{"id":7642,"date":"2026-02-02T15:46:27","date_gmt":"2026-02-02T15:46:27","guid":{"rendered":"https:\/\/www.interviewgold.com\/advice\/?p=7642"},"modified":"2026-02-04T08:08:10","modified_gmt":"2026-02-04T08:08:10","slug":"competency-interviews-made-easy-ultimate-guide","status":"publish","type":"post","link":"https:\/\/www.interviewgold.com\/advice\/competency-interviews-made-easy-ultimate-guide\/","title":{"rendered":"Competency Interviews Made EASY (Ultimate Guide 2026) With Questions and Answers to Get Top Scores."},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium wp-image-7653\" src=\"https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/02\/Thumbnail-v2-2-300x169.jpg\" alt=\"&quot;Competency Interviews Made EASY\" width=\"300\" height=\"169\" srcset=\"https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/02\/Thumbnail-v2-2-300x169.jpg 300w, https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/02\/Thumbnail-v2-2-1024x576.jpg 1024w, https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/02\/Thumbnail-v2-2-768x432.jpg 768w, https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/02\/Thumbnail-v2-2-500x281.jpg 500w, https:\/\/www.interviewgold.com\/advice\/wp-content\/uploads\/2026\/02\/Thumbnail-v2-2.jpg 1280w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/p>\n<h2>Are you worried about competency-based interviews?<\/h2>\n<p>Not sure how to answer them correctly?<br \/>\nOr wondering what interviewers actually want you to say?<\/p>\n<p>You\u2019re not alone.<!--more--><\/p>\n<p>I\u2019m Joe from InterviewGold. For over <strong>20 years<\/strong>, I\u2019ve coached candidates across the <strong>UK and worldwide<\/strong> to successfully pass competency-based interviews \u2014 at all levels, in all sectors.<\/p>\n<p>In this <strong>complete 2026 UK guide<\/strong>, I\u2019m going to:<\/p>\n<ul>\n<li>Show you the <strong>top 10 competencies<\/strong> you are most likely to be asked about<\/li>\n<li>Give you <strong>real competency interview questions<\/strong> being used <strong>right now<\/strong> in the UK<\/li>\n<li>Explain <strong>exactly what recruiters expect<\/strong> to hear in your answers<\/li>\n<li>Teach you a <strong>clear, reliable formula<\/strong> for answering competency questions the way interview panels score them<\/li>\n<\/ul>\n<p>And later in the guide, I\u2019ll show you how to get <strong>brilliant, top-scoring competency answers<\/strong>, tailored to <strong>you<\/strong>, your experience, and your target job.<\/p>\n<p>If you\u2019ve got a competency-based interview coming up \u2014 with <strong>any employer, at any level<\/strong> \u2014 this guide will dramatically boost your chances.<\/p>\n<div class=\"video-responsive\"><iframe loading=\"lazy\" title=\"YouTube video player\" src=\"https:\/\/www.youtube.com\/embed\/c-LmSNZIhok?si=uwsXzHesmQhd3pJ\" width=\"100%\" height=\"auto\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\" data-mce-fragment=\"1\"><\/iframe><\/div>\n<hr \/>\n<h2>What Is a Competency-Based Interview?<\/h2>\n<p>A competency-based interview is an interview where you are asked to <strong>prove your skills with real examples<\/strong>, not just talk about them.<\/p>\n<p>Instead of asking:<\/p>\n<blockquote><p>\u201cAre you good at teamwork?\u201d<\/p><\/blockquote>\n<p>An interviewer will ask:<\/p>\n<blockquote><p>\u201cTell me about a time you worked with others to achieve something.\u201d<\/p><\/blockquote>\n<p>Why?<\/p>\n<p>Because anyone can say they are organised, hardworking, or calm under pressure. What employers really want to know is <strong>how you behave when it matters<\/strong>.<\/p>\n<p>These interviews focus on <strong>what you\u2019ve done before<\/strong>, because past behaviour is one of the most reliable indicators of future performance.<\/p>\n<p>You\u2019ll hear phrases like:<\/p>\n<ul>\n<li>\u201cTell me about a time when\u2026\u201d<\/li>\n<li>\u201cGive me an example of\u2026\u201d<\/li>\n<li>\u201cDescribe a situation where\u2026\u201d<\/li>\n<\/ul>\n<p>That\u2019s your signal that the interviewer wants a <strong>short, clear story<\/strong>, not an opinion.