For many neurodivergent candidates, the "competency-based" interview is the most challenging part of the job search. These interviews rely on questions that start with: "Tell me about a time when..." or "Give me an example of..."
To a literal or detail-oriented mind, these questions can feel incredibly abstract. You might struggle to pick the "right" story, or you might find it difficult to know how much detail to provide. You aren't "bad at interviews"—you are simply being asked to navigate a social exercise that relies on unwritten rules of storytelling.
At Diversity-Lock, we want to give you the key to unlock this process. Here is your practical toolkit for turning abstract questions into clear, impressive answers.
1. The "STAR" Method: Your Structural Blueprint
The STAR method is the industry standard for answering competency questions. It provides a logical structure that ensures you cover all the necessary points without getting lost in the details.
S - Situation: Set the scene. (Keep this to 1–2 sentences).
T - Task: What was the specific challenge or goal?
A - Action: What did you do? (This is the most important part—use "I," not "we").
R - Result: What was the outcome? (Use numbers or specific achievements if possible).
Why it works for ND brains: It acts as a mental checklist. If you have finished the "R," you know you can stop talking.
2. Decoding the "Abstract" Question
Competency questions are often "shorthand" for specific skills. When you hear a vague question, try to translate it into a concrete requirement:
"Tell me about a time you dealt with a difficult coworker."
Translation: How do you handle conflict or professional boundaries?
"Give an example of when you had to adapt to change."
Translation: How do you manage your executive function when your routine is disrupted?
"Tell me about a time you went above and beyond."
Translation: Can you identify a problem and solve it without being told exactly what to do?
3. Build Your "Story Bank"
Don't try to think of stories on the spot. This places a massive load on your working memory. Instead, prepare 5–6 "universal" stories from your university projects, previous work, or even intense hobbies.
The "Problem-Solver" Story: A time you fixed a process or found a bug.
The "Reliability" Story: A time you met a hard deadline or managed a complex schedule.
The "Collaboration" Story: A time you shared information clearly to help a team.
Pro-Tip: Write these down in STAR format before the interview. If it’s a remote interview, have your "Story Bank" bullet points visible on your screen.
4. Handling the "Ambiguity Trap"
Neurodivergent people often worry about providing too much or too little detail.
The "Check-In" Technique: After you finish your answer, ask: "Did that provide enough detail, or would you like me to expand on any part of that story?"
The "Literal" Clarification: If a question is too vague, ask: "Are you looking for an example of technical problem-solving, or more about how I managed the timeline?" This shows high self-awareness and ensures you don't waste energy on the wrong answer.
5. Remember: It’s an "Evidence" Session
An interview is not a test of your personality; it is a session to gather evidence that you can do the job. You don't need to be the most charismatic person in the room. You just need to show that when a problem arises (Situation/Task), you have a logical way to solve it (Action), which leads to a good outcome (Result).
By using the STAR method and preparing your Story Bank, you remove the "guessing game" and allow your actual skills to be the focus of the conversation.