We've gathered the top 10 competency questions that are coming up in interview rooms this year, along with our best tips on how to answer them like a pro. Let's take a look! 👇

1. "Tell me about a time you had to quickly adapt to a significant change at work."

What they're really assessing: Adaptability and resilience

Change is the only constant in the workplace, so employers want to know you can handle this. When answering this question, focus on a specific example where you successfully navigated change, highlighting the steps you took and the positive outcome.

How to nail it: Use the STAR method (Situation, Task, Action, Result). Describe the change, explain what you needed to do, detail the actions you took to adapt, and finish with the positive results. Don't forget to mention what you learned from the experience – it shows you're someone who grows from challenges.

Example answer: "When our company suddenly shifted to remote working in 2020, I was managing a team of eight who had never worked from home before. I quickly realised our existing communication methods wouldn't work, so I researched and implemented new digital collaboration tools within a week. I created daily check-ins, set up virtual coffee breaks to maintain team morale, and developed new project tracking systems. As a result, our team's productivity actually increased by 15% over the next quarter, and the new systems we put in place are still being used today across the entire organisation."

2. "Describe a situation where you took the lead on a project or task without being asked."

What they're really assessing: Initiative and leadership potential

This question is gold for demonstrating how proactive you are. Employers love candidates who don't wait to be told what to do – they want people who spot opportunities and take action.

How to nail it: Choose an example that shows you identified a need or opportunity that others missed. Explain why you felt compelled to take action, how you approached the situation, and what impact your initiative had. Even if you're not applying for a management role, this question helps employers see your leadership potential.

Example answer: "I noticed our customer support team was spending hours each week answering the same basic questions via email. Without being asked, I analysed three months of support tickets and identified the top 20 most common queries. I then created a comprehensive FAQ section for our website and worked with the marketing team to make it easily accessible. This initiative reduced support ticket volume by 40% and freed up our team to focus on more complex customer issues. The success led to me being asked to lead our process improvement committee."

3. "Give an example of a time you solved a complex problem with limited information."

What they're really assessing: Problem-solving skills and critical thinking

In our fast-paced world, you won't always have all the information you need to make decisions. This question tests your ability to think critically and make sound judgements under pressure.

How to nail it: Walk them through your thought process step by step. Explain how you identified what information you did have, what assumptions you made (and why), and how you approached the problem systematically. Don't forget to mention if you sought additional input from colleagues or stakeholders – it shows you're collaborative in your problem-solving.

Example answer: "Our main supplier suddenly went out of business two weeks before our biggest product launch. I had limited information about alternative suppliers and a tight deadline. I started by listing what I knew: our exact specifications, budget constraints, and timeline. I then reached out to three competitors who I'd previously networked with to understand the market quickly. Based on this intel, I identified two potential suppliers and negotiated emergency contracts with both to ensure we had backup options. We launched on time, and I learned the importance of always having contingency suppliers identified in advance."

4. "Tell me about a time you worked with someone with a very different communication style. How did you handle it?"

What they're really assessing: Communication skills, collaboration, and emotional intelligence

With remote and hybrid working becoming the norm, the ability to work effectively with diverse communication styles is more important than ever. This question reveals how adaptable and emotionally intelligent you are.

How to nail it: Choose an example that shows you recognised the difference in communication styles and actively adapted your approach. Explain what you did to bridge the gap – whether that was changing how you presented information, adjusting your meeting style, or finding alternative ways to connect. The key is showing you took responsibility for making the collaboration work.

Example answer: "I was assigned to work with a senior developer who was very direct and data-focused, while I tend to be more collaborative and discussion-oriented. Initially, our meetings were frustrating for both of us. I realised I needed to adapt my approach, so I started preparing detailed, bullet-pointed agendas and sending them in advance. I also shifted from open-ended questions to specific, technical queries. This made our interactions much more productive, and we actually developed a strong working relationship. He later told me he appreciated how I'd adjusted my style to work better with his preferences."

5. "Describe a time when you made a mistake. How did you handle it, and what did you learn?"

What they're really assessing: Accountability and growth mindset

Nobody's perfect, and employers know this. What they want to see is how you handle mistakes when they happen. This question is actually a great opportunity to show your integrity and commitment to continuous improvement.

How to nail it: Be honest about the mistake, but don't dwell on it. Focus on the actions you took to rectify the situation, how you communicated with stakeholders, and most importantly, what you learned and how you've applied that learning since. It shows you're someone who takes responsibility and grows from experience.

Example answer: "I once sent a client proposal with incorrect pricing that was significantly lower than it should have been. As soon as I realised the error, I immediately called the client to explain the mistake honestly and apologised. I then worked with my manager to honour the quoted price for that project, even though it meant a loss for the company. I also implemented a double-check system where all proposals are now reviewed by a colleague before sending. This experience taught me the importance of having robust quality control processes, and I haven't made a similar error since."

6. "Share an example of how you contributed to a more inclusive workplace."

What they're really assessing: DEI awareness and values alignment

Diversity, equity, and inclusion aren't just buzzwords in 2025 – they're business imperatives. Companies want to know you're not just aware of DEI issues, but that you're actively contributing to creating inclusive environments.

