UN Competency-Based Interview (CBI) Questions & Sample Answers
Updated 2026 · 15 min read
The competency-based interview (CBI) is the standard format across the UN system. This guide gives you real questions for each core competency and shows you how to structure winning answers using the STAR method.
1. How the CBI Works
A UN interview panel typically has 3–5 members: the hiring manager, an HR representative, and subject-matter experts. They assess you against pre-defined competencies listed in the vacancy announcement. Each panel member scores your answers independently on a scale (usually 1–5 or 1–10), and scores are averaged.
The interview lasts 45–60 minutes. Expect 6–10 questions covering 3–5 competencies. Some agencies add a technical component (subject-matter questions) or a written exercise before or after the CBI.
2. The STAR Method
Every CBI answer should follow the STAR structure:
| Element | What to include | Time |
|---|---|---|
| Situation | Set the scene — where, when, what was happening | ~15% |
| Task | Your specific responsibility or challenge | ~15% |
| Action | What you did — be specific, use "I" not "we" | ~50% |
| Result | Outcome, impact, lessons learned — quantify if possible | ~20% |
Key rule:Use real examples from your career. Hypothetical answers ("I would do X") will score poorly. If the panel asks a follow-up like "What would you do differently?" then you can be reflective.
3. Communication
Speaks and writes clearly; listens to others; correctly interprets messages; asks questions for clarification; adapts language and tone to audience.
Sample questions:
- "Tell me about a time you had to explain a complex issue to a non-technical audience."
- "Describe a situation where miscommunication caused a problem. How did you resolve it?"
- "Give an example of a report or presentation that had a significant impact."
Sample STAR answer:
S: In my role as Programme Officer at [Agency], our annual donor report was consistently delayed because country offices submitted data in inconsistent formats.
T: I was tasked with redesigning the reporting process to improve quality and timeliness.
A: I created a standardised reporting template with clear instructions, conducted virtual training sessions for 14 country offices in English and French, and set up a shared dashboard where I could track submissions in real time. I also wrote a two-page "quick reference" guide for field staff.
R: The next report was submitted 3 weeks ahead of deadline — a first — and the donor praised its clarity, resulting in a 15% funding increase for the following cycle.
4. Teamwork
Works collaboratively; values others' ideas; supports and respects team decisions; willing to learn from others; puts team agenda before personal agenda.
Sample questions:
- "Describe a time you worked with people from diverse cultural backgrounds to achieve a goal."
- "Tell me about a conflict within your team and how you helped resolve it."
- "Give an example of when you supported a colleague who was struggling."
5. Planning & Organizing
Develops clear goals; identifies priority activities; allocates time and resources effectively; foresees risks; monitors and adjusts plans.
Sample questions:
- "Describe a complex project you managed. How did you plan and track progress?"
- "Tell me about a time you had to manage competing priorities with limited resources."
- "Give an example of when you had to change plans due to unforeseen circumstances."
6. Accountability
Takes ownership of responsibilities; delivers outputs on time; operates in compliance with rules and regulations; supports subordinates and provides oversight.
Sample questions:
- "Tell me about a time you made a mistake at work. What did you do?"
- "Describe a situation where you had to enforce a rule or policy that was unpopular."
- "Give an example of when you went beyond your job description to deliver a result."
7. Creativity
Actively seeks to improve programmes; offers new and different options; promotes and persuades others to consider new ideas; takes calculated risks on new approaches.
Sample questions:
- "Tell me about an innovative solution you proposed to a recurring problem."
- "Describe a time you took a calculated risk. What was the outcome?"
8. Client Orientation
Considers all those to whom services are provided as "clients"; establishes and maintains productive partnerships; identifies clients' needs; monitors ongoing developments to anticipate problems.
Sample questions:
- "Tell me about a time you had to manage a difficult client or stakeholder relationship."
- "Describe how you identified and responded to an unmet need of your beneficiaries."
9. Managerial Competencies (P-5, D-1, D-2)
For supervisory and management positions, expect additional questions on:
- Leadership: "Describe a time you inspired a team through a difficult period."
- Empowering Others: "How have you developed the capacity of your staff?"
- Managing Performance: "Tell me about a time you dealt with underperformance."
- Judgement / Decision-Making: "Describe a high-stakes decision you made with incomplete information."
- Building Trust: "How did you establish credibility with a new team or stakeholder group?"
10. Tips for Interview Day
- Prepare 8–10 STAR stories from different roles that can be adapted to multiple competencies.
- Time yourself. Each answer should be 2–3 minutes. Practice with a timer.
- Use "I," not "we." The panel needs to assess your contribution.
- Ask for a moment if you need to think — it's better than rambling.
- Be specific. Names, dates, numbers, and context make your answers credible.
- Don't memorise scripts — internalise the key points and speak naturally.
- Dress professionally even for remote/video interviews.
- Prepare 1–2 questions for the panel — about the team, priorities, or working culture.
Keep Preparing
Ace your interview, then land your next UN role.