Public sector competency frameworks

Most UK public sector organisations use formal competency frameworks for interviewing. The Civil Service Success Profiles (replaced the old Civil Service Competency Framework in 2018) has five elements: Behaviours (the most commonly assessed — typically three to five behaviours per role), Strengths (what you do well and enjoy — often used at early career grades), Ability (tested through online tests — numerical reasoning, verbal reasoning, judgement tests), Experience (your relevant background), and Technical (role-specific knowledge). Different departments may emphasise different elements: HMRC uses ability tests heavily; GCHQ and intelligence agencies use technical and security assessment; NHS and local government often use a combination of behaviours and technical competencies. Know the specific framework for the organisation you are applying to.

Civil Service Behaviours

The nine Civil Service Behaviours at various grades: Seeing the Big Picture, Changing and Improving, Making Effective Decisions, Leading and Communicating, Collaborating and Partnering, Building Capability for All, Achieving Commercial Outcomes, Delivering Value for Money, and Managing a Quality Service. Each role specifies which behaviours are assessed. Prepare one to two strong STAR examples for each behaviour specified in the job description. Civil Service interviewers mark answers against a structured marking framework — knowing the structure of a "lead" (the main point of the behaviour) versus "examples" and "outcomes" is important. Strong answers are specific, contain genuine decision-making or leadership (not just "I was part of a team that..."), and clearly link actions to outcomes for citizens, colleagues, or the public purse.

Public service motivation questions

"Why do you want to work in the public sector?" Public service motivation is genuinely assessed and a valid reason for working in public sector roles — research shows that people motivated by public service values (serving citizens, contributing to society, making policy that affects millions) perform better in public sector roles than those motivated primarily by compensation or career advancement. Strong answer: specific public policy area or service delivery challenge that motivates you, genuine understanding of the role's contribution to public outcomes, and honest engagement with the realities of public sector work (resource constraints, slower decision-making, political context). Avoid vague "I want to make a difference" — specific is more credible. "How do you think about value for money in public service delivery?" Understanding that public money must be used efficiently and in the public interest — not just effectively.

Challenges specific to public sector roles

"How would you adapt your working style for a public sector environment if you are coming from the private sector?" Private-to-public transitions require adjustment: slower decision-making cycles, greater accountability for process and spending decisions, managing without financial incentives, more complex stakeholder landscapes (ministers, Parliament, media, the public, other departments). Show you understand this and can adapt rather than arriving with a private sector playbook and expecting it to work unchanged. The reverse transition (public to private) requires demonstrating you can work at commercial pace and with commercial rigour — show you understand the differences.

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Frequently asked questions

Do public sector roles pay less than equivalent private sector roles?
Generally yes, particularly at senior levels. Public sector pay scales are often lower than the private sector for equivalent seniority and skills, though the gap varies by role and level. Offsetting factors: defined benefit pension schemes (more valuable than most private sector pensions), job security, typically good annual leave, and for many roles, genuine public service mission satisfaction. The trade-off is most acute for technology and data roles where private sector salaries are significantly higher than public sector equivalents.
What is the difference between the Civil Service and the wider public sector?
The Civil Service refers specifically to the employees of central government departments (HMRC, DWP, MoD, Cabinet Office etc.) and arms-length bodies (DVLA, Companies House, etc.) working under ministers. The broader public sector includes local government, the NHS, the armed forces, the police, state schools and universities, and public corporations (BBC, Post Office, Channel 4 before its privatisation). Pay, employment conditions, and industrial relations vary significantly across these sectors.