Competency-based interviews are used widely across the energy sector, particularly for roles where safety, reliability and decision-making matter as much as technical skill.

For some candidates, they can feel uncomfortable at first. The questions are different, the format is more structured, and it can feel like you’re being asked to justify moments from your past rather than talk about where you want to go next.

In reality, these interviews are simply a way for employers to understand how you work when it matters. With the right preparation, they become much easier to handle.

What is a competency-based interview?

A competency-based interview looks at how you have behaved in real situations, not how you think you might behave in theory.

Instead of hypothetical questions, you’ll be asked to describe things you have actually dealt with. That might include a problem you had to resolve, a decision you made under pressure, or a situation where safety or teamwork played a critical role.

In the energy industry, this approach is especially common because many roles involve environments where mistakes carry consequences. Employers want to know how you respond when procedures, people and time all matter at once.

Competencies commonly explored in energy roles

The exact focus will vary depending on the role, but many interviews cover similar ground.

You may be asked questions that relate to:

• Health and safety awareness
• Dealing with unexpected issues
• Communication within a team
• Taking responsibility for decisions
• Working under pressure or tight timelines
• Adapting to change or unfamiliar situations

These competencies often overlap, so the same example may work for more than one question if you explain it clearly.

Using the STAR approach in a natural way

Many competency interviews are based around the STAR structure:

• Situation - the context
• Task - what you were responsible for
• Action - what you did
• Result - what happened as a result

The structure is useful, but it shouldn’t sound like a checklist. Interviewers are listening for understanding, not for you to label each section out loud.

Think of it as explaining a short, work-related story to someone who wasn’t there. If the listener can follow what happened and why you acted as you did, you’re on the right track.

Choosing examples that actually work

The examples you choose matter more than how polished they sound.

Strong examples are specific and grounded in your own experience. They show what you contributed, even if you were part of a wider team. They also relate in some way to the environment you’re applying to.

For offshore or site-based roles, examples involving safety decisions, communication across shifts, or working within procedures are usually more relevant than general office scenarios.

If you’re moving sectors, that isn’t a disadvantage. Interviewers are interested in how you think and behave, not whether every example comes from the same industry.

Preparing properly without memorising answers

Good preparation doesn’t mean learning answers word for word.

A better approach is to:

• Identify a handful of situations you can talk about confidently
• Make sure they cover different types of challenges
• Be ready to explain them from different angles

Interview questions often follow up on what you say. Being comfortable with your examples allows you to respond naturally rather than feeling thrown if the wording changes.

Answering questions clearly on the day

When you’re asked a competency question, it’s fine to pause briefly before answering. Taking a moment to think shows care, not hesitation.

Focus on explaining your role clearly. If something didn’t go perfectly, say so. In the energy industry, honesty and reflection are usually viewed positively.

Interviewers are often just as interested in why you made a decision as they are in what the outcome was.

Handling safety-related questions

Questions around safety are almost always part of energy interviews.

When answering these, employers are listening for signs that you:

• Take risks seriously
• Follow procedures consistently
• Speak up when something doesn’t feel right
• Understand the wider impact of your actions

You don’t need dramatic examples. Clear, sensible decisions explained calmly tend to leave the strongest impression.

What interviewers are listening for overall

Beyond the content of your answers, interviewers are paying attention to how you explain yourself.

They are listening for clarity, consistency and awareness. They want to hear that you understand your responsibilities and the environment you’re working in.

There is rarely a single “correct” answer. What matters is that your reasoning makes sense and reflects how you would operate in their workplace.

Final preparation before your interview

Before attending your interview, it helps to:

• Read the job description carefully and note what’s emphasised
• Refresh your understanding of the company and its sector
• Think about how your experience fits the role you’re discussing
• Prepare a few thoughtful questions of your own

Competency-based interviews are not designed to catch you out. They are simply a structured way of understanding how you work. If you focus on explaining your real experience clearly and honestly, you’ll usually come across far more confidently than if you try to deliver a perfect answer.