Interview Preparation: Questions, Answer Structures and a Checklist
Updated November 10, 2026 6 min readBy the M2Toolkit team
Most interviews are predictable. Interviewers ask a small set of common questions, a handful of “tell me about a time” questions built from the job advert, and a few about your field. Prepare stories for those and you'll handle the rest. Generate questions from a job advert below, then work through the bank, the answer structures and the checklist.
You'll learn how to
- Predict the questions for a specific job from its advert
- Answer behavioural questions with STAR
- Prepare five to eight stories that cover most interviews
- Know what to ask the interviewer
Generate questions from a job advert
Paste the job description. The generator reads its responsibilities, the competencies it asks for and the technologies it names, and builds a set of likely questions — each with the reason it's likely. It runs in your browser with fixed rules; nothing is uploaded.
What interviewers are actually checking
Behind every question are three things: can you do the job (skills and evidence), will you do it well here (motivation and fit), and can they work with you (communication and judgement). Strong answers are specific, about you, and finish with what happened.
- Specific: one real example beats a general description of how you usually work.
- About you: say “I” for your actions, even in team stories.
- Finished: end with the result — a number, an outcome, or what you learned.
- Short: aim for one to two minutes; let them ask follow-ups.
Answer structures
A structure stops you rambling and makes sure you reach the result. STAR is the standard for behavioural questions; the others suit different question types.
STAR
Behavioural questions: “Tell me about a time…”
- Situation — the context, in one or two sentences.
- Task — what you needed to achieve and why it mattered.
- Action — what you did, in detail. Say “I”, not “we”.
- Result — what changed, with a number if you have one, and what you learned.
CAR
Short answers and achievement stories
- Challenge — the problem.
- Action — what you did.
- Result — the outcome.
Present–Past–Future
“Tell me about yourself”
- Present — your current role and one strong result.
- Past — the experience that prepared you for this job.
- Future — why this role is the logical next step.
PREP
Opinion and “how would you…” questions
- Point — your answer in one sentence.
- Reason — why.
- Example — a time it worked.
- Point — restate the answer.
Question bank
Common interview questionsAsked in almost every interview, at every level. Prepare these first.10
Tell me about yourself.
Checking: Whether you can frame your background around this job in about two minutes.
Answer: Present → past → future: your current role and strongest result, the experience that led here, why this job is the logical next step.
Why do you want this job?
Checking: Whether you applied deliberately and understand the role.
Answer: Two parts: what about the work appeals (link to the advert) and what you'd bring to it (one piece of evidence).
Why do you want to work here?
Checking: Whether you've looked beyond the job title.
Answer: One specific thing about the organisation — product, customers, approach — and how it connects to your experience or values.
What are your greatest strengths?
Checking: Self-awareness and relevance to the role.
Answer: Two strengths the advert asks for, each with a short example and its outcome.
What is your biggest weakness?
Checking: Honesty and whether you work on your development.
Answer: A real, non-critical weakness → what it has cost you → what you're doing about it, with evidence it's improving.
Where do you see yourself in five years?
Checking: Ambition that fits the organisation, and whether you're likely to stay.
Answer: The skills and responsibilities you want to grow into, linked to the paths this role offers. Avoid naming the interviewer's job.
Why are you leaving your current job?
Checking: Your motivation, and whether there's a problem you'd bring with you.
Answer: Positive and forward-looking: what you're moving towards, not what you're escaping. One sentence of context at most.
What do you know about us?
Checking: Preparation.
Answer: What they do, for whom, and one recent development — then why it interests you.
Why should we hire you?
Checking: Whether you can summarise your fit confidently.
Answer: Three points matched to their top requirements, each with a one-line proof.
Do you have any questions for us?
Checking: Genuine interest and judgement.
Answer: Two or three prepared questions about the work, the team or success in the role (see the list below).
Behavioural questions“Tell me about a time…” questions test what you've actually done. Answer each with a real example using STAR.10
Tell me about a time you solved a difficult problem.
Checking: Analytical approach and persistence.
Answer: STAR. Spend most of the time on how you worked out the cause and chose the fix.
Describe a time you disagreed with a colleague or manager.
Checking: Whether you can disagree constructively.
Answer: STAR. Show you listened, used evidence, and kept the relationship. The outcome can be that you were persuaded.
Tell me about a time you failed or made a mistake.
Checking: Honesty, ownership and learning.
Answer: STAR plus what you changed afterwards. Choose a real mistake with a recoverable outcome.
Give an example of working under pressure or to a tight deadline.
Checking: Prioritisation and composure.
Answer: STAR. Name how you decided what to drop or delegate.
Describe a time you led a team or a piece of work.
Checking: Leadership, with or without the title.
Answer: STAR. Show how you set direction, involved others and handled a setback.
