start=\"3716\" data-end=\"3763\">Mistake 5: Panicking and Making Something Up<\/h2>\n<p data-start=\"3765\" data-end=\"3801\">This happens more than people admit.<\/p>\n<p data-start=\"3803\" data-end=\"3910\">A question is phrased slightly differently than expected.<br data-start=\"3860\" data-end=\"3863\" \/>You freeze.<br data-start=\"3874\" data-end=\"3877\" \/>You panic.<br data-start=\"3887\" data-end=\"3890\" \/>And then you either:<\/p>\n<ul data-start=\"3911\" data-end=\"3975\">\n<li data-start=\"3911\" data-end=\"3932\">\n<p data-start=\"3913\" data-end=\"3932\">Invent an example<\/p>\n<\/li>\n<li data-start=\"3933\" data-end=\"3943\">\n<p data-start=\"3935\" data-end=\"3943\">Ramble<\/p>\n<\/li>\n<li data-start=\"3944\" data-end=\"3975\">\n<p data-start=\"3946\" data-end=\"3975\">Talk yourself into a corner<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"3977\" data-end=\"4074\">Interviewers can usually tell.<br data-start=\"4007\" data-end=\"4010\" \/>And made-up examples tend to collapse under follow-up questions.<\/p>\n<h3 data-start=\"4076\" data-end=\"4095\">\u2705 How to fix it<\/h3>\n<p data-start=\"4096\" data-end=\"4128\">Stick to your prepared examples.<\/p>\n<p data-start=\"4130\" data-end=\"4142\">You can say:<\/p>\n<blockquote data-start=\"4143\" data-end=\"4271\">\n<p data-start=\"4145\" data-end=\"4271\">\u201cI haven\u2019t dealt with that exact situation, however here\u2019s a recent example where I demonstrated strong communication skills\u2026\u201d<\/p>\n<\/blockquote>\n<p data-start=\"4273\" data-end=\"4376\">This approach still allows you to score <strong data-start=\"4313\" data-end=\"4344\">most of the available marks<\/strong> \u2014 without damaging credibility.<\/p>\n<hr data-start=\"4378\" data-end=\"4381\" \/>\n<h2 data-start=\"4383\" data-end=\"4445\">Mistake 6: Poor Delivery (Especially in Virtual Interviews)<\/h2>\n<p data-start=\"4447\" data-end=\"4519\">With so many interviews now online, this mistake has become more common.<\/p>\n<p data-start=\"4521\" data-end=\"4532\">Candidates:<\/p>\n<ul data-start=\"4533\" data-end=\"4590\">\n<li data-start=\"4533\" data-end=\"4561\">\n<p data-start=\"4535\" data-end=\"4561\">Read directly from notes<\/p>\n<\/li>\n<li data-start=\"4562\" data-end=\"4590\">\n<p data-start=\"4564\" data-end=\"4590\">Recite memorised scripts<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"4592\" data-end=\"4636\">It sounds unnatural and reduces credibility.<\/p>\n<p data-start=\"4638\" data-end=\"4669\">Interviewers are listening for:<\/p>\n<ul data-start=\"4670\" data-end=\"4723\">\n<li data-start=\"4670\" data-end=\"4686\">\n<p data-start=\"4672\" data-end=\"4686\">Authenticity<\/p>\n<\/li>\n<li data-start=\"4687\" data-end=\"4700\">\n<p data-start=\"4689\" data-end=\"4700\">Ownership<\/p>\n<\/li>\n<li data-start=\"4701\" data-end=\"4723\">\n<p data-start=\"4703\" data-end=\"4723\">Real understanding<\/p>\n<\/li>\n<\/ul>\n<h3 data-start=\"4725\" data-end=\"4744\">\u2705 How to fix it<\/h3>\n<p data-start=\"4745\" data-end=\"4784\">Prepare <strong data-start=\"4753\" data-end=\"4783\">bullet points, not scripts<\/strong>.<\/p>\n<p data-start=\"4786\" data-end=\"4908\">Know your example well enough to explain it naturally.<br data-start=\"4840\" data-end=\"4843\" \/>If you truly understand your evidence, you won\u2019t need to read it.<\/p>\n<hr data-start=\"4910\" data-end=\"4913\" \/>\n<h2 data-start=\"4915\" data-end=\"4951\">Why These Mistakes Keep Happening<\/h2>\n<p data-start=\"4953\" data-end=\"4997\">Here\u2019s the key insight most candidates miss.<\/p>\n<p data-start=\"4999\" data-end=\"5032\">Most interview advice focuses on:<\/p>\n<ul data-start=\"5033\" data-end=\"5050\">\n<li data-start=\"5033\" data-end=\"5050\">\n<p data-start=\"5035\" data-end=\"5050\"><strong data-start=\"5035\" data-end=\"5050\">What to say<\/strong><\/p>\n<\/li>\n<\/ul>\n<p data-start=\"5052\" data-end=\"5073\">Very little explains:<\/p>\n<ul data-start=\"5074\" data-end=\"5105\">\n<li data-start=\"5074\" data-end=\"5105\">\n<p data-start=\"5076\" data-end=\"5105\"><strong data-start=\"5076\" data-end=\"5105\">What actually loses marks<\/strong><\/p>\n<\/li>\n<\/ul>\n<p data-start=\"5107\" data-end=\"5237\">Once you understand how interviewers score competency answers, the process becomes far less mysterious \u2014 and far more predictable.<\/p>\n<p data-start=\"5239\" data-end=\"5463\">If you find it difficult to create strong, high-scoring answers, the InterviewGold platform can help.<br data-start=\"5340\" data-end=\"5343\" \/>It builds clear, tailored STAR examples for your role and level \u2014 showing the exact behaviours interviewers want to see.<\/p>\n<hr data-start=\"5465\" data-end=\"5468\" \/>\n<h2 data-start=\"5470\" data-end=\"5499\">Calm. Control. Confidence.<\/h2>\n<p data-start=\"5501\" data-end=\"5559\">If you\u2019ve been making these mistakes, let me reassure you:<\/p>\n<ul data-start=\"5561\" data-end=\"5661\">\n<li data-start=\"5561\" data-end=\"5580\">\n<p data-start=\"5563\" data-end=\"5580\">They are common<\/p>\n<\/li>\n<li data-start=\"5581\" data-end=\"5601\">\n<p data-start=\"5583\" data-end=\"5601\">They are fixable<\/p>\n<\/li>\n<li data-start=\"5602\" data-end=\"5661\">\n<p data-start=\"5604\" data-end=\"5661\">They have nothing to do with intelligence or experience<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"5663\" data-end=\"5817\">When you avoid these errors and structure your answers properly, <strong data-start=\"5728\" data-end=\"5816\">competency interviews become one of the most controllable interview formats there is<\/strong>.