Competency interview questions help architecture practices test how a candidate has handled real situations. They are useful when they reveal evidence, not when they become a box-ticking exercise.
The goal is to understand how someone thinks, communicates, solves problems and works with others. That matters just as much as the portfolio, especially when the role involves clients, consultants or delivery pressure.
Watch: what hiring managers look for
This Architecture Social episode is a strong fit because it focuses on how employers assess architecture candidates beyond the surface of a CV or portfolio.
Start with the role requirements
Before writing questions, decide what the role actually needs. A Part II Architectural Assistant, Project Architect, BIM Coordinator, Interior Designer and Associate should not all be assessed with the same generic questions.
- What level of responsibility will the person hold?
- Which project stages matter most?
- Will they manage clients, consultants or junior staff?
- Which software, technical or delivery skills are essential?
- What behaviours would make someone succeed in this team?
Useful competency question themes
- Tell us about a time you solved a coordination problem.
- Describe a project where feedback changed your approach.
- Tell us about a deadline that became difficult.
- Give an example of working with a consultant or client.
- Tell us about a mistake and what changed afterwards.
What good answers should include
A useful answer gives context, action and outcome. You should understand the situation, what the candidate personally did, what happened next and what they learned.
If the answer is vague, ask follow-up questions. ‘What was your exact role?’ and ‘What would you do differently now?’ are often more revealing than the original question.
Keep interviews fair
Use a consistent question set for comparable candidates. Take notes. Separate evidence from personality preference. A charismatic candidate is not always the strongest hire, and a nervous candidate may still have excellent evidence.
Listen: related Architecture Social podcast
The podcast version goes deeper into what employers look for and how hiring managers can make better recruitment decisions.
You can also open the related Architecture Social podcast page.
Common mistakes
- Using generic questions that do not match the role.
- Failing to ask what the candidate personally did.
- Letting portfolio polish replace evidence of behaviour.
- Changing the process too much between candidates.
- Not agreeing what a good answer looks like before the interview.
Architecture Social view
Stephen’s recruiter view is that better interviews protect both sides. Candidates get a fairer chance to show evidence, and practices make decisions with less guesswork.
Next step
If you are hiring, define the role first, then build questions around the evidence you need. For support, use Architecture Social’s employer recruitment service or review live architecture job adverts to sense-check the market.
For hiring context, compare the architecture salary guide, review current architecture jobs for market signals or contact Architecture Social about your next hire.
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