Civil Service Success Profiles:
the 5 elements explained
What behaviours, strengths, ability, experience and technical mean, how each one is assessed, all 36 Civil Service strengths, and how to prepare for each.
The short answer
Success Profiles is the framework the Civil Service uses to recruit. It has five elements: behaviours, strengths, ability, experience and technical. Not every job uses all five. The job advert tells you which elements will be assessed and at which stage, so read it first and prepare only for what it lists.
The 5 Success Profiles elements
Behaviours
“The actions and activities that people do which result in effective performance in a job.”
How it’s assessed: Written statements on the application form, and interview questions.
How to prepare: Write one specific example per behaviour listed in the advert, pitched at the advertised grade, with a measurable result.
Strengths
“The things we do regularly, do well and that motivate us.”
How it’s assessed: Usually at interview, sometimes by video interview, online test or simulation.
How to prepare: Reflect on what you enjoy and do well. Do not rehearse answers: assessors want your first, natural response.
Ability
“The aptitude or potential to perform to the required standard.”
How it’s assessed: Online verbal and numerical reasoning tests, often at the start of the process. Scored automatically against a pass benchmark.
How to prepare: Use the official Civil Service practice tests. Ask for reasonable adjustments, such as extra time, if you need them.
Experience
“The knowledge or mastery of an activity or subject gained through involvement in or exposure to it.”
How it’s assessed: Application form, CV, personal statement and interview.
How to prepare: Show achievements and performance, not only length of service. Transferable experience from volunteering or other sectors counts.
Technical
“The demonstration of specific professional skills, knowledge or qualifications.”
How it’s assessed: Depends on the role: qualifications, technical tests, presentations, work samples or exercises. Some professions use their own framework.
How to prepare: Check the advert for named qualifications or a profession framework, and evidence each requirement directly.
Definitions quoted from the Success Profiles pages on gov.uk. The job advert is always the authority on what is assessed.
The 9 Civil Service behaviours
Behaviours are the element most applications assess. Each advert lists the ones it will score, usually with a 250-word statement for each. Each guide below has example statements at EO, HEO/SEO and Grade 7.
Civil Service strengths: all 36
gov.uk defines a strength by three things together: you do it well (performance), it energises you (engagement), and you do it often (use). A job assesses only a few strengths, usually at interview, and you may not be told which ones in advance.
Adaptable
You adapt to changes in work or environment.
Analytical
You seek out and analyse information to inform decisions.
Authentic
You are self-aware and true to yourself in all situations.
Catalyst
You are self-motivated to act towards a goal.
Challenger
You bring a fresh perspective to any situation.
Change agent
You are positive and inspiring when leading and supporting others through change.
Confident
You take charge of situations, people and decisions.
Courageous
You try new approaches.
Decisive
You use your judgement when making decisions.
Disciplined
You follow processes and work well within set standards.
Efficient
You turn resources into results in the most efficient way.
Emotionally intelligent
You draw insight from your own emotions and those of others.
Enabler
You see potential in everybody and encourage them to develop.
Explainer
You communicate ideas clearly and simplify complex things.
Focused
You strive for quality outcomes and excellence.
Improver
You look for better ways of doing things.
Inclusive
You treat everyone as an individual and treat everyone fairly.
Influencer
You influence others by explaining your reasoning.
Learner
You are inquisitive and seek out new information.
Mediator
You provide stability and cohesion within teams.
Mission
You pursue things that give you a sense of meaning and purpose.
Motivator
You are highly driven and inspire others.
Negotiator
You enjoy getting everyone to reach agreement.
Networker
You build and keep positive, professional and trusting relationships.
Organiser
You make plans and are well prepared.
Precise
You concentrate on detail and make sure everything is accurate.
Preventer
You think ahead to anticipate and address risks.
Problem solver
You take a positive approach to tackling problems.
Relationship builder
You quickly establish mutual respect and trust.
Resilient
You stay composed and recover quickly from setbacks.
Responsible
You take ownership of your decisions.
Service focused
You put customers’ needs at the heart of what you do.
Strategic
You look at the big picture and consider longer-term implications.
Team leader
You lead a team with confidence and create team spirit.
Team player
You work well as part of a team.
Visionary
You create and share a clear vision of the future.
Paraphrased from the Civil Service strengths dictionary on gov.uk.
Strength-based interview questions
Strength questions are about what you enjoy and how you naturally work, not what you have done. The Civil Service advises candidates not to rehearse answers, because assessors want your first response. These are typical of the style.
- “What do you enjoy most about your current role?”
- “How do you feel when a plan changes at the last minute?”
- “Tell me about a time you had to learn something new quickly. How did it feel?”
- “Do you prefer to plan everything in advance or work things out as you go?”
- “What kind of tasks do you find draining?”
- “How do you react when someone disagrees with your idea?”
- “When do you feel at your most productive?”
- “Would your colleagues describe you as detail-focused or big-picture?”
What helps
Knowing what energises and drains you, answering honestly and quickly, and giving a short real example where it fits.
What hurts
Scripted answers, saying you enjoy everything, or turning every answer into a behaviour example.
Success Profiles: FAQ
Related Civil Service guides
→ Civil Service behaviours explained — all 9, levels by grade and how statements are scored 1–7.
→ Civil Service interview questions — behaviour and strength questions with a model answer.
→ Free Civil Service interview pack (PDF) — questions for all nine behaviours.
→ Civil Service CV checker — check your CV against a Civil Service advert.
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