Tell me about a time you had to adapt to change in the workplace.

In my current role, everyone was assigned a particular task. I was responsible for drafting reports based on the forms I was given, and I entered that data into our system. Then, there was a restructuring, and everyone was suddenly required to learn every aspect of the system and was responsible for entering their reports, along with all the other aspects of a job. So suddenly, everyone was doing everything independently. This was a hard adjustment as I enjoyed doing the reporting. Eventually, I surrendered, and although it was a difficult adjustment, I learned a lot.

The work of someone in the civil service is often referred to as repetitive and monotonous. It is also considered the perfect working environment for someone who enjoys a predictable and routine professional environment. Civil servants are also expected to be self-managed; therefore, your interviewer wants a sense of how adaptable you are when things alter the status quo, either on a micro or macro scale, and go outside the routine.

Try to communicate how flexible you are to working in a work environment that sometimes forces you to adapt and act quickly to the occasional contingencies. Offer examples of times this has happened to you, whether it was something unexpected or a change in management where new standards and procedures were implemented. Whatever example you offer, showcase that you can handle any challenges that come your way.

At my last job, we had a supervisor who everyone got along with and who established a great deal of mutual trust with the team. Everyone was self-reliant, and things operated smoothly. That supervisor got transferred, and another supervisor, who was new to the job, supplanted him. The new supervisor was more inexperienced and insecure than the last. They didn't seem to have much confidence in their abilities, which manifested in a lack of trust in the team. They created all these checks and balances for everyone's work, which we all complied with, but significantly slowed productivity. It was quite an adjustment, but we all made do.

What would you do if you were in the middle of a task and your manager asked you to do something else?

"I would first inform them about what I was working on to clarify they wanted me to re-prioritize. Then I would ask to make sure I couldn't continue my current task at that moment. If it was necessary to drop what I was doing, I would take some notes about where I left off and do as I was told."

This question probes your flexibility and how effectively you shift your priorities on short notice. How you answer could offer insights into how adept you are at tracking your progress, managing your time, and your ability to prioritize and keeping your eye on the big picture.

Before your interview, research and read the Civil Service code and its values. As they state, they expect their employees to "co-operate with and be open to the possibilities of change and consider ways to implement and adapt to change in own work role." So offer your interviewer an example of a time you creatively and resourcefully adapted to something out of the ordinary while maintaining a positive attitude. Describe how you prepared for it by integrating what you learned from that experience into your systems.

I would mark where I left off and move on to the greater priority. I will do whatever best serves the team. I have a pet peeve about performing unnecessary rework, so I have simple systems to track where I left off when putting a project on hold. This way, I can come right back to where I left off without losing progress.

Do you have any questions for us?

"What does a routine day on the job look like in this position? Are the shifts likely to change, or can I expect predictability concerning the hours? How long have you worked in the civil service, and what do you love most about it?"

Most roles in the Civil Service require those holding their position to be self-managed in their work. Training is light, and determination and diligence are required. To indicate that you are well equipped, display the research you have already put into the role by showcasing how resourceful and independent you are. When asking interviewers questions, never ask questions you could have easily answered on your own when preparing for your interview.

"I've read a few employee reviews of this position, and it seems that some believe there is little room for growth from within, while others say there is job security and a strong work/life balance. What advice would you give someone entering this position who was interested in moving into management?"

What would you do if a man dropped a bag you suspected was money and ran off?

"Well, that's something worth evaluating. Considering it could be an illegal affair, I would have to be honest and do the right thing. I consider myself a person with a lot of integrity, so I would likely report the incident and wait for someone more qualified to handle it to arrive."

This seemingly fun ice-breaker question is designed to get you out of interview mode and loosen up. When questions like this arise, you need to be personable and offer insights into your personality. However, this question holds another purpose: to see how well your values align with what they are looking for in a candidate. When answering this question, you'll want to align your values with the core values of the Civil Service.

As stated in the statutory guidance of the Civil Service Code, "These core values support good government and ensure the achievement of the highest possible standards in all that the Civil Service does. This in turn helps the Civil Service to gain and retain the respect of ministers, Parliament, the public and its customers: 'integrity' is putting the obligations of public service above your own personal interests; 'honesty' is being truthful and open; 'objectivity' is basing your advice and decisions on rigorous analysis of the evidence; and 'impartiality' is acting solely according to the merits of the case."

"If someone abandoned a bag of cash, there's probably a good reason for it, and I likely wouldn't want to involve myself in the situation. I wouldn't touch it and would alert the proper authorities without delay. I would then document with my video on my cellphone in case anyone else attempted to take it, and would inform them that the authorities were on their way."

What do you consider your greatest weakness?

"I would say my greatest weakness is that I sometimes am too self-reliant. In my last review, my supervisor told me I don't always have to go it alone and that it would help me to come to others for help from time to time. So I am working on that."

Some view this as a trick question and are hesitant to share their self-perceived weaknesses out of fear that they are giving the interviewer what they need to know to not hire them, but not all weaknesses raise red flags. For example, telling the interviewer that your weakness is your attendance and that no matter how hard you try, you can never seem to get to work on time is a solid reason to not hire you. However, telling them your greatest growth opportunity is in trying to find a better work/life balance and that you often take work home with you will likely not be viewed negatively.

Showcase your weakness as a strength; take ownership of it. The interviewers are looking for a candidate who constantly takes charge of their professional development. As the Civil Service puts it, they expect their employees to "role model continuous learning and self-development, evaluating own effectiveness and growth and planning next learning steps accordingly."

