Most interviews mix a handful of classic questions with "tell me about a time" behavioral questions. This guide shows you how to structure both, how to prepare stories you can reuse, and which questions to ask when it's your turn.
The classic questions
"Tell me about yourself"
This opening sets the tone for the whole interview. Use a present, past, future structure:
- Present: your current role and key responsibilities
- Past: relevant experience and achievements
- Future: your career goals and why this opportunity interests you
Keep it to two or three minutes and focused on your professional life.
"Why do you want to work here?"
Show your research and real interest. Mention specific things about the company that appeal to you, connect their values to yours, explain how the role fits your career goals, and show enthusiasm for their mission or products.
"What are your greatest strengths?"
Choose strengths that relate directly to the job, that you can back up with specific examples, that set you apart from other candidates and that show self-awareness.
"What is your greatest weakness?"
Choose a real weakness, not a disguised strength. Show self-awareness, explain the steps you've taken to improve, and avoid weaknesses that are critical to the role.
"Where do you see yourself in five years?"
Balance ambition with realism. Show that you want to progress, tie your goals to growth at this company and show commitment to learning, without sounding either unambitious or likely to leave quickly.
Situational questions
"Why are you leaving your current job?"
Keep it positive. Focus on what you're moving toward, not what you're running from. Emphasize growth and new challenges, never criticize a current or past employer, and be honest but diplomatic.
"Why do you have a gap in your employment?"
Address it honestly and briefly. Mention anything productive you did during the gap, show how you stayed current in your field, and pivot to your enthusiasm for getting back to work.
"What are your salary expectations?"
Research market rates beforehand. Consider giving a range rather than a single number, express interest in the total package, and, if you can, hold detailed discussion until there's an offer.
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The STAR method
Behavioral questions ask you to prove what you've done, not describe what you'd do. The STAR method keeps your answer structured and complete:
- Situation: set the context for your story
- Task: explain what needed to be accomplished
- Action: describe the specific steps you took
- Result: share the outcome and what you learned
How much time to spend on each part
- Situation (about 20%): When and where did this happen? What was your role? What was the context?
- Task (about 20%): What needed to get done? What were the obstacles and the stakes?
- Action (about 40%): What exactly did you do? How did you approach it, and what skills did you use?
- Result (about 20%): What was achieved? What was the impact? What did you learn?
The action is the heart of the answer. Interviewers want to hear "I," not just "we."
Common behavioral questions
Leadership and initiative
- "Tell me about a time you led a team through a challenge."
- "Describe a situation where you took initiative."
- "Give an example of when you motivated others."
Problem-solving
- "Describe a complex problem you solved."
- "Tell me about a time you had to think creatively."
- "Share an example of improving a process."
Teamwork and collaboration
- "Describe a successful team project."
- "Tell me about a time you disagreed with a colleague."
- "Give an example of working with a difficult team member."
Adaptability
- "Tell me about a time you had to adapt quickly."
- "Describe how you handled an unexpected change."
- "Share an example of learning something new quickly."
Customer service
- "Describe a time you exceeded a customer's expectations."
- "Tell me about handling a difficult customer."
- "Give an example of going above and beyond."
Build a bank of stories
You don't need a different story for every question. Eight to ten strong stories will cover almost anything.
Choose stories that: relate to the job requirements, show measurable impact, make your role clear, have a positive outcome and taught you something valuable.
Then prepare them:
- Identify 8 to 10 key accomplishments
- Write each one out using STAR
- Practice telling them out loud
- Prepare variations for different question types
- Include specific metrics and results
For sample answers you can adapt, see our 55 interview questions with sample answers.
Technical and industry-specific interviews
Technical interviews test your practical skills and how you solve problems.
Prepare by: reviewing the fundamentals of your field, practicing coding problems if you're in a programming role, being ready to explain past projects and work through problems on a whiteboard, and learning the company's tech stack.
During the interview: think out loud, ask clarifying questions before diving in, start with a simple solution and then improve it, admit when you don't know something, and explain the trade-offs in your approach.
What to expect by industry
- Finance: financial modeling tests, current market conditions, the regulatory environment and case studies
- Healthcare: current regulations, patient care priorities, relevant technology and ethical scenarios
- Marketing: bring campaign examples, know current digital trends, and be ready for strategy cases and analytics questions
- Sales: expect role-play, and be ready to walk through your sales process with your numbers and achievements
See our interview questions by industry for sample questions in finance, marketing, sales, technology and HR.
Questions to ask your interviewer
Asking thoughtful questions shows engagement and helps you decide whether the job is right for you.
About the role
- What does a typical day look like in this position?
- What are the biggest challenges facing someone in this role?
- How do you measure success for this position?
- What are the top priorities for the first 90 days?
- Who would I be working with most closely?
About the team and culture
- How would you describe the team dynamics?
- What do you enjoy most about working here?
- What types of people tend to succeed here?
- How does the company support professional development?
- What's the management style of the person I'd report to?
About the company
- What are the company's biggest opportunities right now?
- What challenges is the company facing?
- Where do you see the company in the next few years?
- What makes this company different from its competitors?
Strategic questions
- What would make someone truly exceptional in this role?
- What are you hoping a new hire will bring to the team?
- Based on our conversation, do you have any concerns about my qualifications?
- What are the next steps in the process?
That question about concerns is powerful. It gives you a chance to address a doubt before you leave the room.