To ask for Civil Service interview advice?

[Cellardoor7]

Recently had an interview for a Civil Service role and came away feeling a bit deflated, so I’d really appreciate some advice.

I prepared quite a lot beforehand and did some practice interviews. The actual interview included a mix of strengths and behaviour‑based questions, and I felt more confident with the strengths than the behaviours.

One of the behaviour questions really threw me, and I struggled to get my thoughts together. I ended up rambling a bit, pausing for too long, and then trying to pull myself back on track. They also asked several follow‑up questions, which I found difficult to handle in the moment! My ego just feels a bit bruised, as I feel like I just talked a lot of crap - even though hopefully there was some sense and value in what I talked about 😂

Does anyone have any tips on dealing with CS interview follow‑up questions and on structuring behaviour answers clearly (e.g., using STAR) when the interview questions they ask are very specific?

The interview was virtual, and I had a notepad and pen to jot down the behaviour questions I was being asked, but I found it so hard to give a clear and understandable answer using the STAR format to the specific questions I’d been asked.

Just bumping this in case anyone has any advice please.

From my days as a civil servant, just ask for feedback re the interview.

Try not to panic. I completely flopped my interview, was convinced I failed and put it behind me and moved on with my life. I made a similar post on here as I was feeling really deflated. The public sector interviews are like nothing I've ever experienced. Around 6 months later they called to offer me the job!

Was it a large campaign or a smaller role? You tend to have more chance with the larger campaigns.

I found the civil service reddit sub very helpful. Loads of tips and advice Around applications, recruitment and wait times.

Good luck op, remember it's not over until they tell you it is.

I'm a civil servant and the interviews can be difficult. Don't be put off by follow up questions, I always ask them even when the candidate gave a good answer - but they are usually a sign that something was missing from your original answer and the panel is giving you the chance to expand on it and improve your score for the question.

It sounds like you did your best and prepared well, just wait and see. I find it you are thrown by something, it can help to ask them to rephrase or even ask for a minute to think. It's important to answer the question they're asking you rather than giving the answer you want to give.

For Behaviour questions I always focus on having four or five really good examples that I know inside and out - one for each Behaviour (I think they usually test 4) but also build in a bit of flexibility, so I could use one of the examples for another Behaviour if it doesn't quite fit the question they ask. Have a very snappy S/T and primarily focus on the A of STAR as that's where you get the most points - how and why did you do what you did, what was the aim? How did you engage others and drive the work? What went wrong and how did you take action and bring people to solve it etc. For R, its not just result but also reflection - what did you learn and what would you do differently next time.

Another good tip is to also have another mini example up your sleeve if one of your Behaviour examples doesn't cover all aspects of the Behaviour being tested - you can then say at the end "Well I didn't engage that closely with external stakeholders on this project, but when I did X I did. Would you like me to tell you about it?" Then you can give them the option to hear more and give a quick 3-4 sentence summary of how you demonstrated that bit of it.

Let us know how you get on.

The application normally tells you which behaviours you will be asked about at interview, so I tend to use the examples I've written about, and just have scenarios ready for the others so I don't have to think on my feet. I also have a list of bullet points to keep me on track, which I find helps me cover the main behaviour points.
There have been occasions where the interviewers have worded the question in a way my examples don't quite fit, so I've had to change my answer, but it's normally quite open.
As someone else has mentioned, being asked questions isn't a bad thing. I've been on quite a few interview panels and the questions are asked to help you provide the best answer you can, honestly not to trip you up.
I think everyone feels a bit deflated after civil service interview, they aren't the easiest thing when you aren't used to them. I'm sure it went a lot better than you thought it did.

The STAR format is helpful for not waffling but it sometimes doesn’t suit very specific questions that just need a clear response. Be careful that in trying to fit a format you don’t loose sight of what they’re actually asking you. It’s very easy to get so caught up in following the format, shoe hiring your answer to fit and in doing so, not answer the question they’ve asked.

If it’s a specific question I’ll usually give a direct answer and offer to expand on that. For example if they’re asking about your experience managing a group I might say I have experience of leading X, Y and Z, and have chaired two of those, and offer an example. That gives me a minute to think about the best example and how to frame it.

Thanks @Jellycatspyjamas! I thought I had to use the STAR format to answer all the questions I got asked, so it’s helpful to know it doesn’t need to be used in all situations.

I think I’m struggling with how to get better at managing an interview situation where I get asked a specific behaviour question and I have to adapt my examples to answer the question and answer in a STAR format. But I hadn’t realised that answers dont necessarily need to be framed in a STAR format. If it’s not possible to use a STAR structure, are there any other structures you’d suggest using (eg that have worked for you)?

I think people advocate STAR because it’s commonly known, but it’s also quite outdated and doesn’t really fit behavioural questions.

I like CARL - Context, Action, Learning, Result. So give enough of the context for them to understand but not too much that you loose your way. Be clear about what you did and really own it (lots of “I” statements rather than “we”. Then think about what you learned in the situation, this shows you as a reflective practitioner. Then explain the result - if there was a goal achieved talk about it, but also remember to think about the result for you personally and what that means for your employer.

