The hiring landscape is evolving fast. As automation, remote collaboration, and data-driven decision-making reshape the workforce, traditional interviews no longer reveal enough about how someone will actually perform.
That’s why
competency-based interviewing has become essential in 2026. Instead of focusing only on credentials, this approach digs deeper into how candidates think, act, and deliver results — helping employers evaluate mindset, adaptability, and leadership potential.
Understanding the 3 Question Types That Drive Better Interviews
To truly assess a candidate’s fit, strong interviews blend
behavioral, situational, and
technical questions. Each type uncovers a different layer of ability and motivation.
1. Behavioral Questions – “How Have You Acted Before?”
Purpose:
Reveal how candidates have responded to real-world challenges.
Why it matters: Past behavior often predicts future performance.
Example: “Tell me about a time you had to manage conflicting priorities under pressure.”
Look for ownership, reflection, and measurable results.
2. Situational Questions – “How Would You Act?”
Purpose:
Test how a candidate would approach a hypothetical challenge.
Why it matters: Helps you assess decision-making, ethics, and alignment with company culture.
Example: “If a key project started falling behind, how would you bring it back on track?”
Strong candidates show calm analysis and proactive solutions.
3. Technical Questions – “Can You Do the Work?”
Purpose: Confirm the candidate’s functional expertise and readiness for the role.
Why it matters:
Every great hire needs both judgment and technical fluency.
Example:
“Walk me through how you’d perform a month-end close across multiple entities.”
These questions validate skill depth and adaptability to evolving tools and systems.
10 Competency Questions to Ask in 2026
1. Tell me about a time you had to make a decision with incomplete information.
Provides hiring managers with an opportunity to evaluate a candidate’s critical thinking and composure under uncertainty.
This question helps identify individuals who can balance risk and logic — a vital competency in fast-changing markets where perfect information rarely exists.
2. Describe a project where you collaborated across departments or regions.
Reveals how well a candidate communicates and adapts in cross-functional environments.
Strong answers demonstrate collaboration, empathy, and an understanding of organizational dynamics across diverse teams.
3. Give an example of how you used data to influence a business decision.
Helps assess analytical ability and business acumen.
This question spotlights candidates who can translate data into actionable insights that drive measurable outcomes.
4. Tell me about a time you identified an opportunity for improvement and took initiative.
Uncovers ownership, curiosity, and accountability.
It highlights candidates who proactively identify challenges and implement solutions — rather than waiting for direction.
5. Describe a situation where you had to adapt quickly to change.
Evaluates resilience, flexibility, and composure under shifting priorities.
Look for candidates who stay solution-oriented and maintain performance amid uncertainty or disruption.
6. Share how you built trust within a team or with a client.
Explores emotional intelligence and communication style.
Candidates who can describe specific trust-building actions often bring stronger relationships, collaboration, and influence.
7. Tell me about a goal you didn’t meet — and what you learned from it.
Assesses humility, self-awareness, and a growth mindset.
The most valuable responses show reflection, accountability, and how lessons learned improved later performance.
8. Explain how you manage competing priorities and deadlines.
Tests time management, decision-making, and strategic focus.
This question highlights how candidates assess urgency versus impact to maintain consistent, high-quality outcomes.
9. Describe how you’ve contributed to a more inclusive or collaborative culture.
Explores leadership, empathy, and team engagement.
Strong responses show intentional efforts to support inclusion, belonging, and stronger collective performance.
10. Tell me about a time you influenced others without direct authority.
Assesses leadership potential and the ability to persuade through credibility and collaboration.
Candidates who thrive in matrixed or cross-functional settings often excel in influencing outcomes through trust and communication.
How to Make These Questions Work for You
- Tailor them to the role and seniority level.
- Listen for action verbs
like
led,
improved,
developed, and
resolved.
- Ask follow-ups
such as “What was the result?” or “What would you do differently?”

These techniques help uncover the real story behind the résumé — the difference between a good interview and a great hire.
Final Thought
In 2026, the best interviews look beyond experience to uncover behavior, mindset, and motivation. Competency-based questions help leaders hire people who can adapt, collaborate, and deliver results in a constantly changing world.
At
KCG Search, we help companies design interview strategies that reveal the full picture of every candidate — turning hiring from a process into a partnership.
