Strength based interviews explained
The practice of asking Strength questions in a Civil Service interview is now well established across main Civil Service departments as part of their blended recruitment process under Success Profiles. Whilst most interviews today include a combination of Behaviour and Strength questions, some departments place particular emphasis on Strength questions, so it is very important to understand what Civil Service Strengths are and how to prepare for these types of questions. At Interview Skills Clinic, I provide one-to-one Civil Service interview coaching for candidates preparing for Behaviour and Strength questions. I also offer online Civil Service interview training for AO and EO candidates who want a more affordable, structured way to prepare.
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I recently sought Elizabeth’s help when applying for Civil Service roles on promotion. After having three interviews and not getting anywhere I decided to have a Zoom coaching session a week before my next interview. One session with Elizabeth completely changed the way I delivered my competency examples in the interview. Elizabeth’s advice was hugely helpful on what was important and how to get across for a senior level position within the Civil Service. The following interview I was successful in getting the promotion. It was definitely worth the investment and I will use Elizabeth’s coaching session next time I’m looking for a promotion. Thank you again Elizabeth.
Strengths are things which we do regularly, do well and motivate us. From a Hiring Manager’s perspective, if you can demonstrate that you have the Strength required to perform in a role and it comes naturally to you then you will probably do it well. Strength questions are very different to Civil Service Behaviour questions, which are similar to competency-based questions. A Behaviour is the actions and activities that people do which result in effective performance at work. Civil Service Behaviour questions are designed to test the required Behaviour, for example Making Effective Decisions. Typically, a question might be: ‘Please describe a time when you had to make a swift decision. What did you decide and what was the outcome?’ You need to respond to this question giving your example based on the STAR format. Whereas Strength questions are much more varied. You could be asked, ‘Are your judgments more often proved to be right?’ Strengths and Behaviours are intrinsically linked. For example, you can demonstrate the Behaviour that you’re a skilled Decision Maker because you are highly Analytical and adept at Solving Problems, both of which are core Strengths under Making Effective Decisions.
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Strength-based questions are designed to uncover your natural talents and enthusiasm, which are crucial for roles in the Civil Service. These questions are often direct and personal, encouraging you to discuss what you genuinely enjoy and excel at. Unlike competency-based questions that delve into past experiences, strength-based questions are forward-looking and aim to understand your intrinsic motivations.
Typical strength-based questions might include: “What activities make you feel energised?” or “Which tasks do you look forward to the most?” These questions seek to reveal the aspects of work that you find most engaging and satisfying. They help interviewers determine whether your strengths align with the responsibilities of the role you’re applying for.
Another example could be, “When have you felt most accomplished in your work?” This question prompts you to reflect on moments when you felt truly fulfilled, providing insight into the types of tasks and environments that bring out your best performance. Similarly, “What challenges do you enjoy tackling?” aims to identify the kind of problems that stimulate and motivate you.
By understanding the structure and intent behind these questions, you can prepare to answer them with authenticity and clarity. Focus on what genuinely excites you about your work, and think about how these passions can contribute positively to a role in the Civil Service.
Why ask candidates Strength questions?
How a candidate responds to a strength-based question can provide a clear indication to the interview panel as to whether a candidate naturally enjoys, or does not enjoy, an activity. Based on the premise that people will be more effective, and therefore more fulfilled, if they are doing things which come naturally to them, it is likely an organisation will have a happier, more motivated and more successful workforce if staff are working on things which play to their strengths.
How to identify your strengths?
To identify your strengths effectively, start by examining your daily tasks and noting which ones you find most engaging and energising. Pay attention to the activities that come naturally to you and where you consistently perform well. Engage in self-reflection and consider moments in your career when you felt most fulfilled and accomplished. Another useful approach is to seek feedback from those who know you well, such as colleagues, mentors, or friends. Their perspectives can offer valuable insights into your natural talents and areas of excellence. Online tools and assessments, such as the CliftonStrengths or VIA Character Strengths surveys, can also provide a structured evaluation of your core strengths. These assessments are designed to identify your key attributes and offer a detailed understanding of what drives and motivates you. Additionally, review any previous appraisals or performance reviews for recurring themes or compliments that highlight your strengths. By combining self-reflection, external feedback, and structured assessments, you can gain a comprehensive view of your natural talents. This awareness will not only help you in a Civil Service strength-based interview but also guide your career development and personal growth.
How a panel assesses your natural strengths
The panel will determine if something is a natural strength based on whether:
- Performance: You can perform an activity/behaviour to a high level of capability.
- Engagement: You feel motivated, enthused and empowered when doing the activity.
- Use: You do the activity regularly and as often as possible.
Therefore, in response to a strength-based question you need to convince the interview panel through positive body language and then back up your claim with a short example. Answers are typically marked out of 4, which covers your body language and how convincingly you came across, backed up with a credible example which demonstrated the strength.
How to prepare for Strength-based interview questions
It is more difficult to ‘fake’ an answer to a Strength-Based Question than a competency question, because it is challenging to speak with natural energy and enthusiasm about something you don’t genuinely enjoy. However, on occasion you might just have to inject energy into your answer. If you have not previously considered the strengths required for a role before attending the interview, then you could be caught out by giving a hesitant, unconvincing answer.
Whilst you should not attempt to take on a role which you really won’t enjoy, it is likely that in every job there will be good and not so good elements. Therefore, to give every interview your very best shot, you must prepare for all questions, so follow this procedure:
- Identify the strengths which are associated with the competencies listed in the job description. Refer to the Strengths Directory to see which of the 36 listed strengths are relevant to the competencies.
- Consider how you feel about each strength on the list. Ask yourself, is it something which comes naturally to you or that you tend to avoid?