For example if asked to talk about managing conflict I might say something like “I was chairing a project group where there was disagreement about the way to achieve the goal. The disagreement was seeping in to project meetings and I was concerned the project was starting to drift. I took the discussion out of the project group, met with the people involved individually to understand their particular concerns and then gave some thought to how to move forward. I explained my thinking, recognising alternative views and sought agreement to a way forward that addressed the various concerns. On reflection I can see the brief wasn’t as clear as it needed to be, which gave rise to differing view points. While we did complete the project successfully and to deadline, the next project I led had a much clearer brief and ran more smoothly as a result”.

Hope that makes sense?

Ii was manager (now retired) with a lot of experience of using STARS for both recruitment but also performance managment

ive always coached my dc (now adults in second or third jobs, graduates) on STARs since they first applied for part time jobs, uni applications etc. I’ve also coached nieces, nephews, dc partners when asked . I also still mentor a couple of women

I coached my dc for his civil service fast track , which he was successful with first time, during milk round at university.

unlike previous posters, I’d say always reply with STARS. Even if they’re not STARS/behaviour type questions. Lots of companies don’t use STARS, but it’ll smash an interview of this is how you respond anyway . at heart of STARS is principe of what you might do in future is evidenced by what you’ve done in past- both your strengths but also what you’ve learnt about your weaknesses anyone can tell a good story about what they might do in a given situation- but that is merely hypothetical or evenn, worse case, bullshitand bluff.

but to really hone your interview technique you need to perhaps focus on the following

1. write out your stars, map then to various behaviours so you can adapt STARs to various questions on different behavoiurs or skills or scenarios they’re asking. Have at least 3-5 STARs up your sleeve for every behaviour. Civil service gift you by telling you behaviours they’re looking for so it’s straight forward
2. the S AND T must be short, perfunct, think elevator pitch. Too often people use up question and interview time with huge detail on ST- the interviewer doesn’t care. You are merely setting the scene. It’s important though to bring out whether the STARwas your initiative or a directive form someone else. Were you working with others, or by yourself. But be really brief.
3. THE As should be what you do. No “we” only “I”. Include why you did this. Briefly. Again this isn’t the longest bit. It’s longer than ST, but don’t go on and on. You must be very dealt as to what exactly you did versus others. No time for modesty or imposter syndrome
4. the most time should be spent on R. The “so what”. What difference did you make to the company, organisation (or even family) . You can bring in here insights of what you might do differently next time. Give them a piece of your self awareness. Don’t be afraid to use examples when you went wrong at first and corrected your action to get the result. Be specific and measurable in these Rs- money saved, hours saved, continuous improvement,ent made, waste eliminated, improved customer/clinet satisfaction, whatever. This is the single most important bit of STARs. They’re hiring folks that’ll make a difference to their results. Show them how you can and have in past, done that.
5. practoce out loud. Ideally to someone else. But do it agian and again. Amd Memorise. It is very different saying stuff out loud than just thinking about it, it is even more different to say it to someone else for DCs civil service interview we spent over 8 hours over 2 days with me just asking him interview questions based on civil service bumf and him talking. Over and over agian. You’ll never say the same STAR story the same way, but they need to be like a bank in your brain that you’re going to filter through quickly in the interview, adapt to spepcifc question and then tell. You need to be completely on top of them.
6. show passion. I remembering interview practice with my youngest dc. STARs all good and precise . Saying right thing. But I wasn’t feeling it.i asked them lots of why questions at one point, and suddenly a switch turned on, they sat forwards, a smile on their face, and started talking with passion, not stilted. Energised. Get a mirror if needs be, but agian find someone to practice with is best
7. show humility, show you can learn, be honest but do not undersell yourself . Too many times women and girls do not push for@rods with what they can do. They particualrly undersell stuff they’ve achieved outside of work or more “professional”settings. Use experiences at home, particualrly if you’re a mum- we mums are people managers, HR, logistics managers, etc etc. do not overlook these STArs
8. Do NOT be afraid to ask to hold a question while youhave a think for best example, and then come back to it later. We used to tell candidates they could do this. It not a trick. Interviewers using competency based interviewing, like civil service, want people to be able to do their best. But do make sure you raise you’d like to asner that question now at later point of they don’t ask first.
9. always have a bunch of 5-10 questions you want to ask them. Not practical questions about logistics of role, but ask them stuff like “what’s a typical day like for person in xxrole” “ what’s the career path I’d likely to have if successful in this role” etc etc. be curious, if the interviewer is chatty and friendly then use some humour, don’t interrogate them. Show you’ve done some research- don’t ask basic questions you ca. read in blurb or on internet.

practice is key. Hours of it. Unfortunately. Practice will make you confident. Have STARS so I needed in your rain that you can comfortably “play” around with them and tlak with enthusiasm whichever questions come up,

In all homestly, it’s the same as STARs. If you go back to 35 years when STARs was properly taught.
its just perhaps more helpful semantics, which is genuinely helpful as too many people get it worng. See my post below

It does make sense - thank you!