<\/p>\n<p>A strong answer explains:<\/p>\n<ul>\n<li>The situation<\/li>\n<li>What you were responsible for<\/li>\n<li>The actions <em>you<\/em> took<\/li>\n<li>The result<\/li>\n<\/ul>\n<p>In simple terms, competency-based interviews are about <strong>showing, not telling<\/strong>, using real-life examples to prove you can do the job.<\/p>\n<hr \/>\n<h2>What Is a Competency?<\/h2>\n<p>A competency is simply a <strong>skill you can use in real life<\/strong>, not something you only understand in theory.<\/p>\n<p>It describes:<\/p>\n<ul>\n<li>How you behave<\/li>\n<li>How you work<\/li>\n<li>How you handle situations<\/li>\n<\/ul>\n<p>For example:<\/p>\n<ul>\n<li><strong>Teamwork<\/strong> is about how you work with others<\/li>\n<li><strong>Problem solving<\/strong> is about how you deal with issues when things go wrong<\/li>\n<li><strong>Communication<\/strong> is about how clearly you share ideas and information<\/li>\n<\/ul>\n<p>Employers care about competencies because they show what you <strong>actually do<\/strong>, not what you <em>say<\/em> you can do.<\/p>\n<p>Two candidates might have the same qualifications, but the one with stronger competencies usually performs better at work.<\/p>\n<p>When an employer asks about a competency, what they are really asking is:<\/p>\n<blockquote><p>\u201cCan you show me a real example of this skill in action?\u201d<\/p><\/blockquote>\n<hr \/>\n<h2>What Are Competency-Based Interview Questions?<\/h2>\n<p>A competency-based interview question asks you to give a <strong>real example from your past<\/strong> to prove you have a specific skill.<\/p>\n<p>Instead of asking what you <em>would<\/em> do, interviewers ask what you\u2019ve <strong>already done<\/strong>.<\/p>\n<p>These questions usually start with:<\/p>\n<ul>\n<li>\u201cTell me about a time when\u2026\u201d<\/li>\n<li>\u201cGive me an example of\u2026\u201d<\/li>\n<li>\u201cDescribe a situation where\u2026\u201d<\/li>\n<\/ul>\n<p>Each question focuses on <strong>one competency<\/strong> \u2014 such as teamwork, communication, planning, or problem solving.<\/p>\n<p>Interviewers listen carefully to:<\/p>\n<ul>\n<li>The situation you describe<\/li>\n<li>The actions you personally took<\/li>\n<li>The outcome<\/li>\n<\/ul>\n<p>In simple terms, these questions show how you behave in real situations \u2014 because that\u2019s one of the best predictors of how you\u2019ll perform in the role.<\/p>\n<hr \/>\n<h2>How to Answer Competency-Based Interview Questions<\/h2>\n<p>To answer any competency question well, you need a <strong>clear, repeatable structure<\/strong>.<\/p>\n<ol>\n<li><strong>Listen carefully<\/strong> and identify the skill being tested<\/li>\n<li><strong>Choose a real example<\/strong> that clearly shows that skill<\/li>\n<li><strong>Avoid opinions or hypotheticals<\/strong> \u2014 interviewers want something that actually happened<\/li>\n<li><strong>Focus on your actions<\/strong>, not just the team\u2019s<\/li>\n<\/ol>\n<p>Start by briefly explaining the situation and your responsibility. Keep this part short.<\/p>\n<p>Then describe the <strong>actions you personally took<\/strong>. This is the most important part of your answer. Use \u201cI\u201d, be specific, and explain <em>why<\/em> you did what you did.<\/p>\n<p>Finally, explain the <strong>result<\/strong> \u2014 what changed, what was achieved, or what you learned.<\/p>\n<p>In simple terms:<\/p>\n<blockquote><p>Pick the right story, focus on your actions, and clearly explain the outcome.<\/p><\/blockquote>\n<hr \/>\n<h2>Why Employers Use Competency-Based Interviews<\/h2>\n<p>Employers use competency-based interviews because they want to make <strong>fairer and better hiring decisions<\/strong>.<\/p>\n<p>Anyone can say they are hardworking or organised. Real examples are much harder to fake.<\/p>\n<p>These interviews:<\/p>\n<ul>\n<li>Allow fair comparison between candidates<\/li>\n<li>Reduce guesswork and personal bias<\/li>\n<li>Focus on real behaviour rather than confidence<\/li>\n<\/ul>\n<p>Competency questions also show how candidates:<\/p>\n<ul>\n<li>Handle pressure<\/li>\n<li>Solve problems<\/li>\n<li>Work with others<\/li>\n<li>Learn from mistakes<\/li>\n<\/ul>\n<p>In short, they help employers move beyond confident talk and focus on <strong>real evidence<\/strong> of performance.