ScottishPower Candidate Guidance

Interview Guidance for
Candidates
ScottishPower
Interview Guide
for Candidates
Guidance on behavioural based interviews
Behavioural (also referred to as competency) based interviews focus on how candidates have
handled work situations in the past.
The logic behind this is that behaviour in the past, reflects and indicates potential behaviour in the
future.
Behavioural based questions usually lead you towards describing a situation or task. They
typically start with;
 Tell me about a time when…

 Give an example of when…
 Describe a time when…
Preparing for the interview
1. Think of your achievements

The best place to start is to think through some of your achievements in recent years. Think of the
details of what happened, what went well, what you would change, what the outcome was and
what you learned.
This will make it easier for you to adapt your examples to show how you demonstrated different
behaviours.
2. Review the behaviours

Make sure you know the accountabilities and criteria of the role, and the key behaviours that are
being assessed. Try and think about what questions you may be asked for each behaviour and
how you might answer them.
3. Don’t over prepare

If you over-prepare for an interview, the answers can be too rehearsed and may not sound natural.
Or the answers may be so specific that they fail to answer the question that is actually being
asked.
During the interview
The interviewers will ask questions based on the behaviours best suited for the job.
Listen carefully to the question and feel free to take a moment to think before you give your
answer. If you’re unsure about what you’re being asked, feel free to ask for clarification before
you start answering.
This will help to make sure you’re are choosing the right example and answering the question
being asked.
STAR Model
The STAR Model is a structure to help you provide specific examples to questions. The
interviewers will ask you follow up questions if they need any more information.
Situation Task Action Result

Set the Describe Explain Share the
scene the what you outcome
purpose did
This will help keep your answer clear and concise. Always make sure you emphasise how
you contributed to the outcome.
The interviewers will be taking notes during the interview, try not to be put off by this, it’s just
so they can refer back later when scoring.
You will have the opportunity to ask questions at the end.
After the interview
Feedback will be available upon request.
If you have any questions, contact our HR helpline; 1HR Direct on 0141 614 9980.
Guidance on the behaviours
There are 6 behaviours in our model;
Favourable Indicators and Scoring
There are favourable indicators for each of these behaviours which can be used in the recruitment
process.
These have been developed as examples of what the behaviours might look like at different levels,
however they aren’t prescriptive or exhaustive.
The interview will be scored following the below 1-4 rating;
1: Unsatisfactory 2: Moderate 3: Good 4: Outstanding

Candidate provided no evidence Candidate provided some Candidate provided evidence Candidate provided evidence
in relation to indicators, even evidence of the required demonstrating most of the demonstrating all of the
when probing questions used. indicators; however key training required indicators, showing required indicators for the role.
and/or development needs were good potential for the role. Training and/or development
identified. Some minor training and/or needs would be minimal.
development needs were
identified.
Categories in the Behaviour Model

Individual Contributor
Business Leader
Line Manager
Technical, professional Clearly understands the tactical Leader of people who sets the
individuals at various levels of goals for own area and monitors, direction of the organisation and
the organisation. organises and delegates work on makes company level decisions.
a day-to-day basis to drive
Typically expected to deliver set successful delivery. Makes functional strategy and
pieces of work at varying levels goals a reality. Shares the vision
Makes people a priority, treats of the organisation widely.
of complexity according to set them fairly, gives recognition to
timescales for the successful
work well done and dedicates Adapts leadership style
delivery of goals. time to the personal appropriately and makes
development of others. developing people and sharing
This also applies to those who talent a business priority.
manage in a matrix management
system, manage external
resources, or work on large, long
term projects where they are
required to lead people.
c

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Interview Guidance for

 Tell me about a time when…

Preparing for the interview

1. Think of your achievements

2. Review the behaviours

3. Don’t over prepare

Situation Task Action Result

You will have the opportunity to ask questions at the end.

After the interview

Feedback will be available upon request.

Favourable Indicators and Scoring

The interview will be scored following the below 1-4 rating;

1: Unsatisfactory 2: Moderate 3: Good 4: Outstanding

Categories in the Behaviour Model

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