Would you have any advice about how I can best prepare myself pre-interview for potential behaviour questions that could be asked. Although I’ll be told which behaviours are being assessed in the interview, I find it hard in the interview itself to think on my feet and adapt my behaviour examples to the question they’re asking, so I just wondered if you have any advice on how I can best prepare for this please?

Sorry, I know this has sort of already been answered here, but I’m still confused!

The strength based questions are meant to feel easier. They’re not necessarily meant to be long winded answers or even examples, just a natural response to gauge how genuinely engaged you are with the strength they’re asking about.

Behaviour based are where your examples come in, and you want to give as much “how” as possible, in line with what they asked for in the job description.

Follow up questions are to help you, not confuse you. It’s a way to probe for a bit more information, or to get a bit more evidence of what it was you did and how you showed the behaviour.

They really can be awful though depending on how the questions are phrased!

Some useful advice here. I hadn't heard of CARL but so prefer that framing.

I'd add the following:
-absolutely OK to ask for a moment to consider your answer/compose your thoughts before answering
-despite a concerted effort within CS recruitment to standardise the whole approach, it's still quite subjective, i.e. reliant on individual panel members' preferences and backgrounds (so basically, don't give up!)
-theres something to be said for getting a foot in the door in an "easier" role you might not be thrilled by - so many internal opportunities are available.
.
Very best of luck.

Sorry, my typing is terrible tonight in my responses🥴🤦🏼‍♀️

Practice will make you confident.Have STARS so I needed in your rain

What does that bit mean, @Limehawkmoth ?

Some great advice on your post-thank you for taking the time to reply.

I’d actually disagree with some of this. I’ve just been on a sifting panel today as it happens and we very much wanted the “how”, the actions taken.

Result is also important but OP risks failing CS interviews if they’re advised not to focus too much on actions taken. That’s literally what we’re assessing them on - what they’ve done, what skills they have and how they used them. The result is a great conclusion, but certainly isn’t the main point-scoring part of the answer.

Do you already work at the civil service OP?

Use AI to help you practice. Ask the AI what questions might be asked and different ways in which they might be worded. I found it really useful when preparing for a recent civil service online interview. Didn't get the job, but I'm on a reserve list for 12 months. From feedback, I know to focus more on the A of STAR.

Lots of good advice provided already. My top tips as someone who has chaired 30+ interviews (mostly for SCS, G6 and G7) are to:

• actually answer the question. It is best to have a couple of examples per behaviour which you can then tailor to the question.
• make sure your answers are relevant to the job. If you are applying for policy or strategy roles for example demonstrate your policy skills, knowledge and examples. Non-work examples are usually insufficient for SEO+.
• behaviour questions need to cover 'what' you did and 'how' you did to demonstrate experience/capability. At G7+ jobs generally require 'why' as well - I.e. why you took a course of action and how you delivered through others/influenced seniors or stakeholders.
• make sure the answer is grade appropriate. That means as part of the S you need to get the complexity of the work across for senior roles.

What grade are you applying for and what kind of roles (e.g. project management, policy, job centre). Providing that detail would help people to give you more specific advice

Sorry for typos - this site is not great on a mobile!

I absolutely love that there’s a civil servant who must be at least DD level to be interviewing for SCS jobs who is called “bluffingwithmymuffin” on mumsnet! 😁

It’s a fair point, I did say A is longer than ST.what I was meaning is don’t get bogged down in A to the cost of a R…yep you do need to hear what action”I” took.. but if you’re interviewing technically, if interviewers want more detail they can interject or ask for more detail at end of R

the issue with spending a lot on A to cost of R is it doesn’t pick up on the old “ doing right thing right, right thing wrong, wrong thing right etc” way too often you can have someone banging on about the brilliant action they took, lacking any insight that when they talk R it’s clear they were doing wrong thing right. A lot of my career was spent rectifying people congratulating themselves for doing a marvellous job which was actually completely the wrong thing to work on.

some of this may come down to field your working in. I worked in STEM and we’d have seperate technical interviews ( tests). I worked in global businesses, results mattered in terms of bottom line even if that was people and relationship based. I guess in healthcare,for instance, results are maybe often a little more obvious and fundamental.

but take your point in way I explained my advice.

My terrible typing🥴
have all STARS memorised and in your brain, ready to pick up and “ play” with depending on question you get.
sorry …my bad

I think part of the failure of the CS process is not putting much focus on whether the actions taken were right or not! In other organisations using STAR maybe that’s the case, but for CS, generally unless you’re applying for something very senior like SCS (for context I was sifting for a grade 7 campaign, which is first level senior management) we were focussing mostly on action, and for result would maybe expect one to two sentences maximum to sort of round it off and confirm that the actions they took were successful.

But if they gave good, descriptive detail on how they did the work or dealt with the situation or gained the stakeholder buy in or implemented the change…. that’s what would get them the great scores. I’ve never known it any different in CS, and I’ve assessed for fast track apprentice scheme, the fast stream, and also general campaigns like the one I was doing today.

Also, this was an application sift, so no opportunity to be prompted for more info. If it wasn’t there, they weren’t getting the marks.

To note, I’m neither supporting nor criticising the system …. I guess it has its pros and cons! There’s always ways it could be done better.