For many of us in the world of identifying talent, competency-based interview techniques have been a great step forward from the unstructured “conversation”.  For most of us gone are the days when managers would ask interviewees questions like:  what would your last boss say about you?  Or what is your greatest weakness?  Unbelievable as it sounds, we still find that these types of questions occasionally being asked and there may be readers of this article who feel these types of questions offer true insight.  They don’t.

And there can be no doubt, good practice interview training has practically eradicated the use of discriminatory questions about personal life, religious or political belief.  However, competency-based interviewing appears to have evolved and