Competency interviews and the STAR method, done properly
Most UK interviewers ask for examples of what you have done. STAR is the standard structure, but most candidates spend their time on the wrong part.
“Tell me about a time when you…” If you have interviewed in the UK, you have heard this question. Competency based interviews are standard across graduate schemes, the public sector, and many private employers. The idea is that past behaviour is the best guide to future behaviour.
The usual advice is to answer using STAR. That advice is sound, but most people use it badly.
What STAR stands for
- Situation. The context. Where were you, and what was going on?
- Task. What needed to happen, and what was your responsibility?
- Action. What did you actually do?
- Result. What happened as a result, and what did you learn?
The common mistake: too much situation
Nervous candidates often spend half their answer setting the scene. The interviewer learns all about the group project, the module, and the difficult teammate, and very little about what the candidate did.
A useful rule of thumb: keep Situation and Task short, give most of your time to Action, and finish with a clear Result.
Say “I”, not “we”
Interviewers are assessing you, not your team. If you describe everything as “we decided” and “we delivered”, they cannot tell what you contributed. Acknowledge the team, then be specific about your own role: “I suggested we split the research by region, and I took on the data analysis.”
Make the result concrete
A good result is specific. “It went well” tells the interviewer nothing. “We submitted two days early and received the highest mark in the cohort” tells them a great deal. If the outcome was not a success, explain what you learned and what you would do differently. Honest reflection is valued.
Prepare a bank of stories
You cannot predict every question, but most competency questions draw on a familiar set of themes:
- Working in a team.
- Handling conflict or disagreement.
- Solving a difficult problem.
- Meeting a tight deadline.
- Leading or influencing others.
- Dealing with a mistake or setback.
- Going beyond what was expected.
Prepare six to eight strong examples from your studies, work, volunteering and personal projects. Most of them can be adapted to several different questions.
Practise out loud
An example that seems clear in your head can become tangled when spoken under pressure. Practise saying your stories aloud, ideally to another person, and aim for around two minutes each.
Listen to the actual question
The best prepared candidates sometimes answer the question they expected rather than the one they were asked. Pause, make sure you understand what is being asked, and choose the story that fits best.
Interview preparation is one of the most valuable things we do with candidates. Rehearsing real answers, with honest feedback, is what turns a nervous interview into a confident conversation.