If you reach the interview stage for a United Nations role, the format is probably not what you are used to. UN interviews are competency-based, which means they assess specific, predefined behaviours through structured questions and score your answers against them. Preparing the right way makes a large difference.
What "competency-based" means
Instead of hypothetical questions, you will be asked to describe real situations from your past: "Tell me about a time when you had to deliver under a tight deadline." A panel scores your answer against a defined competency, so the substance and structure of your example matter more than how confident you sound.
The UN competency framework
Questions map to the organization’s competency framework, which typically has three layers:
- Core values: integrity, professionalism, and respect for diversity.
- Core competencies: communication, teamwork, planning and organizing, accountability, client orientation, creativity, and technological awareness.
- Managerial competencies (for supervisory roles): leadership, vision, empowering others, managing performance, building trust, and judgement and decision-making.
Use the STAR method
Structure every example around four parts: the Situation you faced, the Task you were responsible for, the Action you personally took, and the Result you achieved. Spend most of your answer on the action and quantify the result wherever you can. Say "I", not "we", so the panel can see your individual contribution.
Prepare your examples in advance
Read the competencies listed in the vacancy, then prepare one or two concrete examples for each. Reuse strong examples across competencies where they fit. Have at least one example ready for integrity or ethics and one for working across cultures, because these come up often and catch unprepared candidates out.
Logistics to expect
Interviews are usually conducted by a panel, often over video, and may be preceded by a written test or technical assessment. Some processes record the interview. Treat a video interview with the same preparation and setup, quiet room, stable connection, as an in-person one.
Common mistakes
- Giving vague or hypothetical answers instead of a specific past example.
- Saying "we" throughout, so your own contribution is invisible.
- Not quantifying the result.
- Running out of prepared examples for values and diversity competencies.