Recruiters ask similar questions to quickly benchmark candidates. Use this guide to prep the most common interview questions and answers with simple frameworks, STAR examples, and quick dos & don’ts that impress hiring managers.
| Question | What they want | Structure | 30-sec Sample Hook |
|---|
| Tell me about yourself | Fit & relevance | Present–Past–Future | “I lead an 8-person team… previously… now ready to bring that to [Company].” |
| Why this job/company? | Motivation & alignment | Company–Role–You | “Your impact on [users]… role focus on [X]… I’ve delivered [result].” |
| Why should we hire you? | Unique value | Pain–Proof–Payoff | “You need [X]; I did [Y metric]; I’ll deliver [Z outcome].” |
| Strengths | Self-aware, relevant | 3 strengths + proof | “Stakeholder comms… customer advocacy… data literacy…” |
| Weakness | Coachable | Weakness + actions + progress | “Delegation via RACI → more ownership + time for strategy.” |
Table of Contents
1. Tell me about yourself
What they’re really asking: Do you fit our ideal profile?
Structure (Present → Past → Future):
- Present: current role + standout responsibility/strength
- Past: 1–2 relevant experiences/skills that led here
- Future: why this role/company is the logical next step
Sample (Customer Service Lead):
“I currently lead an eight-person insurance claims team focused on reducing resolution time and improving NPS. Previously, I completed a Business Management degree and CRM certifications and was twice named Team Lead of the Year for cutting time-to-resolution by 28%. I’m excited to bring that customer-centric approach to [Company] and serve a new client profile.”
Dos: 60–90 seconds; align to the JD.
Don’ts: life story, unrelated hobbies, repeating your CV verbatim.
2. How did you hear about this position?
What they’re really asking: Were you actively targeting us? Which channel worked?
Formula: Source + what attracted you + fit
Sample:
“I heard about the role from a former colleague here, Mr. John, whom I worked with at Company XYZ. The emphasis on data-informed decision-making and stakeholder communication matches my recent projects. That’s why I’m excited about contributing here.”
Don’ts: name-drop someone in a strained relationship; invent a source.
3. Why do you want this job?
What they’re really asking: Why us, why now?
Formula (Company → Role → You):
- Company: mission/product/impact you genuinely admire
- Role: specific responsibilities that energise you
- You: proven skills that drive results
Sample:
“I want to join [Company] because of its impact on [users/market]. The role’s focus on cross-functional delivery and customer outcomes mirrors where I’ve excelled. I’m motivated by work where measurable impact is front and centre.”
Don’ts: commute, flexible hours, negativity about current employer.
4. Why should we hire you?
What they’re really asking: What unique value will you add immediately?
Formula (Pain → Proof → Payoff):
- Pain: likely team challenge
- Proof: your relevant achievement/metric
- Payoff: outcome they can expect
Sample (Content Manager):
“You need a content leader who blends editorial rigour with business impact. I ran two brands in parallel for three years and led an award-winning CX content series that increased qualified traffic. I’ll bring audience insight and clear editorial ops to grow conversions.”
Don’ts: clichés (“110%”), vague superlatives, inflated claims.
5. What are your greatest professional strengths?
What they’re really asking: Are you self-aware and relevant?
Choose three strengths that map to the JD, each with evidence:
- “Stakeholder communication — I ran weekly cross-team syncs to unblock delivery.”
- “Customer advocacy — I reduced churn 12% by fixing top three friction points.”
- “Data literacy — I built dashboards that cut reporting time by 40%.”
Don’ts: long laundry lists; irrelevant talents.
6. What is your weakness?
What they’re really asking: Are you coachable and risk-aware?
Pick a fixable weakness and show actions + progress:
- “I used to over-manage. I adopted RACI, weekly retros, and targeted delegation; it’s increased team ownership and freed time for strategy.”
- “Public speaking rattled me, so I now run internal demos and seek feedback; my last review called out clear improvement.”
Don’ts: “I’m a perfectionist,” or weaknesses core to the role.
7. What is your greatest career achievement?
What they’re really asking: Do you deliver outcomes?
Use STAR (Situation–Task–Action–Result):
“S/T: We needed to improve social CX. A: I launched a 24/7 response workflow and coaching. R: NPS +14, referrals +9%, and a regional CX award.”
Tip: 90–120 seconds; quantify; tie to business metrics.
8. Where do you see yourself in the next 5 years?
What they’re really asking: Do you have a realistic growth plan that fits us?
Answer framework:
- Years 1–2: master role competencies; deliver [metric/OKR]
- Years 3–4: lead cross-functional initiatives; mentor juniors
- Year 5: [lead/SME] contributing where you create the most value (stay flexible)
Sample:
“Years 1–2, deepen [skills] and deliver [metric]; Years 3–4, lead multi-team projects and mentor; by Year 5, operate as [lead/SME] aligned to company priorities.”
9. What does your former boss say about you?
What they’re really asking: Third-party validation.
Sample:
“My manager would highlight reliability, pace, and crisp updates. On [project], I owned execution and consistently hit milestones. I’m confident they’d recommend me for this role.”
Don’ts: boss-bashing or asking not to contact them.
10. Why do you want to leave your current job?
What they’re really asking: Are you moving toward something, not away from something?
Keep it positive and forward-looking:
“I’ve had three strong years at [Company] and was recognised for teamwork and problem-solving. I’m now seeking a broader scope in [area] that [Company] offers, where I can create larger impact.”
Don’ts: “toxic,” “hate,” or salary-only reasons.
General interview questions (quick prep list)
- Tell me about yourself
- Why this job/company?
- Why should we hire you?
- Strengths and weakness
- Greatest achievement
- 5-year plan
- Why leaving current job
- Salary expectations
- Availability/start date
- Do you have any questions for us?
“Tell me about yourself,” “Why this job/company?”, “Why should we hire you?”, strengths, weakness, greatest achievement, 5-year plan, leaving current job.
Use simple frameworks (e.g., STAR, Present–Past–Future, Company–Role–You) and support with one metric-based proof.
Negativity about past employers, unverified claims, irrelevant personal details, and canned clichés.
Most answers 60–90 seconds; achievements and complex scenarios 90–120 seconds.
Preparing for an interview isn’t just about memorising answers, it’s about understanding the intent behind each question and showing how your skills, achievements, and values align with the role. By practising these common interview questions and answers with proven frameworks like STAR and tailoring your responses to the company, you demonstrate self-awareness, professionalism, and problem-solving ability. Remember, the interview is your opportunity to tell a clear story: who you are, what you’ve achieved, and where you’re headed. With preparation and the right approach, you’ll not only answer confidently but also leave a lasting impression that sets you apart from other candidates.
