Your Homes Newcastle uses competency as a framework for assessment in recruitment and selection. The Competencies section in our online application form asks you to give details of how you meet the key competencies for the role that you are applying for.

  • What is a competency?

    A competency describes the skills and behaviours needed to effectively perform in a role. All of YHN’s job descriptions detail the Core Competencies that are required in all of our jobs. These competencies are split into:

    Organisational Competencies (Apply to all YHN roles and employees):

    • Personal
    • People
    • Business
    • Management (This will only be relevant if the role has management responsibility)

    Position Specific Competency (Apply to the specific job that you are applying for):

    • Technical

    You have a higher word count for the Technical competency. This is so you can demonstrate fully how you meet the requirements for the role you are applying for.

  • What does the V symbol mean on the Job description?

    In addition to the competencies, applicants should demonstrate that they possess an understanding of the five core values (highlighted with a V on the job description).  The five core values are:

    • Accountability – acts openly and takes responsibility
    • Integrity – acts fairly and honestly
    • Passion – works positively and with enthusiasm
    • Respect – treats everyone with care and professionalism
    • Forward-thinking – proactively seeks improvements and solutions
  • How should I answer a competency based question?

    A competency could be knowledge, attitudes, skills, values, or behaviours which can be acquired through talent, experience, or training. Ideally, examples should be from your workplace experiences but can include: voluntary work, sports and social activities, family life, education etc.

    A good way of answering competency based questions is by using the CAR approach. CAR stands for Context, Action, and Result.

    Context  Forms an introduction, describing the scenario you faced, date and place.
     Action What action did you take? Try not to focus on what the group or team did without making clear what your own contribution was.
     Result Forms the conclusion. What results did you achieve? What did you learn from the experience?

    Example:

    Context  In my current role, I tend to have lots of competing deadlines and found that as a result, some deadlines were not being achieved.
     Action I decided to review my work practices, and suggested implementing a ‘traffic light’ prioritisation system; labelling tasks as red, amber or green depending upon their urgency.
     Result My ideas were accepted and implemented by my whole team, and I now find that I (and my colleagues) are now managing to hit 100% of our deadlines.
  • How you will I be scored?

    You will be scored 0 – 4 on each competence, as follows:

    •  0 - Does not meet requirements
    •  1 - Partially meets requirements
    •  2 - Meets most requirements
    •  3 - Fully meets requirements
    •  4 - Exceeds requirements

    The Technical Competence score will include other aspects from the application such as previous employment.

    Remember when answering the competency based questions not to just say what you can do but tell us about what you have done!