One of the biggest hurdles in applying for a Civil Service job is the application itself. Instead of a traditional CV and cover letter, you’re often asked to provide evidence of specific “behaviours” or “success profiles.” The key to scoring well is using the STAR method.

What is the STAR Method?

STAR is a structured way of responding to competency-based questions. It helps you provide a clear, concise, and compelling narrative that demonstrates your skills and experience. It stands for:

  • S - Situation: Briefly set the scene. Where were you? What was the context?
  • T - Task: What was your specific goal or responsibility? What needed to be done?
  • A - Action: This is the most important part. Describe the specific steps you took to address the task. Use “I” statements, not “we.” What did you do? How did you do it?
  • R - Result: What was the outcome of your actions? Quantify it if possible. What did you achieve? What did you learn?

A Practical Example: “Delivering at Pace”

Let’s say the application asks for an example of how you demonstrate the behaviour “Delivering at Pace.”

Situation: “In my previous role as an administrator, my team was responsible for organizing a major public consultation event. Two weeks before the event, the lead organizer unexpectedly went on sick leave, leaving a significant backlog of tasks, including venue confirmation and attendee registration.”

Task: “My task was to take over the final preparations to ensure the event, which had over 200 registered attendees, could go ahead successfully and on schedule.”

Action: “First, I immediately reviewed the project plan to identify all outstanding tasks and prioritized them by urgency. I created a checklist and a timeline for the remaining two weeks. I personally called the venue to confirm the booking and catering arrangements. I then delegated the task of printing name badges to a colleague, while I set up an automated email system to send final joining instructions to all attendees. I held a brief daily check-in with my team manager to report progress and flag any potential issues.”

Result: “As a result of my quick and organized approach, all preparations were completed ahead of schedule. The event went smoothly, with positive feedback from 95% of attendees. My manager commended my ability to take initiative and deliver under pressure, and I was subsequently asked to lead the planning for the next quarterly event.”

Top Tips for Using STAR

  • Be Specific: Vague statements won’t score well. Provide concrete details.
  • Focus on “I”: The assessors want to know what you did, not what your team did.
  • Keep it Relevant: Tailor your example to the specific behaviour being asked for.
  • Quantify Your Results: Use numbers and data wherever possible to demonstrate your impact.

Mastering the STAR method is the single most effective thing you can do to improve your application scores and land that interview. Good luck!