Competency-Based Interviews
How to use the STAR method, prepare compelling answers, and perform confidently in any competency-based interview.
What is a competency-based interview?
A competency-based interview (also called a behavioural interview) asks you to provide specific examples from your past experience to demonstrate that you have the skills and behaviours required for the role. The premise is simple: past behaviour is the best predictor of future performance.
Questions typically begin with phrases like "Tell me about a time when…", "Give me an example of…", or "Describe a situation where…". Your job is to provide a structured, specific, and compelling answer — not a general statement about what you usually do.
The STAR method
Situation
Set the scene. Provide enough context for the interviewer to understand the environment, the stakes, and your role. Keep this brief — one or two sentences.
Task
Explain what you were responsible for. What was the specific challenge, goal, or problem you needed to address? What was expected of you?
Action
This is the most important part. Describe exactly what YOU did — not what the team did, not what your manager decided. Use "I" not "we". Be specific.
Result
Quantify the outcome wherever possible. Numbers, percentages, timeframes, and business impact make your answer memorable and credible.
Common questions and how to approach them
"Tell me about a time you led a team through a significant change."
Tip: Focus on your specific actions, not the team's. Use numbers to quantify the scale of the change and the outcome.
"Describe a situation where you had to make a difficult decision with limited information."
Tip: Show your decision-making framework. Explain what information you gathered, who you consulted, and how you managed the risk.
"Give an example of a time you failed to meet a target. What did you do?"
Tip: Interviewers want to see self-awareness and resilience. Be honest about the failure, then focus on what you learned and changed.
"Tell me about a time you managed a conflict within your team."
Tip: Demonstrate emotional intelligence. Show that you listened to all parties, remained objective, and reached a resolution that served the business.
"Describe a time you influenced a senior stakeholder without direct authority."
Tip: This tests your ability to build credibility and communicate persuasively. Focus on how you built the case and managed the relationship.
"Give an example of a time you delivered a project under significant pressure."
Tip: Highlight your prioritisation skills and your ability to keep the team focused. Quantify the pressure — tight deadline, reduced budget, reduced headcount.
Preparation checklist
Prepare 8–10 strong STAR examples from your career that can be adapted to different questions.
Cover a range of competencies: leadership, decision-making, conflict, failure, stakeholder management, delivery under pressure.
Quantify every result — revenue impact, cost savings, team size, timelines, percentage improvements.
Practice out loud, not just in your head. Timing matters — aim for 2–3 minutes per answer.
Research the company's values and competency framework before the interview.
Prepare a question to ask at the end that demonstrates you have done your research.
Other guides
Want personalised interview preparation from a specialist consultant?
Register as a Candidate