What is the STAR method?

Situation, Task, Action, Result. A four-part structure for answering competency questions: describe the situation briefly, the specific task you were responsible for, the actions you took, and the measurable result. The structure prevents rambling, keeps the answer focused on your contribution, and surfaces quantifiable outcomes.

How do I prepare for a competency interview?

Three steps. First, identify the competencies the role tests (the job description usually lists them). Second, prepare two STAR-format examples for each competency, drawing from different parts of your experience. Third, rehearse aloud, ideally with someone else, refining the length to 90 to 120 seconds per answer. Most candidates over-explain situation and task and under-explain action and result.

How should I handle salary discussions?

Three rules. First, do your research; know the market range for the role and your level using sources like Glassdoor, LinkedIn salary insights and recruiter benchmarks. Second, let the employer mention the figure first if you can; the first number anchors the negotiation. Third, when asked, give a range rather than a single number, with the bottom of the range still acceptable to you.

What do I do after the interview?

Send a short follow-up email within 24 hours: thank the interviewers, reference one specific point from the conversation, and reiterate interest in the role. Keep it under 150 words. Beyond that, give the employer time to respond; chasing within a week is usually unhelpful. After two weeks of silence, a brief polite follow-up to the recruiter is reasonable.

Interview Preparation Guide UK (2026): STAR, Behavioural, Salary

The STAR method

STAR is a four-part structure for competency answers: Situation, Task, Action, Result. A clean STAR answer takes 90 to 120 seconds and tells the interviewer what you did, why it mattered and what happened next.

Situation (10 seconds): a one-sentence frame of the context. “Last year, our largest client missed three SLAs in two months.”

Task (10 seconds): the specific responsibility you held. “I was the account manager and the contract renewal was due in eight weeks.”

Action (60 to 90 seconds): what you actually did. The longest part. Use “I” rather than “we”; the interviewer is assessing your contribution. “I mapped the root cause across the three SLA misses, briefed the delivery lead on the pattern, and set up a weekly check-in with the client to surface emerging issues early.”

Result (15 to 20 seconds): the measurable outcome. “The next three months were green; the client renewed the contract early at a 12% uplift.”

The common failure mode is spending too long on Situation and Task and not enough on Action and Result. Time yourself rehearsing aloud.

Competency questions

UK competency interviews test a fixed set of behaviours against the role requirements. Common UK competencies: stakeholder management, problem solving, decision making, communication, teamwork, leadership, planning and organising, customer focus, and (for regulated roles) governance and risk.

Prepare two STAR examples per competency you expect to be tested. Two gives you a choice in the interview (use the better fit) and lets you recover if the interviewer asks for another example of the same competency.

For senior roles, the examples should demonstrate scale and complexity. For career changers, examples can be drawn from previous sectors as long as the underlying competency translates.

Behavioural interviews

Behavioural interviewing extends the competency model. The underlying belief is that past behaviour is the best predictor of future behaviour. Questions usually start with “Tell me about a time when…”.

Two kinds of question to expect. Achievement questions look for what went well. Failure or challenge questions look for self-awareness, what you learned and how you adapted. The second kind is where many candidates come unstuck by giving a non-answer (“my biggest weakness is working too hard”).

A strong failure example is real, recent, contained, and ends with learning. “Last year I underestimated the complexity of a migration project and we slipped by six weeks. I have since changed the way I estimate complex deliveries, using a three-point estimation approach.”

Virtual interviews

Virtual interviews are now standard for first-round UK interviews. The mechanics matter as much as the answers.

Setup. Stable internet, working camera, decent microphone (headphones with mic is usually better than the laptop built-in), neutral background or clean blur.
Lighting. Light source in front of you, not behind. A window or a lamp at your eye level works well.
Camera angle. Camera at eye level. Laptop on books if necessary. Looking down into the camera looks awkward.
Eye contact. Look at the camera lens when speaking, not the other person’s face on the screen. This is unnatural; practise it.
Pace. Slightly slower than in-person. The video stream lags and natural-pace speech can overlap awkwardly.
Test in advance. Do a 10-minute test call on the specific platform 24 hours before.

Salary discussions

Salary negotiation is the part most candidates dread and most under-do. Five rules cover most situations.

Know the market. Research salary ranges for the role and your level. Sources: Glassdoor, LinkedIn salary insights, recruiter benchmarks, industry surveys. The number you give should sit somewhere in this range.

Let them go first. When the employer mentions a number first, you can respond. When you mention first, the number anchors the negotiation. Give a range if asked early.

Give a range, not a number. “Based on my research and the role’s scope, I would be looking for £55,000 to £65,000”. The bottom of the range should still be acceptable to you.

Total package, not base alone. Bonus, pension match, equity, holiday entitlement, learning budget, flexible working, parental leave. Some can be more valuable than a higher base.

Negotiate at offer. Once you have the offer letter, you have leverage. A counter-offer at this point is normal. Two rounds of negotiation is standard; more is unusual.

Follow-up emails

A short follow-up email within 24 hours of the interview is professional UK practice. Length: 100 to 150 words. Tone: warm but professional. Reference something specific from the conversation to differentiate from a template.

Hi [Interviewer name], thank you for taking the time to talk to me about the [Role] today. I particularly enjoyed the discussion about [specific topic], and the more I think about it the more excited I am about how my experience with [relevant background] would contribute. Please do let me know if there is anything else I can share that would be useful. Best regards, [Your name].

Send to the lead interviewer with recruiter copied. Beyond the immediate follow-up, give the employer space. Two weeks of silence justifies a brief polite chase through the recruiter.

Useful calculators

Related guides

Frequently asked questions

What is the STAR method?: Situation, Task, Action, Result. A four-part structure for answering competency questions: describe the situation briefly, the specific task you were responsible for, the actions you took, and the measurable result. The structure prevents rambling, keeps the answer focused on your contribution, and surfaces quantifiable outcomes.
How do I prepare for a competency interview?: Three steps. First, identify the competencies the role tests (the job description usually lists them). Second, prepare two STAR-format examples for each competency, drawing from different parts of your experience. Third, rehearse aloud, ideally with someone else, refining the length to 90 to 120 seconds per answer. Most candidates over-explain situation and task and under-explain action and result.
How should I handle salary discussions?: Three rules. First, do your research; know the market range for the role and your level using sources like Glassdoor, LinkedIn salary insights and recruiter benchmarks. Second, let the employer mention the figure first if you can; the first number anchors the negotiation. Third, when asked, give a range rather than a single number, with the bottom of the range still acceptable to you.
What do I do after the interview?: Send a short follow-up email within 24 hours: thank the interviewers, reference one specific point from the conversation, and reiterate interest in the role. Keep it under 150 words. Beyond that, give the employer time to respond; chasing within a week is usually unhelpful. After two weeks of silence, a brief polite follow-up to the recruiter is reasonable.