Civil Service interview questions: how interviews work and how to prepare

Interview formats

• In person or live video: a regular interview, face to face or over a video call.
• Pre-recorded video: questions appear on an online platform and you record your answers.
• Some processes also include telephone interviews, presentations or an assessment centre.

Interviews usually last 30 to 60 minutes; official sources give slightly different figures, so check your invitation.

The types of question

Behaviour questions

You're asked for real examples of times you showed the behaviours in the advert. Civil Service Careers says to answer these with "well structured and considered examples". One department's guidance says there is usually one question per behaviour and suggests spending up to about five minutes on each. See the nine Civil Service behaviours.

Strengths questions

Strengths are "the things that we do regularly, do well and that motivate us". The official guidance says there are no right or wrong answers, and advises not rehearsing because interviewers are looking for your initial, genuine response. You may not be told which strength is being assessed. Unlike behaviours, strengths aren't defined by grade.

Experience and technical questions

These explore your knowledge and record in a particular field, or specific professional skills and qualifications the role needs. Experience is about how you performed, not how long you've done something.

How questions are often phrased

No central list of official interview questions is published. The Crown Office and Procurator Fiscal Service gives these typical openings:

• Behavioural: "Tell us about a time when you…" or "Describe a situation where you have…"
• Situational: "What would you do if…" or "How would you approach…"
• Experience: "What experience do you have of…" or "Can you tell us about your understanding of…"
• Technical: "What steps would you take to…", "How would you interpret…" or "Explain the process for…"

Be wary of lists claiming to be "the actual questions". Questions are set for each role, and all candidates for a role are typically asked the same core questions.

How to prepare

1. Read the advert closely. Note each behaviour, essential criterion and technical requirement, and think of real examples where you've shown them. Civil Service Careers also suggests thinking about how you'd handle similar situations in future.
2. Structure behaviour answers. Official guidance suggests considering the STAR method: Situation, Task, Action, Result. Spend most of your answer on what you did.
3. Say "I", not "we". Assessors need to know your personal contribution.
4. For strengths, reflect rather than rehearse. Think about what you're good at and enjoy, and your preferred ways of working.
5. Check the practical details: the format, length, whether notes are allowed (some organisations allow personal notes as reference), and any presentation task.

Reasonable adjustments and Disability Confident

You can ask for reasonable adjustments, for example a different interview time, location or format, questions in writing or in advance, a sign language interpreter, or extra time. You're asked about this when applying, or you can contact the named person in the advert. Adjustments are available even if you don't think you qualify for the Disability Confident scheme.

Under Disability Confident, Civil Service employers offer an interview to a fair and proportionate number of disabled applicants who meet the minimum criteria for the job. Civil Service Careers is clear that this doesn't mean every disabled applicant is entitled to an interview. Check the advert for how it applies.

Using AI to prepare

The official candidate guidance says AI can help you prepare, for example by generating mock questions. But it must not be used to create or produce answers during a live or pre-recorded interview, and applications can be rejected where AI is used inappropriately.

After the interview

Civil Service Careers encourages you to ask for feedback whatever the outcome, though feedback isn't guaranteed. If you believe a recruitment didn't follow the rules, complain to the department first. The Civil Service Commission considers complaints after that, but not about scores or feedback.

Preparing examples from your own experience takes time, and that's the part we're building tools to help with. Read more in our FAQ.