Conducting a skill-based interview means asking questions that intentionally link to the skills profile you have defined for the role. Instead of asking broad or hypothetical questions ("Why do you want to work with us?"), you focus on concrete situations, behaviors and results. Such questions increase the accuracy of the selection and help to objectify the assessment.
- Reduced subjectivity - you base the assessment on observable behaviors and facts, not on gut feelings.
- Consistency between candidates - everyone gets to answer similar types of questions linked to the same skills, making comparison easier.
- Better predictive power - historical behavior is often a better indicator of future performance than theoretical reasoning.
To prepare for the interview
- Start from the requirements profile
Identify the 5-7 key competencies required for the role (e.g. problem solving, collaboration, initiative).
- Formulate questions that take the candidate into the past
Focus on "Tell me about a time when...", "How did you do when..." rather than hypothetical or abstract scenarios.
- Determine follow-up questions
For each competency question, have a couple of follow-ups that go into details:
- What choices did you make?
- why did you do that?
- what was the outcome?
- what did you learn?
- Create an interview template
Have ready-made templates where each interviewer writes down answers and assessments based on set criteria.
- Involve technology / digital elements where appropriate
If you are using a modern recruitment tool (ATS), you can integrate video/digital elements in the interview or selection phase. For example:
- Have the candidate answer video interview questions in advance, linked to competencies.
- Create filmed questions where candidates can watch a scene and then reflect on how they would act.
- Link video questions directly into your ATS, so that answers are stored in a structured way and can be shared with the recruitment team.
These digital elements make recruitment more dynamic, give the candidate a new experience and help you assess communication, voice and body language.
Examples of skill-based questions
Here are some examples of questions - grouped by commonly used skills - that you can use or be inspired by:
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Skills
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Question
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Follow-up questions / Emphasis point
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Problem solving / Analytical skills
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Tell us about a situation where you were faced with a complex problem and how you dealt with it.
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Which parts did you identify first? How did you choose the method? What was the outcome?
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Cooperation / Team orientation
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Describe a situation where the group had disagreements - how did you handle it?
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What role did you take? How did you communicate? What was the end result?
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Initiative / Independence
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Give an example where you took the initiative to improve something without being told to.
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Why did you do it? What stopped you? What was the effect?
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Resilience / An adaptability
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Tell us about a period where you faced adversity at work - how did you deal with it?
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What options did you consider? How did you ensure progress?
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Communication
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Tell us about a time you needed to explain something complex to someone without prior knowledge.
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How did you structure the message? What was the response?
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Leadership
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Describe a project where you led others - what challenges did you face and how did you solve them?
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How did you distribute responsibilities? How did you motivate the team?
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In the interview itself, it is important to identify time, action and results - ask the candidate to specify when in time, what exactly was done and with what outcome.
How to use your ATS to streamline skill-based interviews
- Question bank in the system: catalog skill questions ready to drag into the interview, linked to skills in the requirements profile or if you had skill-based questions in the application process, you can build on them in the interview.
- Video/recorded questions: integrate modules where the candidate can answer via video already in the application process if possible, and where the answers are stored in the system.
- Assessment templates and scoring directly in the system: so that interviewers can score answers in relation to competency levels.
- Sharing and collaboration: multiple interviewers can view video responses, comment and compare assessments within the ATS.
- Data and reporting: the system can gather insights - which competency areas tend to be weak in candidate responses? What issues differentiate candidates?
By integrating these technical supports into the recruitment process, you make skill-based interviewing smoother, more structured and fairer.
Tips for the interview panel and interviewer
- Make sure the interviewer is prepared with both questions and follow-up questions.
- Start with a short introduction so the candidate understands the purpose of the questions and structure.
- Let the candidate speak without interruption - don't interrupt spontaneous narrative unnecessarily.
- Ask follow-up questions to dig deeper - many interesting answers emerge in the detailed questions.
- Set aside time after the interview to write down impressions, reflect and score.
How to succeed with skill-based interviewing - the right questions, ATS support and better candidate experience
Skill-based interviewing is one of the most effective methods to reduce recruitment errors and gain deeper insight into candidates' true capabilities. By asking the right questions, preparing structured follow-up questions and combining this with an ATS that supports video and digital elements, you can take the interview process to a higher level - both in terms of quality and candidate experience.
Author: Nicklas Wikblad
Reviewer: Moa Jacobsson