Competency-based interview questions: 8 competencies and how to answer
Competency-based interview questions ask for a real example of a skill the job needs: "Tell me about a time you led a team", "Describe a problem you solved". Each answer is scored against what good looks like for that competency, so the winning approach is a prepared set of six to eight stories told with the STAR method. Below are the eight competencies graduate employers test most, with an example question for each.
- Each question targets one competency and asks for a real example.
- Answer with STAR: Situation, Task, Action, Result.
- Eight common competencies: teamwork, leadership, problem-solving, communication, resilience, initiative, prioritisation, integrity.
- Prepare 6–8 stories; each can flex across competencies.
- Used in live interviews and one-way video interviews alike.
Competency question drill
Question 1 of 5 · 30s prep · 2 min answerTell me about a time you worked in a team to reach a difficult goal.
Quick summary
- Competency questions ask for real examples of job-relevant skills.
- STAR is the standard structure for answering them.
- Graduate employers focus on about eight competencies.
- Six to eight prepared stories can cover almost every question.
- Answers are scored against positive and negative indicators for each competency.
The eight competencies and example questions
| Competency | Example question | A strong answer shows |
|---|---|---|
| Teamwork | Tell me about a time you worked in a team to reach a difficult goal. | Your specific role, one moment you changed the outcome, the team result. |
| Leadership | Describe a time you led a group or took charge of a situation. | How you set direction, handled people and made a decision. Formal titles aren't needed. |
| Problem-solving | Tell me about a complex problem you solved. | How you broke it down, the options you weighed and why you chose one. |
| Communication | Give an example of explaining something complicated to someone without your background. | How you adapted the message and checked they understood. |
| Resilience | Tell me about a setback and how you dealt with it. | A real setback, your response step by step, and what changed afterwards. |
| Initiative | Describe a time you improved how something was done. | The problem you spotted, what you did without being asked, and the measurable improvement. |
| Prioritisation | Tell me about a time you had to manage several deadlines. | How you ranked tasks, what you renegotiated, and how it turned out. |
| Integrity | Describe a time you did the right thing when it wasn't easy. | The pressure you faced, what you did and why, and the outcome. |
How answers are scored
Interviewers usually score each answer against a short list of positive indicators (took ownership, considered others, measured the result) and negative ones (blamed others, vague, no outcome). That's why specifics matter: a vague answer can't hit the indicators even if the story is good. Video interview platforms work the same way, with evaluators (and sometimes AI) scoring against defined criteria. See how HireVue scores answers.
Building your story bank
- List 10 experiences: projects, jobs, societies, sport, volunteering.
- Map each to two or three competencies.
- Pick the strongest 6–8 that cover all eight competencies between them.
- Write each as STAR bullet points with a number in the result.
- Practise out loud against a timer. Two minutes per answer is a good limit.
Practise competency answers with AI feedback
Record answers to real graduate interview questions on forge and get feedback on structure and specificity.
Try interview practiceRelated guides
Source notes
The competency list reflects those most often named in graduate job descriptions and in forge's HireVue question bank (646 questions across 40 employers). Questions and guidance are written by forge.
Frequently asked questions
What is a competency-based interview?
An interview in which each question targets a skill the job needs, such as teamwork, leadership or problem-solving, and asks for a real example of when you showed it. Answers are scored against what good looks like for each competency.
How do you answer competency-based questions?
Use the STAR structure: Situation, Task, Action, Result. Keep the context short, spend most of your time on what you personally did, and finish with a concrete outcome.
What competencies do graduate employers look for?
Teamwork, leadership, problem-solving, communication, resilience, initiative, prioritisation and integrity are the most common. The job description and the employer's values usually list the ones that matter.
How many examples should I prepare?
Six to eight solid stories are enough for most interviews. A good story can cover more than one competency if you change the emphasis.
Are competency questions used in video interviews?
Yes. One-way video interviews such as HireVue and SHL Smart Interview often use competency questions with a short preparation time, so having your stories ready matters even more.
Stop reading. Start practising.
Try a few real questions — free.
You know the format now. Reading about the test won't move your score — timed reps will. Do a free diagnostic, earn credits just for signing up, and see exactly where you stand.