How To Answer Competency Questions

If you’re preparing for law firm applications or interviews, this guide sits within our wider Application Process hub, where we break down each stage from written applications to assessment centres.

Competency questions are one of the most common reasons strong candidates fall short. Not because they lack experience, but because their answers are unclear, unfocused, or difficult to assess.

Law firms are not looking for impressive stories. They are looking for evidence.

This article explains how to structure that evidence using the STAR method, how firms assess these answers, and how to practise effectively.

What are competency questions?

Competency questions are designed to assess how you have behaved in real situations. Firms use them to infer how you are likely to behave as a trainee.

These questions usually start with phrases such as:

• “Tell me about a time when…”

• “Describe a situation where…”

• “Give an example of…”

Each question targets a specific skill, such as teamwork, organisation, resilience, communication, or judgment. The structure of your answer matters just as much as the experience you choose.

The STAR method (the structure firms expect)

The STAR method gives interviewers what they need to score your answer consistently. It keeps you focused and prevents rambling.

Step 1: Situation

Set the context. Describe the specific scenario you were in. Avoid generalisations. One clear example is stronger than a broad overview. Example purpose: help the interviewer understand where and why the situation arose.

Step 2: Task

Explain your responsibility in that situation. What were you trying to achieve? What was expected of you? This step clarifies your role and prevents your answer from sounding passive.

Step 3: Action

This is the most important part. Explain what you did. Focus on decisions, behaviour, and judgment. If it was a group task, isolate your contribution. Avoid vague phrases like “we worked together” unless you clearly explain your role.

Step 4: Result

Explain what happened as a result of your actions. Where possible, include outcomes, improvements and learning points. It’s appropriate to take credit here. Firms want to see impact.

STAR method example answer

Situation

During a placement at a high street solicitors’ firm in Bristol, I worked within the conveyancing department. At the time, the firm was experiencing a sharp increase in transactions due to changes in local zoning regulations.

Task

I was responsible for assisting with preliminary Land Registry searches and gathering documentation to support fee earners handling active matters.

Action

I familiarised myself with the Land Registry’s online systems and created a consistent process for conducting searches efficiently. I also liaised with local authorities to obtain planning documentation where required, ensuring files were complete before being passed on.

Result

By the end of my placement, I had supported over 100 transactions. This reduced delays at the early stages of matters and allowed solicitors to progress files more efficiently during a particularly busy period.

What firms are actually assessing

When listening to a competency answer, assessors are asking:

• Is the answer structured and easy to follow?

• Does the example demonstrate the skill being tested?

• Can the candidate reflect on their actions?

• Do they communicate clearly under pressure?

A simple, well-structured answer will usually outperform a more impressive story that lacks clarity.

Common mistakes to avoid

Many candidates:

• choose examples that are too vague

• focus on the team rather than their own role

• rush the Result section

• memorise answers word-for-word

Firms prefer natural, structured responses over polished scripts.

Practice questions to get started

Use the STAR method to practise questions such as:

• Tell me about a time you managed competing deadlines.

• Describe a situation where you worked under pressure.

• Give an example of when you had to adapt quickly.

• Tell me about a time you handled conflict in a team.

• Describe a situation where your organisation made a difference.

Want more practice?

If you want volume, targeted practice, and real questions used by leading firms, you can access our full 80 Interview Questions Law Firms Actually Ask here. It includes motivational, competency, commercial, situational, and ethical questions, grouped by category so you can practise strategically.