How to structure any answer
Two simple structures cover almost every question:
- For "tell me about" / behavioural questions, use STAR: Situation, Task, Action, Result. It keeps your story tight and evidence-based. See full worked answers on our selection criteria examples page.
- For general questions, use present → past → future: where you are now, the relevant experience that got you here, and why this role is the next step.
Keep answers to roughly 30–90 seconds. Give a clear point, back it with one short example, and link it to the job.
The most common interview questions
“Tell me about yourself.”
What they're really asking: can you give a focused summary of why you're right for this role?
Give a 30–60 second pitch using present, past, future — not your life story. Example: “I'm a customer service officer with three years in busy contact centres. I'm known for staying calm under pressure and resolving complaints first time. I'm looking to bring that into a team-lead role, which is what drew me to this position.”
“Why do you want this job?” / “Why this company?”
What they're really asking: have you done your research, and will you stay?
Name something specific about the role or organisation and connect it to your goals. Avoid generic answers like “it's a great company.” Mention a project, value or product you genuinely relate to.
“Why are you leaving?” / “Why are you looking?”
What they're really asking: is there a problem we should know about?
Stay positive and brief. Focus on what you're moving towards — growth, a new challenge, a better fit — not what you're escaping. Never bad-mouth a current or past employer.
“What are your strengths?”
What they're really asking: do your strengths match what we need?
Pick two or three strengths that match the job ad, and back each with a quick example rather than just listing adjectives.
“What's your biggest weakness?”
What they're really asking: are you self-aware, and are you working on it?
Choose a real but non-fatal weakness and show what you're doing about it. Example: “I used to take on too much myself. I've learned to delegate and now check in early rather than at the deadline.” Avoid the cliché “I'm a perfectionist.”
“Where do you see yourself in five years?”
What they're really asking: does this role fit your direction?
Show ambition that aligns with the role and a willingness to grow with the team. You don't need an exact title — a direction is enough.
“Why should we hire you?”
What they're really asking: what makes you the right choice?
Match the top two or three requirements in the job ad to your strengths, confidently and briefly. This is your closing pitch — make it land.
Behavioural questions (use STAR)
Behavioural questions start with “Tell me about a time…” They want a real example, answered with STAR. Prepare three or four flexible stories you can adapt to different questions. For full worked answers, see our selection criteria examples — the same STAR examples work for interviews.
“Tell me about a time you worked in a team.”
Looking for: collaboration and your specific contribution. Use “I”, not just “we”.
“Tell me about a conflict and how you handled it.”
Looking for: maturity and calm. Focus on how you listened and reached a resolution, not on blame.
“Tell me about a mistake you made.”
Looking for: honesty and what you learned. Own it briefly, then spend most of the answer on the fix and the lesson.
“Tell me about a difficult customer or stakeholder.”
Looking for: patience and problem-solving. Show how you stayed professional and turned it around.
“Tell me about a time you met a tight deadline.”
Looking for: planning under pressure. Explain how you prioritised and what the result was.
Trickier questions
“What are your salary expectations?”
Tip: give a researched range, not a single number, and base it on the market. Our Salary Expectation Answer Generator helps you word it.
“Can you explain the gap in your employment?”
Tip: be honest and brief. Name it, then move to what you did or learned — study, caring, volunteering, a project — and that you're ready now.
“Is there anything that would stop you doing this role?”
Tip: answer the practical version honestly (availability, location, licences) and reassure them where you genuinely can.
Always have questions to ask them
When they ask “Do you have any questions for us?”, the answer is always yes — it shows genuine interest. Good options:
- What does a typical day or week look like in this role?
- What does success look like in the first three to six months?
- How would you describe the team and the way it works together?
- What are the next steps in the process?
Avoid leading with pay or leave unless they raise it first.
A quick prep checklist
- Re-read the job ad and note the top three requirements.
- Prepare a 30–60 second “tell me about yourself” answer.
- Have three or four STAR stories ready to adapt.
- Research the company and prepare two questions to ask.
- Test your tech for a video call, or plan your route for an in-person one.
- Send a thank-you message afterwards.
Key takeaways
- Most interviews reuse the same questions — prepare, don't memorise.
- Use STAR for "tell me about a time" questions; present-past-future for general ones.
- Keep answers to 30–90 seconds, with one clear example each.
- Always prepare a few questions to ask them.
Practise your answers
Get suggested answers and talking points for the questions you are most likely to hear, then rehearse them in your own voice.
Rehearse with the question generator