Competency-based interviews ask you to demonstrate past behaviour as a predictor of future performance. Rather than asking hypothetical questions ("What would you do if...?"), they ask for specific real examples: "Tell me about a time you...". This guide explains how to prepare systematically, structure your answers under pressure, and perform confidently.
How competency interviews work
The interviewer has a list of competencies they need to assess — typically five to eight for a graduate role. For each competency, they ask one or two behavioural questions and follow up with probes ("What exactly did you do?" "What was the outcome?"). They score your answers against a predetermined mark scheme. Your job is to provide clear, specific, evidenced answers that hit the criteria for each competency.
The STAR method — and how to use it well
STAR (Situation, Task, Action, Result) is the standard framework for structuring competency answers. Situation: one to two sentences to set the scene. Task: what you specifically needed to achieve. Action: what YOU did, step by step — this is the most important part, aim for 60% of your answer here. Result: the measurable outcome, plus what you learned. Common mistake: spending too long on Situation and not enough on Action. Interviewers want to understand your thought process and individual contribution.
Core competencies and example questions
Leadership: "Tell me about a time you led a team through a challenge." Teamwork: "Describe a time you worked effectively with people who had different working styles." Communication: "Give me an example of a time you had to explain a complex idea clearly." Problem-solving: "Tell me about a time you identified and solved a difficult problem." Initiative: "Describe something you did that nobody asked you to do." Resilience: "Tell me about a setback and how you handled it." Commercial awareness: "Give an example of a time you considered the business implications of a decision."
Building your example bank
Prepare six to ten strong STAR examples before your interview. Draw from: university projects and dissertations, part-time or holiday jobs, sports and club roles, volunteering, school councils, competitions, and personal initiatives. Write each example out in full at least once. For each, note which competencies it covers — one strong example can often be adapted to answer multiple questions.
Handling follow-up probes
Interviewers will probe your answers: "What specifically did you do?" "What was your personal contribution versus the team's?" "If you did it again, what would you change?" These probes are not a sign that your answer was bad — they are part of the standard process. Answer them directly and honestly. If you cannot remember a specific detail, say so briefly and move on.
Preparing for common follow-ups
Nearly every competency interview includes: a failure question ("Tell me about a time things went wrong") and a leadership question (even for junior roles, framed as influence or initiative). Prepare these specifically. The failure question requires honesty — describe a real mistake, take ownership clearly, explain what you learned, and describe what you did differently afterwards. Avoid examples where others were mainly at fault.
Interview day tips
Arrive or log in five minutes early. Bring a printed copy of your example bank as a memory aid if the format allows. Answer the question asked — do not rehearse an answer that does not fit the question just because you practised it. If you need a moment to think, say "Let me take a moment to think of the right example" — this is professional, not weak. After each answer, pause briefly and check whether the interviewer wants you to continue or has heard enough.
Checklist
- Researched the employer's competency framework
- Prepared 6–10 STAR examples across all core competencies
- Written out each example in full at least once
- Practised aloud — with a friend, a mentor, or recorded yourself
- Prepared a strong failure/setback example
- Prepared answers to "Why this company?" and "Why this role?"
Common mistakes to avoid
- Spending too long on Situation — leaving no time for Action
- Using "we" throughout instead of "I"
- Preparing too few examples and trying to use the same one repeatedly
- Refusing to answer the failure question honestly
- Not preparing for follow-up probes