<\/p>\n<p data-start=\"5819\" data-end=\"5868\" data-is-last-node=\"\" data-is-only-node=\"\">And that\u2019s when confidence really starts to show.<\/p>\n  \n  <style>\n\n  .cta-start{  margin-top: 40px !important; margin-bottom:30px;  }\n \n<\/style>\n  \n   <div class=\"bannerad blue\">\n<div class=\"banneradin\">\n<h1>Get Your Target Job Faster With InterviewGold<\/h1>\n<p>Accurate questions, winning answers created for you including brilliant STAR examples, expert advice and much more\n&bull; 92% success &bull; Boost your confidence &bull; Win job offers.<\/p>\n  <div class=\"cta-start\">\n                 <form action=\"https:\/\/www.interviewgold.com\/register.php\" method=\"post\">\n                    <input name=\"instId\" value=\"140419\" type=\"hidden\"\/>\n                    <input name=\"cartId\" value=\"igc210622\" type=\"hidden\"\/>\n                    <input name=\"amount\" value=\"79\" type=\"hidden\"\/>\n                    <input name=\"M_alldetails\" value=\"igc12\/\" type=\"hidden\"\/>\n                    <input name=\"currency\" value=\"GBP\" type=\"hidden\"\/>\n                    <input name=\"desc\" value=\"Blog Ad Blue Dropdown\" type=\"hidden\"\/>\n\n                                   <div class=\"autocomplete\">\n                          <input class=\"dropdownhome\" id=\"myInput\" type=\"text\" name=\"job_title\" placeholder=\"Enter your target job title\">\n        \n                        <select name=\"sort\" class=\"dropdownhome\">\n                            <option value=\"\">Select sector<\/option>\n                            <option value=\"accounting\">Accounting and Finance<\/option>\n                            <option value=\"administration\">Administration<\/option>\n                            <option value=\"banking\">Banking<\/option>\n                            <option value=\"government\">Civil Service and Government<\/option>\n                            <option value=\"customer-services\">Customer Services<\/option>\n                            <option value=\"teaching\">Education<\/option>\n                            <option value=\"engineering\">Engineering<\/option>\n                            <option value=\"financial-services\">Financial Services<\/option>\n                            <option value=\"hospitality\">Hospitality<\/option>\n                            <option value=\"human-resources\">Human Resources<\/option>\n                            <option value=\"legal\">Legal<\/option>\n                            <option value=\"management-consulting\">Management Consulting<\/option>\n                            <option value=\"marketing\">Marketing, Media and Digital<\/option>\n                            <option value=\"medical\">Medical<\/option>\n                            <option value=\"nursing\">Nursing and Healthcare<\/option>\n                            <option value=\"police\">Police<\/option>\n                            <option value=\"project-management\">Project Management<\/option>\n                            <option value=\"retail\">Retail<\/option>\n                            <option value=\"sales\">Sales<\/option>\n                            <option value=\"teaching\">Teaching<\/option>\n                            <option value=\"technology\">Technology<\/option>\n                            <option value=\"travel\">Travel and Tourism<\/option>\n                            <option value=\"general\">Sector not listed? Select here<\/option>\n                        <\/select>\n                      <\/div>\n\n                      <input type=\"submit\" class=\"mybtn\" onclick=\"pageTracker._link(this.href); return true;\" value=\"Start Now\" style=\"margin: 0;  width:100%;\"\/>\n                          \n <\/form>\n    <\/div>               \n\t  <\/div>\n\t<\/div>\n  \n","protected":false},"excerpt":{"rendered":"<p>Are you struggling to pass competency-based interviews? Do you keep getting frustratingly low scores \u2014 2s or 3s \u2014 and you\u2019re not sure why?<\/p>\n<p>Here\u2019s the good news straight away:<br \/>\nMost candidates don\u2019t fail competency interviews because they lack experience or aren\u2019t good enough.<\/p>\n","protected":false},"author":4,"featured_media":7607,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[57],"tags":[],"class_list":["post-7601","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-competency-interviews"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/posts\/7601","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/comments?post=7601"}],"version-history":[{"count":7,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/posts\/7601\/revisions"}],"predecessor-version":[{"id":7803,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/posts\/7601\/revisions\/7803"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/media\/7607"}],"wp:attachment":[{"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/media?parent=7601"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/categories?post=7601"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/tags?post=7601"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}