Strength-based interview questions: examples and how to answer
A strength-based interview asks what you enjoy and what energises you, not just what you've done: "What do you enjoy most?", "What tasks do you leave until last?". Questions are often quick-fire, and interviewers watch your energy and consistency as much as your words. EY is the best-known user among UK graduates. The best preparation is knowing your real strengths and having a short example for each. For questions about past experience, see the STAR method.
- Asks what energises you, not just what you've done.
- Often quick-fire; enthusiasm and consistency are watched.
- Common with UK graduate employers; EY is the best-known example.
- Back each answer with a short real example.
- Many interviews now mix strength and competency questions.
Quick-fire strengths drill
Question 1 of 5 · 15s prep · 1 min answerWhat do you enjoy doing most?
Quick summary
- Strength-based interviews ask about enjoyment, energy and natural ability.
- Questions are short and often fired in quick succession.
- Interviewers note enthusiasm and consistency across answers.
- Answer honestly with a brief real example.
- Prepare by mapping your genuine strengths to the role.
Eight common strength-based questions
| Question | What a good answer does |
|---|---|
| What do you enjoy doing most? | They want energy and a real example. Name the activity, why it energises you, and a recent time you did it. |
| What tasks do you leave until last? | Be honest: a minor weakness that isn't central to the role. Show how you make sure it still gets done. |
| When do you feel at your best? | Describe the conditions (a problem to solve, a team, a deadline) and link them to the role. |
| How do you feel about deadlines? | Show your genuine attitude and one example of how you handle them. |
| What did you enjoy most at university? | Pick something that hints at the role's day-to-day, and explain why. |
| Do you prefer starting or finishing tasks? | There's no right answer. Be honest and show self-awareness about the other side. |
| What would your friends say you're best at? | A specific strength with a short example that backs it up. |
| What are you learning at the moment? | Shows curiosity. Something real, with why you chose it. |
How strength-based interviews are assessed
Interviewers look for signs that a strength is real and energising: faster, more animated answers, specific examples and consistency across related questions. A flat, rehearsed answer to "What do you love doing?" tends to score worse than a less polished but genuine one. Many employers also use strengths-based online assessments (Cappfinity is the best-known provider), so the interview often follows up on similar themes. See our Cappfinity strengths assessment guide.
How to prepare
- List what energises you at university, work and outside both.
- Match them to the role using the job description and the employer's values.
- Find a 30-second example for each strength.
- Practise out loud, quickly. Strength interviews reward natural, fast answers.
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Source notes
Strength-based recruitment is described by university careers services such as the University of Manchester (checked 2 October 2026). EY's use is widely reported by candidates and careers sites. Questions and guidance are written by forge.
Frequently asked questions
What is a strength-based interview?
An interview that asks what you enjoy and what energises you, rather than only what you have done. The idea is that people perform best in work that uses their natural strengths. Questions are often quick-fire, such as 'What do you enjoy doing most?'
Which employers use strength-based interviews?
They became popular with UK graduate employers in the 2010s. EY is the best-known example among graduates, and Cappfinity, a strengths assessment provider, works with many large employers. Check your invitation or the employer's careers site.
How do you answer strength-based interview questions?
Answer honestly, quickly and with energy, and back each answer with a short real example. Interviewers watch for enthusiasm and consistency as much as the content, so rehearsed answers that sound flat score poorly.
What's the difference between strength-based and competency-based interviews?
Competency questions ask what you have done ('Tell me about a time you led a team'). Strength questions ask what you enjoy and what comes naturally ('Do you enjoy leading?'). Many interviews now mix both.
Can you prepare for a strength-based interview?
Yes. Reflect on what genuinely energises you, match it to the role, and prepare short examples for each strength. You can't script enthusiasm, but you can know your own answers.
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