"My greatest weakness is being too hard on myself when I make a mistake. I hold myself to a higher standard, and when I slip up, which is rare, it takes me a while to recover. As a result, I never make the same mistake twice. I have gotten better about this, but it is part of my makeup, so I know these things sometimes take time."

What three words would you use to describe yourself?

"I would describe myself as responsible, accountable, and communicative."

Not only are they curious about the three words you would use to describe yourself as a professional and what those three words say about you, but they are also curious how well your self-description aligns with their culture and values. Do your homework before your interview and familiarize yourself with the language used by the civil service on their websites. Examine their values and what they look for in a candidate, and align the words you choose with that.Additionally, explore the ten competencies of the civil service: "Seeing the big picture. Changing and improving. Making effective decisions. Leading and communication. Collaborating and partnering. Building capability for all. Achieving commercial outcomes. Managing a quality service. Delivering at pace."

"I would describe myself as determined, successful, and reliable."

Why should we hire you? What makes you a good candidate?

"My father always called me a do-gooder. I like helping people, and when I am doing so, I am at my happiest. I look at life as a civil servant as doing what I am good at and what comes naturally to me."

Your interviewer is asking if you have done your research and are aware of the qualities they are looking for in a candidate. Don't lead with assumptions. Do your research and take note of the specifics of what they are looking for in a candidate and how you meet those expectations. For example, they are looking for people who are motivated to serve the public and desire to improve the lives of others.

When deciding on a candidate, the Civil Service advises their interviewers to "consider each criterion carefully and decide whether it is actually essential rather than desirable. We may ask for evidence or a rationale as to why desirable criteria has been included. The use of desirable criteria in assessment should be clearly set out in the advertised material. Departments should note assessments must only be made against criteria that has been published. We recommend that desirable criteria are only used in the event of a strong field of candidates, and as a second stage after essential criteria have been considered. Desirable criteria can be used when there is a need to distinguish between candidates who are closely tied or the same after the initial consideration of essential criteria, either at sift or interview. We would ask you to consider carefully whether you should add a qualification as a desirable criterion. Our recommendation is that a qualification is either needed or it is not, and if it is needed it should be in your essential criteria or in the eligibility requirements for the role."

"I feel like my personal makeup is ideal for a career as a civil servant. I enjoy monotonous work, thrive in a regimented and rule-bound environment, am hard-working and productive, and am self-managed in my work. I can adapt when needed, can work in either a solitary or team-oriented environment, and love helping people."

Why choose to work for the Civil Service?

"I feel like my personality is a good fit for that environment. I am very self-managed in my work, am resourceful and can adapt well. I am a team player and enjoy fostering strong professional relationships at work. I enjoy helping people, am responsible, and maintain boundaries. I have a lot of integrity and would have no trouble adhering to the code of conduct as detailed by the civil service."

Your interviewer wants to know if you thoroughly researched the position and are certain this opportunity is the right fit. Working in the Civil Service isn't for everyone. The work is hard and often repetitive, but the benefits, job security, and flexibility are celebrated by their employees. The work-life balance is purportedly positive, and the opportunity to train in different areas is high, depending on the position. Some positions have far less room for growth, and there are frequent lulls in other positions. "A career in the Civil Service offers you the opportunity to make a difference to people's lives in the UK learning on the job and good career development opportunities, flexible working hours and comprehensive benefits."

"I am looking for a job where the work is as reliable and predictable as I am. I enjoy the routine and do my best to promote a positive work/life balance. My values align with those embraced by the civil service, and it seems we would be a good fit for a long-term employment relationship."

What are your long-term career plans?

"In the next two years, I would like to qualify for one of the accelerated development schemes, preferably the Future Leaders Scheme, where, in five years, I will hopefully have attained a leadership position."

Many complain that a position in the civil service has little growth opportunity, and you could be grounded doing the same work you are performing long term. Though this is true for many positions available to the public, it is not necessarily true for all positions. So examine your career plan and how well working in the Civil Service would align with these goals and further your career to effectively answer this question.

Some positions have opportunities for growth from within through their 'The Civil Service Accelerated Development Schemes'. These "aim to develop high-potential individuals to build a robust and diverse pipeline to the most senior and critical Civil Service roles." They also offer a 'Future Leaders Scheme.' Thoroughly research all of the opportunities available to familiarize whether the position you are contending for will open the right doors to where you would like to take your career.

"In the next five years, I hope to be still working as a civil servant. I am looking for long-term employment with job security. I don't mind hard work, but I am looking for reliable work that offers flexibility and fosters a healthy work-life balance. I have a great deal of integrity and a strong ethical nature, and I enjoy helping people. The kind of rewarding and meaningful work I would look forward to as a civil servant is in line with what I am looking for. I feel as if I am the perfect person for this position and that this is the perfect job for me."

Tell me about a time you communicated complicated information that was clear, well structured, and tailored to your audience.

"Well, I try to communicate whatever I am conveying as simply as possible, using relatable terms, and gauge responses for verbal and non-verbal cues to make sure they are following me. If I feel they are confused, I will simplify even more and see if they repeat what I am saying at any point. If a person is interested, they will typically repeat what you are relaying to them in their own words. Once they do this, you have a two-way conversation. Then you can further clarify and ask them if they need any clarification."

Your interviewer is looking for the candidate with the strongest communication skills. How you answer will inform them of how skilled you are at communicating professionally, how strong your interpersonal skills are, and how effectively you relay complex information in the simplest terms, saying the most in the least words possible. As stated online, The Civil Service is looking for individuals who "lead by example, communicate in a truthful, straightforward manner with integrity, impartiality, while promoting a working environment that supports the Civil Service values and code."

"I did a presentation to a group not long ago, which had visuals and was constructed in clear terms with eye-catching fonts and imagery. I got the audience involved through group participation and left no one out. Questions arose, and I addressed each one accordingly as they came up, even though, in most instances, the presentation answered each question in a consequential slide. By the end, everyone learned a lot and was on the same page."

Tell me about a time your communication skills were resoundingly effective.

"In my current position, we ended up short-staffed one day, and several other circumstances occurred that made the work seem rather overwhelming. One of our employees had an emotional breakdown that impacted the team's morale. I told this person to sit down with me to work things out. I then acted as a soundboard for their frustrations and concerns. I kept asking them questions and clarifying their perspectives. They expressed that what we were facing couldn't be done. I asked them why they thought that. I kept asking questions and mirrored what they were communicating to understand and validate their concerns and fears. I explained our need to get moving and why taking action was necessary. I suggested that at the end of the day, with the right attitude, we could choose to feel good about what we were accomplishing rather than feel stressed. Even if we didn't accomplish every goal, we'd still be 100% successful in our efforts and could go home at the end of the day feeling good about that. I was able to turn their attitude around and dispel their stress and fears, and we got to work."

A strong communicator will adapt their communication style to less skilled communicators. They will be objective, make decisions based on the situation rather than being dictated by their emotions, actively listen, observe, empathize with others, and be excellent mediators. The strongest leaders exhibit leadership potential.

Here is how the Civil Service details its expectations on leading and communicating: "At all levels, effectiveness in this area is about showing our pride and passion for public service, communicating purpose and direction with clarity, integrity, and enthusiasm. It's about championing difference and external experience, and supporting principles of fairness of opportunity for all. For leaders, it is about being visible, establishing a strong direction and persuasive future vision; managing and engaging with people in a straightforward, truthful, and candid way."

"I often find it challenging to have to seek clarification on the nature of the work involved. Being told to do something is simply not good enough without understanding the purpose of the work and why it is necessary. Recently, I was in charge of a team project and was responsible for getting everyone on the same page. I explained to everyone in the group what we were doing, why we were doing it, and the big-picture view of the project's impact on the organisation. Then, I broke down each part of the project into groups or individuals on the team so that each person understood the impact of what they were doing and took ownership of it. This way, everyone on the team is a stakeholder in the project's success. I feel I communicated rather well, addressing each individual's concerns, and we all led this project to its successful conclusion."

What does integrity mean to you?

"Integrity is more than just doing the right thing because it is the right thing to do. It's more than having an ethical or moral code. It should be part of your makeup. I believe I have a lot of integrity, so much so that when someone asks me a question that I don't know the answer to, I won't ever guess or speak with conviction. I am not afraid to say the words, 'I don't know.' But in a professional setting, I will always follow up with 'I will find out.' All I can do is live my life in a way that makes me proud and regret-free. So I consider myself to have a lot of integrity."

Integrity can mean many things to many people. For most, it is one's moral code; for others, it's equated to how honest you are. While trying to answer this question, examine the civil service's competency framework, which "sets out how we want people in the Civil Service to work. It puts the Civil Service values of honesty, integrity, impartiality and objectivity at the heart of everything we do."

Your interviewer is looking for candidates who possess the values of the civil service. They are looking for empowering, inspiring, and confident individuals who set direction and can see the big picture. Those who are always changing and improving while making effective decisions. Those who engage people while delivering results, and are inspired by their work and its future. Those who are confident in their engagement while empowering their teams to deliver.

"To me, integrity is an issue of character. It is how you conduct yourself on a day-to-day basis. It is not only how ethical you are but also how impartial and objective you are. It comes down to emotional maturity. It is not only how honest you are to others but how honest you are with yourself. It is taking responsibility for your actions and inactions."

What does 'the big picture' mean to you?

"The big picture is like having the image of the completed puzzle. All the puzzle pieces are in the box, and the big picture is on the box lid. Everyone gets one piece of the puzzle and takes ownership of that, but their view is limited. So you have to understand exactly where your piece fits into the puzzle and that the picture is incomplete without your piece perfectly placed where it is supposed to go. Without your piece, not only do you fail on your part, but everyone else fails as well."

Your interviewer is curious how closely your view of the big picture aligns with theirs. How you answer this question will help them determine how well-suited you are for the role, their culture, and their work environment. Examine what the big picture means to you and compose a brief statement to coherently convey your thoughts on this matter in a manner according to your nature yet aligned with their expectations.

As detailed in their code of conduct, "Seeing the Big Picture - Seeing the big picture is about having an in-depth understanding and knowledge of how your role fits with and supports organisational objectives and the wider public needs and the national interest. For all staff, it is about focusing your contribution on the activities which will meet Civil Service goals and deliver the greatest value. For leaders, it is about scanning the political context and taking account of wider impacts to develop long-term implementation strategies that maximise opportunities to add value to the citizen and support economic, sustainable growth."

One of the things you often see in the job reviews for the Civil Service is that training is minimal and an expectation for civil servants to be self-managed and self-guided in their work. Help is there when they need it, but they must be assertive when seeking help. So, while performing your research for the interview, imagine you are already training for the job. That way, when you answer your questions, you will already come across as an authority and well-aligned for the position.

"The big picture means understanding the work you are performing, how it impacts the organisation, their objectives, and how it meets the needs of all stakeholders. Every contribution towards those big picture goals is of equal value, and the success of the individual's contribution holds as much value as the organisation as a whole."

Describe a time you overcame a disagreement.

"They paired me with someone on a project, and we had different ideas of where we should start. Once I realised we were at an impasse, I looked at it from a time management perspective and suggested we begin independently, then proof each other's work and proceed collaboratively. My partner agreed, and we moved forward with this course of action. This proved an excellent approach, more beneficial than either of us realised, and gave us a tremendous head start with the project."

There are many ways one could interpret a disagreement. It could be a conflict or simply two members of the same team working out the best approach to move forward while working on a project. The latter is more aligned with the Civil Service's Code of Conduct, which states, "Create a culture of working with and through delivery partners to achieve outcomes, establish and negotiate service levels and deliverables."

"I worked with another employee who would often overthink our approach to any problem. They would want to formulate a very detail-orientated plan and go over it again and again until they felt every detail was perfect. However, this would often impede our progress, make our deadlines more unattainable, and result in poor time management. I eventually realised this was merely a symptom of their task paralysis, and they felt overwhelmed by the work ahead. I found a way of reducing their stock, as it were, and gave them smaller, more easily attainable tasks that they could manage. In the end, I gave them work that they felt less intimated and overwhelmed by, and they would be able to deliver on those smaller, more crucial tasks with greater success. It worked, and they felt a greater sense of accomplishment and security."

Tell me about a time you resolved a conflict.

"I stepped into a disagreement two employees were having in our staff lunch room. One coworker had brought in a nice store-bought sandwich, and another came upon it, thought it looked good and ate it. Well, the owner of the sandwich came in while they ate the last few bites, and the situation quickly devolved into a conflict. I came in shortly after and stopped them from exchanging blows. I explained to them that this could be resolved with an exchange. The owner of the sandwich said they would accept nothing less than a replacement sandwich with cola for the trouble. The violator of the sandwich laughed, but I explained that this could become a bigger issue if not properly addressed with an apology and making amends. They understood and said they would take a longer lunch break and go to a nearby sandwich shop, which he promised was far superior. He said that if they agreed this sandwich was better, they would be even and could move on. Reaching an agreement, he returned ten minutes later with a supposedly superior sandwich, and they ended up laughing about it."

Your interviewer is curious about how emotionally mature you are. They also want to know about your communication skills, especially your non-defensive and mediation skills. As they detail online, The Civil Service is looking for Civil Servants who "deal with conflict in a prompt, calm and constructive manner, Encourage collaborative team working within their team and across the Department."

"Not long ago, I dealt with an angry customer who was a bit riled up. They were using offensive language and being quite aggressive with another employee. I could see this employee getting flushed and a bit glassy-eyed, so I stepped in and took over, asking what the problem was. They started by saying we were the worst, and we were all incompetent, and they were sick of dealing with us over the phone, so they were here to deal with us in person. I maintained my calm and validated their anger. I then stepped aside with them. Now that they had an attentive audience willing to listen and empathise with them, they calmed down. As I validated their frustrations further, mirroring them and making them feel heard, they incrementally calmed more. By the end of the conversation, I calmed them down quite a bit and told them that it was after hours for our corporate office but that I would the following day reach out to the appropriate channels and see what I could do about their problem and would call them by noon the following day to give them an update. They were grateful, and I called them the next day and handed them off to a specialist who was able to take care of their needs. A few days later, they came in and apologised to the original employee and thanked me for my assistance."

Tell me about the last time you improved an operation in your workplace.

"Where I worked, many people were unhappy with the inexperienced schedule writer. Some people wanted more work than others, whereas others who were less reliable received favouritism. As a result, there were frequent 'sick calls,' and we would end up understaffed. Now, the last thing I wanted to do was overstep my bounds, so I took a more grassroots way of addressing this problem. I spoke to my coworkers, and we created a small laminated list of phone numbers of those interested in switching shifts or giving up their hours. I then shared this with management, and they used this list to cover those shifts when we were short. This eventually led to a more successful schedule being written and fewer call-outs."

As detailed by the Civil Service, they are interested in hiring civil servants who are always changing and improving. "People who are effective in this area take initiative, are innovative and seek out opportunities to create effective change. For all staff, it's about learning from what has worked as well as what has not, being open to change and improvement, and working in 'smarter', more focused ways. For leaders, this is about creating and encouraging a culture of innovation and allowing people to consider and take informed decisions. Doing this well means continuously seeking out ways to improve policy implementation and build a leaner, more flexible and responsive Civil Service. It also means making use of alternative delivery models, including digital and shared service approaches, wherever possible."

Your interviewer is not only curious about how driven you are to develop yourself as a professional but also whether you constantly look for opportunities to implement improvements in the workplace for yourself and others. These are trademarks of leadership potential. Think about the last time you implemented changes in the workplace that had a positive impact and benefited the team as a whole.

"Our backroom was chaos, and there was barely enough room to manoeuvre. The safety station wasn't anywhere near where it needed to be, either. I examined the layout of that workspace and drafted a schematic that would improve workflow and safety measures and suggested it to management. They were impressed and gave me the go-ahead to reorganise, which I did, and received many compliments for how much this improved morale and productivity."

How do you make effective decisions?

"I carefully weigh and consider all the information I have on hand, evaluating our goals, the big picture, the deadline and what I have to work with and proceed accordingly from there. Being resourceful requires taking careful stock of your resources and what you have to work with. Thinking fast and proceeding with caution is not mutually exclusive. This is the essence of taking a calculated risk."

The civil service outlines effective decision-making as informed, thoughtful, and calculated. "Effectiveness in this area is about using sound judgement, evidence and knowledge to arrive at accurate, expert and professional decisions and advice. For all staff, it's being careful and thoughtful about the use and protection of government and public information to ensure it is handled securely and with care. For leaders, it's about reaching evidence-based strategies, evaluating options, impacts, risks and solutions and creating a security culture around the handling of information. They will aim to maximise return while minimising risk and balancing a range of considerations to provide sustainable outcomes."

Describe your process and approach to making informed decisions and how you gather information. Offer your interviewer insights into your work ethic and experience, how resourceful you are when you do not have all the necessary information at your disposal, and how you ensure any risks you take are calculated risks.

"I take the knowledge I have accumulated to make informed decisions. I ask questions, do my best to anticipate the needs of my superiors, teammates, and the organisation, and act accordingly. I never overstep my bounds or take unnecessary risks. As I see it, the core function of my job is to make my leaders' jobs easier. So, I make effective decisions by being as informed as possible and doing my job to the best of my ability."

How do you ensure you deliver quality service?

"I pride myself on delivering quality service in everything I do. I have excellent time management skills. I plan my morning and day the night before, leaving no stone unturned. I consistently arrive at work early with a relaxed and positive demeanour. I have a great attitude and outlook, which comes through in every interaction I have with my peers and customers. I have a sense of humour and am enjoyable to work with. I am professional, productive, and more often than not, I set the pace for the entire team."

This is a common question in a civil service interview. Most questions serve two purposes. On one hand, it is a method of assessing you and your experience. On the other hand, it tests how prepared you are for the interview and how well you align with what they are looking for in their ideal candidate.

Performing basic research on the agency will provide you with most of your answers. For example, here is the Civil Service's statement for managing a quality service: "Effectiveness in this area is about valuing and modelling professional excellence and expertise to deliver service objectives, taking account of diverse customer needs and requirements. People who are effective plan, organise and manage their time and activities to deliver a high quality, secure, reliable and efficient service, applying programme, project and risk management approaches to support service delivery. For leaders, it is about creating an environment to deliver operational excellence and creating the most appropriate and cost-effective delivery models for public services."

"I consider myself a professional through and through. I have a mature outlook; I am emotionally grounded and empathetic yet pragmatic. The quality of my work is above average, and my standard is going the extra mile. I am always looking at things from an aerial point of view and have strong attention to detail. Anytime I identify a way something can be done better, I'll do it."

Tell me about a time you acted in the best interest of your workplace's resources.

"I am always trying to protect the assets of any organisation I work for. It is part of my job. If I realise something could be done better or more expeditiously, I will alert my leaders and ask about their preferences. Recently, I discovered a vendor who could offer a better deal on our break room supplies, coffee, coffee filters, and the like. I informed my superiors, and they made the switch."

This question evaluates your scope of the big picture, your integrity, and your ability to prioritize the needs of the workplace over your interests. Your interviewer is therefore interested in whether you are focused on 'achieving commercial outcomes' and would consistently protect the assets of the agency while acting with prudence.

As the Civil Service defines it, "Being effective in this area is about maintaining an economic, long-term focus in all activities. For all, it's about having a commercial, financial and sustainable mindset to ensure all activities and services are delivering added value and working to stimulate economic growth. For leaders, it's about identifying economic, market and customer issues and using these to promote innovative business models, commercial partnerships and agreements to deliver greatest value; and ensuring tight commercial controls of finances, resources and contracts to meet strategic priorities."

"I recently started a project and missed an important detail I should have built off of several stages earlier. Going back and correcting this mistake would have taken several hours of rework. The mistake was my own. I know some people probably would have just hurried and tried to do the work under the radar, but I owned my mistake, informing my superior and asking them whether I should spend the company resources redoing the work or if they'd prefer another approach. They told me to do the rework and asked how I would prevent repeating the same mistake. I implemented a system immediately that would prevent me from making the same mistake again. But ultimately, this is just one example of how I am vigilant in protecting the company's resources."

Do you feel rules should be followed?

"Absolutely. As I see it, it is important to understand and follow the rules. I am getting paid to do a job, and the rules ensure I am doing the job right. I prefer to work in a regimented environment with rules and boundaries. It reduces any guesswork or mistakes. So, yes, I believe in following rules."

Many procedures and regulations are in place that can contribute to the monotony and repetitive nature of life as a civil servant. Record keeping and reporting is one aspect of this. Therefore, acting according to the rules and procedures is a prerequisite for the job, with some reasonable flexibility. Your interviewer is trying to assess how well you would flourish in an environment like theirs.

The Civil Services states that "Delivering value for money involves the efficient, effective and economic use of taxpayers' money in the delivery of public services. For all staff, it means seeking out and implementing solutions which achieve the best mix of quality, and effectiveness for the least outlay. People who do this well base their decisions on evidenced information and follow agreed processes and policies, challenging these appropriately where they appear to prevent good value for money."

"Well, I suppose it depends on the situation. Sometimes bureaucracy can get in the way of expediting a task, in which case the real question is whether there is a better way of doing things. The path of least resistance to get the job done should be the right way to do the job, thus eliminating taking shortcuts. But first, you must ask questions and have a thorough understanding of the intent of the rules. I feel like rules should be obeyed, but they must first be understood."

Tell me about a time when you faced an ethical conflict.

"I worked with a coworker who would be fired if they didn't clock into work on time. They called me on my cell and asked if I would clock in for them. I told them no, explained that their request made me uncomfortable, and refused to do it. I then asked if they were joking, and they laughed and claimed they were joking. I thought it was a strange joke, and they said they would be to work on time. But when the hour arrived, and they were late, I decided to inform my supervisor. They thanked me and called that employee to see if they were running behind, but they just ghosted work from there on out, which was their cowardly way of quitting. It was unfortunate, and I hope they are making better decisions in their next job."

When discussing or sharing a personal experience where you faced an ethical dilemma, the example you provide should align with their expectations of civil servants and their Code of Conduct. Familiarize yourself with their principles and expectations before your interview and align your answer with their expectations.

According to the Civil Service's code of conduct, "If a civil servant believes they're being required to act in a way which conflicts with the Civil Service Code, or becomes aware of the actions of another civil servant which conflicts with the Code, they should: talk to their line manager or someone in their line management chain. If this is difficult, talk to your organisation's Nominated Officer, who can advise you about the Code. If you cannot find details for your Nominated Officer, please Contact Us give the department or agency time to consider the complaint. If not satisfied with the response, refer the complaint to the Commission. A civil servant may want to raise their concern with the department or agency informally at first, but he or she must normally raise it formally under the Code before referring the complaint to the Commission."

"I was friends with a coworker who I discovered was stealing funds from petty cash. I enjoyed our friendship and the time we spent working together, but this behaviour was unacceptable. I had to decide whether to report them and determined they were responsible for their actions as I was responsible for mine. So, I anonymously reported them. They got sacked, and we remained friends. I never lied about reporting them; I just scolded them for stealing and getting themselves fired and kept the rest to myself."

Have you worked in a workplace that was considerate of equality and diversity before?

"Every position I have held has claimed to embrace diversity and inclusion. Some had more diverse teams than others, but I prefer a work environment with more cultural diversity. I have always been interested in learning from perspectives different from my own."

When an interviewer asks questions like this, they are trying to assess your cultural competence and how well you would work in a potentially diverse and inclusive environment. You'll want to familiarize yourself with their value statements regarding diversity and inclusion. Be open and transparent when discussing your experiences, and convey that you are team-oriented and adept at building lasting relationships in the workplace.

The Civil Service States that they are "committed to improving the delivery of public services for everyone in society. Respecting and valuing differences will help to ensure that our policies and services reflect the needs and experiences of the people we serve. The Civil Service needs a workforce with the very best possible mix of existing and future talent. The Declaration on Government Reform committed the Civil Service to setting a new standard for diversity and inclusion, challenging tired prejudices and championing a diversity of backgrounds with the merit principle front and centre. We want the Civil Service to reflect the diversity of the communities we serve. The Civil Service is at its best when it reflects the diversity of the country as a whole and is able to understand what the public needs."

"Every position I have held has had a diverse team. The greater the range of experience and perspective, the more innovative the team is, and the more we can learn from each other. This helps me grow as both a professional and as a person."

Tell us your personal statement.

"I have always been committed to putting my best professional foot forward with the most positive attitude I can offer in our mutual commitment to improving the lives of others in any way we can. I have four years of experience in volunteer work with XYZ, and this, combined with my administrative experience, makes me an ideal candidate for this position. I want to thrive in a position such as this one in the years to come with the eventual goal of rising into a leadership position."

Your personal statement is similar to a brief professional bio that advertises you as well suited to the role you are interviewing for. It highlights your relevant skills and experience against the job requirements. Requirements are often referred to as the person's specifications or essential criteria. The statement is your opportunity to give evidenced examples of how you fit the requirements and why you should get the job.

Here are some tips The Civil Service offers to "help you tailor your skills and experience to the role you are applying for. You can: stick to the word limit: a brief statement won't provide the evidence needed to allow your application to be assessed fully. There will generally be a set word limit and we encourage you to produce as close to that number as possible to provide the required depth of detail and evidence use the STAR (Situation, Task, Action, Result) model as a basis for your answers. Think about what was needed, what you did and how you did it, what happened and what the outcome was develop a draft offline first, so you can check your spelling and grammar re-read the requirement, then read it again, to make sure you completely understand what is being looked for seek a second opinion to check that what you have written is clear and answers the questions posed by the requirement read it again, to make sure you are happy with it and your relevant skills and experience are clearly evidenced, before you upload it and submit."

"I graduated at the top of my class, obtaining my degree in humanities, and have four years of experience working with LLC Limited. I enjoy the work I have done with them, but I miss the volunteer work I did for over a decade before and am now looking for more rewarding and meaningful work. After examining my roots and reevaluating my career goals, I realised that life working as a civil servant was exactly what I desired most, which is what brings me here today."

Describe a time you taught a colleague something.

"I looked over a colleague's shoulder and saw they were performing their work in a very roundabout way. It was taking them a long time to get their reports done as a result. I showed them several shortcuts and tricks of the trade that sped up their process. But this is just a day on the job. We do stuff like this for each other every day. That's just one aspect of teamwork, after all."

They are curious about how team-oriented you are and whether you hold leadership potential. They aim to determine this by learning how you've mentored, coached, or aided in the professional development of those you've worked with. Some are ambitious and only pursue their own development, and some aid in the development of others on their team and are thereby developing their skills at the same time. Your interviewer is curious about which best applies to you and how well-suited you are to this role and their work culture and environment. They are looking for those who are 'building capability for all.'

The Civil Service states, "Effectiveness in this area is having a strong focus on continuous learning for oneself, others and the organisation. For all staff, it's being open to learning about keeping one's own knowledge and skill set current and evolving. For leaders, it's about investing in the capabilities of our people, to be effective now and in the future as well as giving clear, honest feedback and supporting teams to succeed. It's also about creating a learning and knowledge culture across the organisation to inform future plans and transformational change."

"When I first started in my last position, training was light and, in many ways, insufficient. However, I am very driven, self-managed, and resourceful, and I managed just fine. However, many of my colleagues seemed to have no issue letting their coworkers fend for themselves, and there was something of a dog-eat-dog mentality. Well, this isn't my way at all. So, anytime someone new comes on board, I take them under my wing and impart all the things I learned along the way so that they can have an easier time and are better set up for success. I teach them what I wish someone had told me instead of making me figure it out for myself. Helping them helps the whole team, and everyone soon starts paying it forward."

Tell me about the last time you demonstrated leadership.

"I suppose when it comes to my development, I am always taking charge. Any growth opportunity I can identify, I'll take it. Any chance I have to step outside of my comfort zone, I'll take it. If our supervisors ask for volunteers, I will step up. If I see someone struggling, I help them out. I work hard, smart, and fast, and frequently, I set the pace and lead by example."

Your interviewer is trying to assess your leadership potential. They also want to know whether your leadership style embodies the core values of the civil service, which are honesty, integrity, impartiality, and objectivity. Identify what makes you an effective leader, and highlight how your leadership style or approach aided your success in the example you offer while conducting yourself according to their core values.

For those interested in growing their careers within the Civil Service, there are 'Leadership Schemes' which provide "a leadership development curriculum, which supports civil servants in accelerating their development as well as learning more about their personal leadership effectiveness." Study these schemes before your interview to get a better idea of what is expected of Civil Service leaders.

I was working on a team project when our team captain quit abruptly. This resulted in a huge debate, resulting in a lot of inaction from the rest of the team. After a short time, I jumped in and took charge. Rather than arguing the best way forward, I decisively acted and delegated tasks. Everyone responded to my confidence and got to work. We improvised as we moved forward, but by day's end, we had formulated a strong path forward and beat our deadline.

When was the last time you delivered at pace?

"I pride myself on consistently delivering at pace. I am mindful of my attention to detail and effectiveness and never miss a deadline. I constantly evaluate the most effective way of doing things and take great pride in my work."

In the Civil Service's code of conduct, they detail that civil servants are expected to deliver at pace. "Effectiveness in this area means focusing on delivering timely performance with energy and taking responsibility and accountability for quality outcomes. It's about working to agreed upon goals and activities and dealing with challenges in a responsive and constructive way. For leaders, it is about building a performance culture where staff are given space, authority and support to deliver outcomes. It's also about keeping a firm focus on priorities and addressing performance issues resolutely, fairly and promptly." Describe to your interviewer when you successfully delivered at pace, according to their standards and expectations.

"I have a lot of integrity and consider myself extremely emotionally mature. I take ownership of my actions. If I make a mistake, I would rather my superiors learn about it from me than from someone else. So, I never make the same mistake twice and am constantly improving my output. If I may not meet a deadline or expectations, I will inform my superiors so they can proactively plan for such contingencies, but nearly every time I give them such a warning, it rarely comes to fruition, and I meet expectations."

Tell me about a time you managed multiple priorities at the same time.

"Just yesterday, we had several sick calls, so I found myself performing data entry while answering the phones and booking appointments. I was also filing and greeting customers as they came in. I was doing the job of three people instead of just one. It wasn't easy, but I managed by giving each task my full attention until it was time to move on to the next."

Your interviewer is interested in how effective your work style is in multitasking, prioritising, and managing your time to ensure all deliverables are met in an efficient and timely manner. A civil servant is expected to "create and encourage a culture of initiative, flexibility and responsiveness, mobilising the Department to respond swiftly to changing priorities." Share your systems approach and how you evaluate priority while ensuring all deadlines are met.

"Just last week, I was in the final stages of a project when we were asked for volunteers to take on another project. I stepped up. Later that day, just as I was completing one project and planning the next project, one of my coworkers begged for my help with a project they were completing and needed someone to cross-check their work before submitting it. Suddenly, I was overwhelmed. So I asked them to cross-check my work while I checked theirs. We reviewed each other's materials, gave our work one more pass on our own and submitted it at the same time. This helped me plan for the incoming project, which my coworker volunteered to help with. In the end, this teamwork was a win-win for both of us."

Describe a time you had to make a difficult decision.

"I was working on a group project that I was heavily involved and invested in. But then I caught COVID, and I knew I had to isolate. It was hard to release the reins of this project and pass the torch. It was my baby, after all. But I wrote a comprehensive report and guidelines for the person slated to take the project over. I made sure it was ironclad, and it was an ultimate success. I received compliments for it. I wasn't there when it was delivered, and that was hard, but there was nothing to be done about it."

There will be times while working in the civil service when the decisions you make could impact the welfare of others. Such circumstances will put your attitude and emotional maturity to the test. Yet most importantly, this question aims to reveal how effectively you can perform the duties of your job accordingly and in line with their code of conduct. Offer an example which showcases that you are well-equipped to perform the work as expected.

"My coworker had been making quite a few mistakes on the job. They were acting erratically and had been rather temperamental. At one point, we were working side by side, performing some data entry, when this individual said they were going to grab something from their car. They were gone for quite a while, and when they came back, they seemed strange. The next thing I knew, they were just staring at the computer, their pupils were dilated, and, at times, their eyes were closed, and it was apparent they were under the influence. It was rumoured they were abusing illicit substances and perhaps stealing from work. I felt bad, but I couldn't stand by and be an accessory to this, so I texted my boss that they needed to stroll over and witness what I saw. They did, standing on the periphery and watching for a minute before they intervened. They sent this person home, and disciplinary measures were put into place. They gave this person a few more chances, but eventually, they left on their own accord. I hope this person got cleaned up and straightened out their lives."

How do you deal with stress?

"I don't fight it. I accept the adrenaline response for what it is and use the energy for what it is worth. I own my stress instead of allowing my stress to own me."

This question aims to help your interviewer assess whether you can govern your emotions or if your emotional responses dictate your behaviour. In other words, it's perfectly natural to experience stress so long as your stress isn't detrimental to your work performance. Share how you cope with and master stress while remaining emotionally mature and grounded.

"I move through it. I used to allow stress to overwhelm me and cause some task paralysis, but now I move through it."

Tell me about the last time you worked well within a team.

"I thrive in a team environment. I enjoy the collaboration and the interaction. I have strong interpersonal working relationships with everyone on my team and a happy-go-lucky positive energy. So by the end of the day, we are all on a high and feel very optimistic about what comes next."

The work of a civil servant can often be of a more solitary and analytic nature, but not always. Your interviewer is looking for assurances that you are adaptable and can switch from more solitary tasks to those with more of an interpersonal and cooperative nature. They want to make sure you can partner and collaborate. As they state, "People skilled in this area are team players. At all levels, it requires working collaboratively, sharing information and building supportive, trusting and professional relationships with colleagues and a wide range of people within and outside the Civil Service, whilst having the confidence to challenge assumptions. It's about being approachable, delivering objectives through an inclusive environment, welcoming challenge, however uncomfortable."

"I have always had a good rapport with those I work with. I go into each day with a team mentality. We are there for each other, and I will do what I can to help my fellow teammates with their success in the team effort or with their individual success. All for one and one for all, as they say."

Civil Service Interview Questions

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1. Tell me about a time you had to adapt to change in the workplace.
2. What would you do if you were in the middle of a task and your manager asked you to do something else?
3. Do you have any questions for us?
4. What would you do if a man dropped a bag you suspected was money and ran off?
5. What do you consider your greatest weakness?
6. What three words would you use to describe yourself?
7. Why should we hire you? What makes you a good candidate?
8. Why choose to work for the Civil Service?
9. What are your long-term career plans?
10. Tell me about a time you communicated complicated information that was clear, well structured, and tailored to your audience.
11. Tell me about a time your communication skills were resoundingly effective.
12. What does integrity mean to you?
13. What does 'the big picture' mean to you?
14. Describe a time you overcame a disagreement.
15. Tell me about a time you resolved a conflict.
16. Tell me about the last time you improved an operation in your workplace.
17. How do you make effective decisions?
18. How do you ensure you deliver quality service?
19. Tell me about a time you acted in the best interest of your workplace's resources.
20. Do you feel rules should be followed?
21. Tell me about a time when you faced an ethical conflict.
22. Have you worked in a workplace that was considerate of equality and diversity before?
23. Tell us your personal statement.
24. Describe a time you taught a colleague something.
25. Tell me about the last time you demonstrated leadership.
26. When was the last time you delivered at pace?
27. Tell me about a time you managed multiple priorities at the same time.
28. Describe a time you had to make a difficult decision.
29. How do you deal with stress?
30. Tell me about the last time you worked well within a team.

Civil Service Interview Questions

1. Tell me about a time you had to adapt to change in the workplace.

2. What would you do if you were in the middle of a task and your manager asked you to do something else?

3. Do you have any questions for us?

4. What would you do if a man dropped a bag you suspected was money and ran off?

5. What do you consider your greatest weakness?

6. What three words would you use to describe yourself?

7. Why should we hire you? What makes you a good candidate?

8. Why choose to work for the Civil Service?

9. What are your long-term career plans?

10. Tell me about a time you communicated complicated information that was clear, well structured, and tailored to your audience.

11. Tell me about a time your communication skills were resoundingly effective.

12. What does integrity mean to you?

13. What does 'the big picture' mean to you?

14. Describe a time you overcame a disagreement.

15. Tell me about a time you resolved a conflict.

16. Tell me about the last time you improved an operation in your workplace.

17. How do you make effective decisions?

18. How do you ensure you deliver quality service?

19. Tell me about a time you acted in the best interest of your workplace's resources.

20. Do you feel rules should be followed?

21. Tell me about a time when you faced an ethical conflict.

22. Have you worked in a workplace that was considerate of equality and diversity before?

23. Tell us your personal statement.

24. Describe a time you taught a colleague something.

25. Tell me about the last time you demonstrated leadership.

26. When was the last time you delivered at pace?

27. Tell me about a time you managed multiple priorities at the same time.

28. Describe a time you had to make a difficult decision.

29. How do you deal with stress?

30. Tell me about the last time you worked well within a team.