<\/p>\n<hr \/>\n<h2>3 Things You Must Know Before Any Competency Interview<\/h2>\n<p>There are three rules that separate high-scoring candidates from everyone else.<\/p>\n<p><strong>First: every question needs a real example.<\/strong><br \/>\nNo story = low score, no matter how confident you sound.<\/p>\n<p><strong>Second: the focus is on you.<\/strong><br \/>\nInterviewers want to know what <em>you<\/em> did. Use \u201cI\u201d more than \u201cwe\u201d.<\/p>\n<p><strong>Third: structure matters.<\/strong><br \/>\nClear, logical answers are easier to follow \u2014 and easier to score.<\/p>\n<p>If you remember these three things, you\u2019re already ahead of most candidates.<\/p>\n<hr \/>\n<h1>The Top 10 Competencies You Need to Prepare For<\/h1>\n<p>Below is a countdown from <strong>10 to 1<\/strong>, with <strong>1 being the most commonly assessed competency in almost every interview<\/strong>.<\/p>\n<hr \/>\n<h2>10. Self-Development &amp; Learning<\/h2>\n<p>Recruiters want candidates who never stop improving.<\/p>\n<h3>Typical questions:<\/h3>\n<ul>\n<li>Tell me about something you learned recently and how did it improve your performance.<\/li>\n<li>Give an example of a time when you responded to feedback, perhaps criticising your performance.<\/li>\n<li>Tell me about a time when you identified a development need in yourself or someone else, and took deliberate action to address it.<\/li>\n<\/ul>\n<h3>What recruiters expect:<\/h3>\n<ul>\n<li>Self-awareness<\/li>\n<li>Ownership of development<\/li>\n<li>Evidence of improvement<\/li>\n<\/ul>\n<p>Strong examples include learning new skills, reflecting on mistakes, and acting on feedback.<\/p>\n<p><strong>Avoid generic training lists.<\/strong><br \/>\nExplain <em>why<\/em> you chose to develop \u2014 not just what you learned.<\/p>\n<hr \/>\n<h2>9. Change Management \/ Adaptability &amp; Flexibility<\/h2>\n<p>Change happens constantly at work \u2014 and recruiters know it can be difficult.<\/p>\n<p>This competency assesses how well you:<\/p>\n<ul>\n<li>Respond to change<\/li>\n<li>Stay calm and productive<\/li>\n<li>Help others adjust<\/li>\n<\/ul>\n<h3>Typical questions:<\/h3>\n<ol>\n<li>Tell me about a time when you had to adapt quickly to a significant change at work. What changed, and how did you respond?<\/li>\n<li>Describe a situation where plans or priorities changed unexpectedly. How did you adjust your approach and still deliver results?<\/li>\n<li>Give an example of when you helped others adapt to change. What actions did you take to support them through it?<\/li>\n<\/ol>\n<p>High-scoring answers show acceptance, adjustment, and positive action \u2014 not just tolerance.<\/p>\n<hr \/>\n<h2>8. Customer Service \/ Customer Focus<\/h2>\n<p>This applies even if your role isn\u2019t customer-facing \u2014 colleagues and stakeholders are customers too.<\/p>\n<p><strong>Typical Competency-Based Interview Questions<\/strong><\/p>\n<ol>\n<li>Tell me about a time you dealt with a difficult or dissatisfied customer. How did you handle the situation and what was the outcome?<\/li>\n<li>Describe a situation where you had to balance customer expectations with organisational policies or limitations. How did you approach it?<\/li>\n<li>Give an example of when you improved the customer experience. What did you identify, and what actions did you take?<\/li>\n<\/ol>\n<h3>Recruiters look for:<\/h3>\n<ul>\n<li>Empathy<\/li>\n<li>Clear communication<\/li>\n<li>Sound judgement<\/li>\n<\/ul>\n<p>Strong answers show how you managed expectations, handled complaints, or improved service \u2014 without promising unrealistic outcomes.<\/p>\n<hr \/>\n<h2>7. Planning &amp; Organising<\/h2>\n<p>This competency is about how you stay in control when work is busy or unpredictable.<\/p>\n<p><strong>Typical Questions<\/strong><\/p>\n<ol>\n<li>Tell me about a time when you had to plan and organise a piece of work with multiple deadlines. How did you manage it?