- Starting with your natural strengths, consider why you enjoy doing this activity and set out a few examples from your career which demonstrate the strength.
- Consider the skills and strengths which you are either not so familiar with or that you do not enjoy doing. Set out examples of when you have demonstrated or experienced this strength and how you can make it a positive experience. It could be fine to state that it is not something you do regularly but with practice it could become more rewarding.
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At higher levels, Civil Service interviews usually require more than understanding the Success Profiles framework. You need to show judgement, impact, leadership, communication and evidence that is pitched at the right level.
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The 36 Strengths listed within the Civil Service Strength Dictionary
There are 36 Strengths within the Strengths Directory. Here are some examples. Each strength is clearly defined in the directory.
- Adaptable
- Organiser
- Team Player
- Negotiator
- Relationship Builder
- Decisive
- Problem Solver
- Resilient
- Service Focussed
- Motivator
- Visionary
- Strategic
- Analytical
- Efficient
- Team Leader
Opening question – assesses your natural energy and body-language
In an interview, a strength is assessed not just by what you say but how you say it. If an activity is a natural strength of yours then it’s more likely to energise you and you’ll sound and look more animated. However, we all have different levels of energy and present ourselves differently. Consequently, the panel will want to be able to gauge how you respond to something you naturally like doing and something you do not enjoy because this allows them to ‘calibrate’ their gauge. In simple terms, how excited and motivated are you visibly by things you enjoy and things you don’t? They will use this as a guide for how you answer upcoming questions.
‘Calibration’ questions could be:
- What motivates you at work?
- What do you least enjoy doing at work?
Common Strength Based Questions
Common Strength-based questions
My AO–EO online Civil Service interview course covers both Strength and Behaviour questions and is designed to help you prepare in a structured, affordable way.
Civil Service Strength Questions are tailored to understand what you excel at and enjoy. Here are some examples you might encounter:
- “What comes naturally to you at work?” This question seeks to uncover your innate abilities and how they can be utilised in the role you’re applying for.
- “How do you stay motivated when faced with a challenge?” This aims to assess your resilience and perseverance in overcoming difficulties, which is crucial in public service roles.
- “What kind of tasks do you find fulfilling?” Here, interviewers want to know what aspects of work keep you engaged and satisfied, ensuring your strengths align with the job requirements.
- “Describe a situation where you felt you made a significant contribution.” This question encourages you to reflect on moments when your natural talents positively impacted a project or team, demonstrating your potential value to the Civil Service.
By understanding the intent behind these questions, you can prepare to showcase your genuine interests and capabilities. Focus on what genuinely excites you about your work, and think about how these passions can contribute positively to a role in the Civil Service. This alignment between your strengths and the job responsibilities is essential for your success and fulfilment in a public service career.
The Strength questions will reflect the requirements of the role and the required Behaviours. Some other typical questions might be:
- “Would others describe you as analytical? If so why?”
- “What helps you to bounce back when you are under pressure?”
- “Do you enjoy negotiating?”
- “What does a successful day look like?”
- “What is always last on your ‘to do’ list?”
Answers need to be short and supported by a brief example. Finally, you must focus on your communication style and body language. The panel will be judging, and probably scoring, your answer based on positive body language, engaging and enthusiastic tone and delivery.
When tackling Civil Service Strength Questions, clarity and relevance are paramount. Start by pinpointing the strength you wish to highlight, ensuring it aligns with the role’s requirements. Use specific examples to illustrate this strength, keeping your narratives succinct and impactful. Instead of recounting a lengthy story, focus on the core of the example and its relevance to the job. For instance, if your strength is effective communication, describe a scenario where your clear articulation led to successful team collaboration or a positive outcome in a project. Highlight the positive impact of your actions and relate it to how this strength can be an asset in the Civil Service. Maintain a positive and enthusiastic tone throughout your responses to convey genuine passion and capability. Additionally, tailor your answers to reflect the values and responsibilities of the role you’re applying for. This targeted approach not only showcases your strengths but also demonstrates your understanding of the Civil Service’s expectations. Avoid generic responses; instead, personalise your answers to stand out from other candidates. Through thoughtful and concise examples, you can effectively communicate your strengths and how they will contribute to the success of the Civil Service.
Video: How to answer Civil Service Strength questions
Steps to a successful interview
- Take time beforehand to think about your natural strengths and set out short examples.
- Dissect the job description and/or person specification to identify the range of strengths required using the Strengths Directory.
- Think about possible questions and how you will react.
- Practise your answers out loud with energy, enthusiasm and conviction.
Need more help preparing for a Civil Service interview?
If you have a Civil Service interview coming up, there are three ways I may be able to help:
For AO and EO interviews, my
online Civil Service interview training
gives you immediate access to structured preparation for Behaviour and Strength questions.
For HEO and SEO interviews, my
live Civil Service webinar training
gives you more detailed guidance on how to prepare and pitch your answers at the right level.
For G7 interviews, or for more individual support, I offer
one-to-one Civil Service interview coaching
where we work on your own examples, answers and interview delivery.
Client review
I was fortunate enough to be able to have a two 60 minute Zoom preparation sessions with Elizabeth before a recent Civil Service interview. It was absolutely fantastic, tremendous value for money and certainly a major factor in subsequently being successful at interview. Very helpful prep materials were sent in advance of the coaching. However what really stood out was how Elizabeth completely altered the session around 15 minutes in when it was clear I was losing confidence. A key piece of advice she offered at this point totally changed my approach; I credit this as also being the key reason for passing the interview, too. I have subsequently recommended Elizabeth to two other Civil Service applicants, one who has also been successful directly after a prep session and another who will take their interview in the next few weeks. This is as good as professional coaching for interviews can be and I would recommend it to anyone at any level
For more information
If you are applying for Civil Service roles, you may also find these guides useful: