I remember the first time I sat on the other side of a strengths-based interview panel. The questions felt unfamiliar at first — not “tell me about a time when…” but more like “what energises you at work?” and “what would you do every day even if you weren’t paid?” Strengths-based interviews are increasingly common among UK graduate recruiters because they aim to find natural fit rather than rehearseable competence. If you're preparing for graduate schemes, milk rounds or assessment centres, here's how I recommend you approach them so you come across authentic and well-prepared.
What is a strengths-based interview (and why do employers use them)?
A strengths-based interview focuses on what you naturally enjoy, where you have energy, and how you prefer to work. Recruiters using this method believe that people perform better, stay longer and are more engaged when their role aligns with their intrinsic strengths.
In practice, that means questions are designed to reveal your likes, dislikes, motivations and default behaviours rather than testing a curated list of past achievements. Big graduate recruiters — from professional services firms to large consumer brands and public sector graduate schemes — use this approach to complement competency-based assessment. They’re looking for fit, potential and likelihood you'll enjoy the role.
How strengths-based differs from competency-based interviews
It helps to contrast the two approaches so you can adapt your preparation:
- Competency-based asks for evidence of past behaviours (STAR examples: Situation, Task, Action, Result).
- Strengths-based asks about preferences, energy and how you naturally respond — answers that are more personal and reflective than "example-driven".
That doesn’t mean you should abandon evidence entirely. I advise blending both: show your natural preference, then briefly support it with a concrete example where it’s relevant.
Practical preparation steps I use with clients
Here’s the step-by-step approach I give to candidates preparing for UK graduate recruiters’ strengths interviews.
- Audit your energy and preferences: Make a list of tasks that energise you (researching, analysing data, coaching others, presenting) and tasks that drain you. Be honest — clarity beats vague positivity.
- Define your top 5 strengths in plain language: Use short labels: “curious researcher”, “people connector”, “systems thinker”, “problem solver”. Avoid clichés like “hard-working”.
- Map strengths to the role: Read the job description and grad scheme pages. Identify which of your strengths genuinely match the role’s day-to-day tasks.
- Prepare short stories: For each strength have a 30–60 second example that demonstrates it. Not a full STAR, just a quick, authentic illustration.
- Practice natural language: Strengths interviews reward conversational answers. Practice speaking your examples aloud so they sound natural, not scripted.
- Expect follow-ups: Recruiters will ask for evidence after your initial answer — be ready to expand with one concrete detail (a data point, a result, or how you felt).
Common strengths-based questions and how to approach them
Below are typical prompts and how I recommend you respond:
| Question | What the interviewer wants | How to answer |
|---|---|---|
| What energises you at work? | Motivation and preferred tasks | Start with the task (e.g. “solving complex problems”), add why (“I enjoy the detective work”) and give a short example. |
| What would you do all day even if you weren't paid? | True passion | Be specific and personal — mention activities, not job titles. Connect it back to the role where possible. |
| How do you like to work in a team? | Collaboration style | Describe your typical role in a group, with a short anecdote showing impact. |
Sample answer structure I suggest
Keep answers concise and authentic — aim for 45–90 seconds. I teach clients a simple three-part structure:
- State the preference: “I’m energised by…”
- Explain why: “because I enjoy…”
- Give a short example: “for example, when I…”
Example: “I’m energised by problem-solving because I like piecing together imperfect information to reach a clear conclusion. For example, during a group project we had incomplete data on survey responses; I developed a simple coding approach to clean the dataset, which let us produce a reliable recommendation on time.”
How to prepare when you have limited work experience
Graduate recruiters expect varied backgrounds. Use academic, volunteering, personal projects, part-time work or sports. I encourage clients to frame these as valid contexts where strengths show up. The key is specificity: what you did, the role you played, and how it relates to the strength you’re describing.
What recruiters notice (and what to avoid)
- They notice authenticity: If your answers feel rehearsed or over-polished, you’ll lose credibility. Aim for clear, personal language.
- Avoid generic statements: “I like challenges” is fine, but follow it with why and an example.
- Don’t fake strengths: If you claim to thrive on public speaking but freeze in front of crowds, discrepancies will show in assessment centres or group tasks.
Practice exercises to build confidence
Try these quick drills in the days before your interview:
- Record yourself answering three strengths questions, then play it back and note any language that sounds unnatural.
- Ask a friend to do a mock strengths interview — ask for honest feedback on clarity and authenticity.
- Write short labels for your top five strengths and rehearse a one-sentence example for each.
Logistics and small practical tips
- If the interview is online, test your camera, microphone and background. Strengths interviews are conversational — a clear connection helps convey warmth.
- Bring a printed one-page strengths summary to assessment centres — you can glance at it, but don’t read from it.
- Prepare questions to ask the interviewer about day-to-day tasks — this also signals your interest in genuine fit.
Strengths-based interviews can feel less formulaic than competency interviews, but that’s their point: recruiters want to see the real you. Prepare honestly, practise speaking naturally about what energises you, and back up your preferences with short, specific examples. If you’d like, I offer one-to-one CV reviews and mock interviews that include strengths-based practice — real-time coaching helps turn your authentic strengths into persuasive interview answers.
