They will ask questions about the competencies in the role profile or job description, asking for EXAMPLES OF WHEN YOU HAVE DEMONSTRATED THEM rather than "what would you do in situation X" which they used to do. Ask in advance for details on the role profile / job description then think about and be able to talk about how you did these things. For example it could be "problem solving" or "team working" or "dealing with a difficult situation" etc (or even your best / worst skills / acheivements) and so on. The key is to do your homework and think carefully before you answer without bullshining.

If we're talking behaviours then they probably link into the organisation's values; for example, one of our values is 'Dynamic'; what sort of behaviour is dynamic behaviour, in other words, when somebody is being dynamic, what are they doing? I've been through behavioural frameworks a couple of times, the idea is twofold. One is to try and make sure that everybody understands what is and is not acceptable behaviour - if you think about 'considerate construction' what does that actually mean in terms of what people do? The other is to give objectivity to feedback and appraisal; so rather than saying 'that was not acceptable' you might say 'you have been heard shouting at colleagues, that is not showing respect which is one of our values'. They should have a copy of their behavioural framework, you should ask to see it, John