Competency vs strengths questions
Competency questions ask for evidence from your past: "Tell me about a time you worked in a team," "Describe a time you dealt with a setback." Strengths-based questions ask what energises you: "What do you enjoy doing?", "What comes naturally to you?" More UK graduate employers now use strengths questions, so prepare for both.
A simple structure that works
For competency questions, use situation → action → result: briefly set the scene, focus most on what you did, and finish with the outcome. Keep the situation short and spend your time on your actions — that's what they're scoring. Have a real number or a clear result where you can.
Prepare your core stories
You don't need a story for every possible question. Prepare six to eight strong examples covering common themes — teamwork, leadership, problem-solving, dealing with pressure, a mistake you learned from, persuading someone — and flex them to whatever's asked. University projects, part-time jobs, volunteering and societies are all fair game.
For strengths questions, be honest
Strengths questions are hard to fake because they come quickly and follow up. Reflect in advance on what you genuinely enjoy and do well, and be ready with real examples. Authentic answers land better than rehearsed 'perfect' ones.
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Frequently asked questions
What is the STAR method?
A way to structure competency answers — Situation, Task, Action, Result. A simpler version is situation → action → result: set the scene briefly, focus on what you did, and finish with the outcome.
How many interview examples should I prepare?
Around six to eight strong, specific stories covering common themes (teamwork, leadership, problem-solving, pressure, a mistake, persuasion). Flex them to whatever question comes up.
What are strengths-based interview questions?
Questions about what energises you and comes naturally — like 'What do you enjoy doing?' — rather than past examples. They're increasingly common for UK graduate roles, and honest answers work best.
How do I answer 'What's your biggest weakness'?
Give a real one you're actively working on, and show the steps you're taking. Avoid clichés or humble-brags — self-awareness and improvement are what they're looking for.
Written and reviewed by the Career Agenting System team at Culture & Clarity Limited · Last reviewed August 2026 · Our editorial standards