How To Conduct Competency Skills Interviews For Interior Designers

Ensuring Your Next Interior Designer Shines with the Right Skills

Competency-based interviews are gaining traction among Interior Design firms. These interviews provide a clearer picture of how a designer might perform in a given role, predicting their future contributions.

Competency encompasses knowledge, skills, and judgment. Here are some competencies an Interior Designer should possess:

Teamwork: Essential for most professions, especially those in leadership roles. A potential hire should demonstrate effective communication, understanding of the firm’s broader vision, and seamless integration into teams.

Leadership: As designers often guide projects, leadership is crucial. They should inspire and lead clients or teams effectively.

Problem-solving: The ability to remain composed under pressure and devise innovative solutions is a must.

Responsibility: Interior Designers often work autonomously. They should demonstrate responsibility in research and in understanding the broader implications of design choices.

Industry Awareness: A seasoned Interior Designer should be well-versed with industry trends, regulatory changes, and the target demographics for the firm’s design niche.

Why Competency-Based Interviews Work for Interior Designers?

A well-executed competency-based interview ensures the selection of the best fit. Benefits include:

• Minimizing human error: Traditional interviews can be as unpredictable as tossing a coin. Competency-based interviews focus on skills, reducing biases like appearance or body language.
• Attracting top talent: Firms aim to recruit from the cream of the crop. This method ensures the most talented and loyal candidates are chosen.
• Understanding skill application: Beyond identifying necessary skills, these interviews reveal how candidates apply them, benefiting the hiring firm.
• Identifying behavioral patterns: Varied competency questions reveal consistent behaviors, offering insights into how candidates might handle tasks.

Developing a Selection Criteria

Before interviewing, it’s vital to pinpoint the desired skills, attributes, and knowledge. A robust set of criteria aids in formulating questions and assessing candidates.

Review the Job Description

For an Interior Designer role, the job advert should list all essential and preferred skills. Interviewers should reference these during the interview.

Crafting Competency Questions

After determining the job criteria, craft questions that allow candidates to showcase when they’ve successfully employed these skills.

Sample Competency Questions for Interior Designers:

1. “Describe a time when your design idea faced opposition.”This gauges industry knowledge, adaptability, and confidence. For instance, a candidate might discuss persuading a client to adopt a bold design choice, showcasing their communication and persuasion skills.
2. “Tell me about a project with a tight deadline.”This assesses time management and adaptability. Candidates might share about working overtime or adjusting strategies to meet deadlines.
3. “Share an example of a complex design project you undertook.”This question evaluates adaptability and project management skills. Responses should reflect the candidate’s contribution and accountability in challenging projects.
4. “Discuss a time when you couldn’t complete a project as planned.”Instead of excuses, look for positive justifications or lessons learned. Occasional setbacks are natural, but accountability and proactive problem-solving are key.

While traditional interviews have long been the norm in Interior Design, competency-based interviews offer a more holistic view of a candidate’s potential. They prioritize skills over superficial factors, ensuring firms hire designers who truly fit their needs and vision.