<\/li>\n<li>Describe a situation where your plans changed at short notice. What did you do to reorganise and keep things moving?<\/li>\n<li>Give an example of how you decide what to focus on when everything feels urgent. How do you prioritise?<\/li>\n<\/ol>\n<h3>Strong answers show:<\/h3>\n<ul>\n<li>Prioritisation<\/li>\n<li>Structured planning<\/li>\n<li>Flexibility<\/li>\n<\/ul>\n<p>Avoid saying you \u201cjust worked longer hours\u201d.<br \/>\nInstead, show how you organised your workload and adapted plans.<\/p>\n<hr \/>\n<h2>6. Achieving Results \/ Delivering Results<\/h2>\n<p>This competency is about <strong>outcomes<\/strong>, not effort.<\/p>\n<p><strong>3 Competency-Based Interview Questions<\/strong><\/p>\n<ol>\n<li>Tell me about a time you were given a challenging target or objective. How did you make sure it was delivered?<\/li>\n<li>Describe a situation where things didn\u2019t go to plan, but you still achieved the result. What did you do?<\/li>\n<li>Give an example of when you had to keep performance up under pressure or tight deadlines. How did you stay on track?<\/li>\n<\/ol>\n<h3>Interviewers want to hear:<\/h3>\n<ul>\n<li>What you were trying to achieve<\/li>\n<li>The obstacles you faced<\/li>\n<li>How you kept delivery on track<\/li>\n<\/ul>\n<p>Strong answers show ownership, determination, and focus on results.<\/p>\n<hr \/>\n<h2>5. Problem Solving<\/h2>\n<p>Everyone faces problems. What matters is how you approach them.<\/p>\n<p><strong>3 Competency-Based Interview Questions<\/strong><\/p>\n<ol>\n<li>Tell me about a problem you didn\u2019t know how to solve straight away. How did you approach it?<\/li>\n<li>Describe a time you had to make a difficult decision with limited information. What did you do?<\/li>\n<li>Give an example of when you improved a process or fixed something that wasn\u2019t working. How did you go about it?<\/li>\n<\/ol>\n<h3>High-scoring answers explain:<\/h3>\n<ul>\n<li>The problem<\/li>\n<li>Your analysis<\/li>\n<li>The options considered<\/li>\n<li>The outcome<\/li>\n<\/ul>\n<p>Don\u2019t jump straight to the solution \u2014 interviewers score your <strong>thinking process<\/strong>.<\/p>\n<hr \/>\n<h2>4. Leadership (At All Levels)<\/h2>\n<p>Leadership isn\u2019t about job titles.<\/p>\n<p><strong>3 Competency-Based Interview Questions<\/strong><\/p>\n<ol>\n<li>Tell me about a time you had to lead or influence others without formal authority. What did you do?<\/li>\n<li>Describe a situation where you motivated others to achieve a shared goal. How did you approach it?<\/li>\n<li>Give an example of when you took responsibility during a challenging situation. What impact did that have?<\/li>\n<\/ol>\n<p>It\u2019s about:<\/p>\n<ul>\n<li>Stepping up<\/li>\n<li>Taking responsibility<\/li>\n<li>Positively influencing others<\/li>\n<\/ul>\n<p>Strong examples include leading small projects, guiding colleagues, or providing clarity during uncertainty.<\/p>\n<hr \/>\n<h2>3. Decision Making<\/h2>\n<p>This competency assesses judgement under pressure.<\/p>\n<p><strong>Competency-Based Interview Questions<\/strong><\/p>\n<ol>\n<li>Tell me about a difficult decision you had to make at work. How did you approach it?<\/li>\n<li>Describe a time when you had to choose between competing options or priorities. What did you base your decision on?<\/li>\n<li>Give an example of a decision you made that didn\u2019t go perfectly. What did you learn from it?<\/li>\n<\/ol>\n<h3>Recruiters look for:<\/h3>\n<ul>\n<li>Balanced reasoning<\/li>\n<li>Accountability<\/li>\n<li>Learning<\/li>\n<\/ul>\n<p>Even decisions that didn\u2019t go perfectly can score well if you reflect honestly.<\/p>\n<hr \/>\n<h2>2. Teamwork<\/h2>\n<p>Teamwork is about how you work with others \u2014 especially under pressure or disagreement.<\/p>\n<p><strong>Typical Interview Questions<\/strong><\/p>\n<ol>\n<li>Tell me about a time you worked as part of a team to achieve a shared goal. What was your role?<\/li>\n<li>Describe a situation where you had to deal with conflict or tension within a team. How did you handle it?<\/li>\n<li>Give an example of how you supported a colleague or helped improve how a team worked together.