How to nail it: Think beyond obvious examples. Maybe you suggested a new recruitment approach, advocated for flexible working policies, or created spaces for underrepresented voices to be heard. The key is showing you understand that inclusion is everyone's responsibility, not just HR's.

Example answer: "I noticed that our team meetings were dominated by the same few voices, which meant some great ideas from quieter team members weren't being heard. I suggested we implement a 'round-robin' approach where everyone shares one idea before open discussion begins. I also started sending meeting agendas in advance so people could prepare their thoughts. This simple change led to a 60% increase in participation from team members who previously rarely spoke up, and we've implemented several innovative ideas that came from these previously quiet voices."

7. "Tell me about a time you had to prioritise multiple tasks or projects. How did you manage your time?"

What they're really assessing: Organisation, time management, and prioritisation skills

With workloads seemingly ever-increasing, the ability to juggle multiple priorities effectively is crucial. This question reveals how you approach planning and whether you can stay focused under pressure.

How to nail it: Explain your prioritisation framework – whether you use specific tools, methodologies, or criteria for deciding what comes first. Be specific about how you communicated with stakeholders about timelines and any trade-offs you had to make. Don't forget to mention how you tracked progress and adjusted your approach when needed.

Example answer: "Last quarter, I was managing a product launch, a client audit, and training two new team members. I started by listing all tasks and categorising them by urgency and impact using the Eisenhower Matrix. I then communicated with stakeholders about realistic timelines and potential conflicts. For the product launch, I delegated certain preparation tasks to the new team members, which actually accelerated their training. I used project management software to track progress daily and held weekly check-ins with stakeholders. All three projects were completed successfully, and the new team members were fully operational two weeks ahead of schedule."

8. "Describe a project or idea you helped improve through innovation or creative thinking."

What they're really assessing: Innovation, creativity, and continuous improvement mindset

Innovation doesn't always mean creating something completely new – often it's about finding better ways to do existing things. This question tests your ability to think outside the box and drive positive change.

How to nail it: Focus on your creative process – how did you identify the opportunity for improvement? What inspired your solution? How did you test or validate your idea? Even if your innovation was small-scale, the thinking process behind it is what matters most.

Example answer: "Our monthly reporting process was taking the team three full days to complete manually. I noticed we were essentially doing the same calculations every month, so I researched automation options and taught myself basic Excel VBA programming. I created a macro that automated 80% of the data processing. Before implementing it company-wide, I tested it thoroughly for three months and trained my colleagues on how to use it. This innovation reduced our reporting time from three days to half a day, freeing up significant time for analysis and strategic work. The solution has since been adopted by other departments."

9. "Give an example of a time you gave constructive feedback to a colleague."

What they're really assessing: Communication skills, teamwork, and emotional intelligence

Giving feedback is one of the trickiest parts of working with others, but it's essential for team performance. This question reveals whether you can navigate difficult conversations with tact and empathy.

How to nail it: Choose an example where your feedback led to positive change. Explain how you prepared for the conversation, the approach you took to deliver the feedback sensitively, and how you supported your colleague in making improvements. Remember, good feedback is about helping others succeed, not criticising them.

Example answer: "A colleague was consistently missing deadlines, which was impacting the whole team's performance. Before approaching them, I prepared specific examples and thought about potential underlying causes. I scheduled a private one-to-one and started by acknowledging their strong technical skills. I then explained how the missed deadlines were affecting team goals and asked if there were any challenges I could help with. It turned out they were struggling with workload prioritisation. Together, we developed a time management system, and I offered to check in weekly for the first month. Their performance improved dramatically, and they later thanked me for addressing it constructively rather than letting it escalate."

10. "Tell me about a time you went above and beyond to deliver excellent results."

What they're really assessing: Work ethic, motivation, and impact

This is your chance to showcase your commitment to excellence and your willingness to put in extra effort when it matters. Employers want to know you care about the quality of your work and the success of the organisation.

How to nail it: Choose an example that demonstrates genuine value-add, not just working longer hours. Maybe you anticipated a problem before it happened, found a more efficient solution, or went the extra mile for a customer. Focus on the impact of your extra effort – what difference did it make?

Example answer: "We had a major client presentation scheduled, and I noticed the data in our proposal looked inconsistent with recent market trends. Even though it wasn't technically my responsibility, I spent my weekend researching and updating the figures with the latest market data. I also created additional visualisations to make the data more compelling. During the presentation, the client specifically commented on how current and thorough our research was. We won the contract, which was worth £200K to the company. My manager later said it was this attention to detail that made the difference between winning and losing the bid."

How to use the STAR Method in your interview 

For all of these questions, the STAR method is your best friend:

Situation: Set the scene – what was happening?
Task: What did you need to achieve?
Action: What specific steps did you take?
Result: What was the outcome and impact?

Remember to practice your examples beforehand, but don't over-rehearse to the point where you sound robotic. The best answers feel natural and authentic while still being structured and comprehensive.

Competency questions might feel daunting, but they're actually a fantastic opportunity to showcase your skills and experiences in a structured way. The key is preparation – think about examples from your career that demonstrate these competencies and practice articulating them clearly.