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A competency interview (also referred to as a situational, behavioural or competency based interview) is a style of interviewing often used to evaluate a candidate's competence, particularly when it is hard to select on the basis of technical merit: for example, for a particular graduate scheme or graduate job where relevant experience is less important or not required. However, increasingly, companies are using competency based interviews as part of the selection process for experienced recruitment, as it can give valuable insights into an individual's preferred style of working and help predict behaviours in future situations.

"PhD: What is it? An analysis of how different stakeholders perceive the doctoral degree. Match or mismatch?" (Near the bottom of this page)

What do we expect from a PhD in Human Computer Interaction? This brief paper summarises a range of possible responses to this question. The final section goes on to argue that alternative means of assessment must be considered if we are to apply the multi-disciplinary criteria that many people use to define a PhD in HCI.

We want now to examine some very well established ways of not getting a PhD. While most examples in this chapter are drawn from business studies, in our experience, these tried and tested ways of failing apply to all fields and have to be pondered continually by research students. You have to be clear what your position is on each of the seven ways of failing that we shall discuss if you are not to fall foul of the traps they offer. And as we shall see, just to have them pointed out to you is not enough to avoid them. Most offer real blandishments that have to be determinedly resisted.