<\/li>\n<\/ol>\n<h3>Show:<\/h3>\n<ul>\n<li>Your role in the team<\/li>\n<li>How you communicated<\/li>\n<li>How you handled conflict<\/li>\n<\/ul>\n<p>Top tip: Don\u2019t disappear into \u201cwe\u201d. Make your contribution clear.<\/p>\n<hr \/>\n<h2>1. Communication Skills<\/h2>\n<p>The most important competency in almost every job.<\/p>\n<p>Whether you are working in a back office or dealing with customers every day, you will need good communication skills.<\/p>\n<p><strong>Competency-Based Interview Questions<\/strong><\/p>\n<ol>\n<li>Tell me about a time you had to explain something complex to someone who wasn\u2019t familiar with it. How did you do it?<\/li>\n<li>Describe a situation where you had to adapt your communication style for different people or audiences. What did you change?<\/li>\n<li>Give an example of when good communication helped prevent a problem or misunderstanding.<\/li>\n<\/ol>\n<h3>Strong answers show:<\/h3>\n<p>Interviewers aren\u2019t just listening to <em>what<\/em> you say \u2014 they\u2019re listening to how you communicate.<\/p>\n<p>A strong answer shows:<\/p>\n<ul>\n<li>That you understood your audience<\/li>\n<li>How you structured your message<\/li>\n<li>How you chose the right tone, language, or format<\/li>\n<li>And what impact your communication had<\/li>\n<\/ul>\n<p>Good examples include explaining technical information, managing difficult conversations, presenting ideas, or clarifying expectations.<\/p>\n<p>Avoid vague phrases like \u201cI kept everyone informed.\u201d<br \/>\nBe specific about <em>what<\/em> you said, <em>how<\/em>, and <em>why<\/em> it worked.<\/p>\n<hr \/>\n<h2>How to Answer Competency Questions Using STAR<\/h2>\n<p>The structure most employers expect is <strong>STAR<\/strong>:<\/p>\n<ul>\n<li><strong>Situation<\/strong> \u2013 the context<\/li>\n<li><strong>Task<\/strong> \u2013 your responsibility<\/li>\n<li><strong>Action<\/strong> \u2013 what you did (the most important part)<\/li>\n<li><strong>Result<\/strong> \u2013 what changed or what you learned<\/li>\n<\/ul>\n<p>Think of STAR as a <strong>clear, focused story<\/strong>. Keep the situation brief, spend most time on your actions, and finish with a clear result.<\/p>\n<p>If your answer is easy to follow, it\u2019s easy to score \u2014 and that\u2019s exactly why STAR works so well.<\/p>\n<hr \/>\n<h2>Final Advice<\/h2>\n<p>If competency-based interviews are holding you back, two actions will change your results quickly.<\/p>\n<p><strong>First<\/strong>, stop relying on instinct alone. Competency interviews are about structure, relevance, and scoring.<\/p>\n<p><strong>Second<\/strong>, understand the subtle mistakes that quietly cost marks. Many strong candidates fail not because of weak experience \u2014 but because of how they present it.<\/p>\n<p>Your experience already has value.<br \/>\nYou just need to present it in a way interview panels can score.<\/p>\n<p>Good luck with your interview.<\/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=\"igc10063\" 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 worried about competency-based interviews? Not sure how to answer them correctly?<br \/>\nOr wondering what interviewers actually want you to say? You\u2019re not alone.<\/p>\n","protected":false},"author":4,"featured_media":7653,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[57],"tags":[],"class_list":["post-7642","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\/7642","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=7642"}],"version-history":[{"count":8,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/posts\/7642\/revisions"}],"predecessor-version":[{"id":7654,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/posts\/7642\/revisions\/7654"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/media\/7653"}],"wp:attachment":[{"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/media?parent=7642"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/categories?post=7642"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.interviewgold.com\/advice\/wp-json\/wp\/v2\/tags?post=7642"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}