Tell me about a time you dealt with a difficult customer or stakeholder.
Checking: Empathy and problem-solving under friction.
Answer: STAR. Separate the person's goal from their behaviour; show the resolution.
Describe a time you had to learn something quickly.
Checking: Learning speed and resourcefulness.
Answer: STAR. Say how you learned, not just that you did.
Tell me about a time you improved a process.
Checking: Initiative and impact.
Answer: STAR. Before and after, ideally with a measure.
Give an example of when you went beyond what was asked.
Checking: Ownership.
Answer: STAR. Keep it relevant to the role; explain why it mattered.
Describe a time you had to persuade someone.
Checking: Influence without authority.
Answer: STAR. Show what you understood about their concerns.
HR and screening questionsPractical questions usually asked in a first call. Short, factual answers work best.8
What are your salary expectations?
Checking: Whether you're in budget.
Answer: A researched range for the total package, flexibility on structure, and a question about the full package.
What is your notice period / when could you start?
Checking: Hiring timeline.
Answer: State it plainly; say if it's negotiable.
Are you interviewing elsewhere?
Checking: Urgency and competition.
Answer: Honest and brief: “Yes, I'm at a similar stage with a couple of companies, but this role is a strong fit because…”
Can you explain this gap in your CV?
Checking: Reassurance, not a confession.
Answer: One factual sentence about the gap, one about what you did or learned, then move to your readiness now.
Are you willing to relocate or travel?
Checking: Practical fit.
Answer: Clear answer with any conditions.
What kind of working environment suits you?
Checking: Culture fit.
Answer: Describe conditions where you've done your best work, connected to what you know of theirs.
Do you have the right to work here?
Checking: Eligibility.
Answer: Factual: your status and any visa transfer needs.
How did you hear about this role?
Checking: Source, and sometimes your network.
Answer: Say where, and if someone referred you, name them (with their permission).
Role-specific questions
Software and ITExpect a mix of fundamentals, design and how you work in a team.5
Walk me through a system you built. What would you change now?
Checking: Depth and judgement.
Answer: Context → architecture → one key trade-off → what you'd change and why.
How do you approach debugging a production issue?
Checking: Method under pressure.
Answer: Reproduce, gather evidence (logs, metrics), narrow down, fix, then prevent recurrence.
How do you decide what to test?
Checking: Quality mindset.
Answer: Risk-based: critical paths, edge cases, past failures; the level (unit, integration, end-to-end) for each.
Explain a technical concept to a non-technical person.
Checking: Communication.
Answer: Analogy → what it means for them → one example.
Tell me about a code review where you disagreed.
Checking: Collaboration.
Answer: STAR, focused on evidence and the shared goal.
Finance and accountingAccuracy, controls and explaining numbers to non-specialists.4
How do you make sure month-end close is accurate and on time?
Checking: Process and controls.
Answer: Your checklist, reconciliations, review steps and how you handle late items.
Tell me about an error you found in the accounts.
Checking: Attention to detail and integrity.
Answer: STAR: how you spotted it, fixed it and stopped it recurring.
How would you explain a variance to a budget holder?
Checking: Communication of numbers.
Answer: What changed, why, whether it will continue, what they can do.
Which systems and Excel functions do you use daily?
Checking: Practical skills.
Answer: Name them with what you use them for; offer a concrete example.
Sales and marketingNumbers, pipeline and how you think about customers.4
Talk me through your numbers for the last year.
Checking: Track record and honesty.
Answer: Target, result, ranking if relevant — and what drove it.
Sell me this product / pitch our service.
Checking: Discovery before pitching.
Answer: Ask two or three questions first, then link features to the needs you heard.
Tell me about a campaign that didn't work.
Checking: Learning from data.
Answer: STAR: the hypothesis, the result, what you changed.
How do you decide where to spend a marketing budget?
Checking: Commercial judgement.
Answer: Goals → channel evidence → test → scale what works.
HealthcarePatient safety, teamwork and handling pressure.4
Tell me about a time you advocated for a patient.
Checking: Patient-centred care.
Answer: STAR, focused on how you raised the concern and the outcome.
How do you prioritise when several patients need you at once?
Checking: Clinical judgement.
Answer: Assessment method (e.g. acuity), escalation, communication with the team.
Describe how you handled a mistake or near miss.
Checking: Safety culture.
Answer: Report, learn, prevent — and what changed.
How do you look after your own wellbeing in a demanding role?
Checking: Resilience and sustainability.
Answer: Concrete habits and support you use.
Teaching and educationLearners, planning and behaviour.4
How do you plan a lesson for a mixed-ability class?
Checking: Differentiation.
Answer: Objective → how you adapt tasks and support → how you check learning.
Tell me about a learner you helped make progress.
Checking: Impact.
Answer: STAR with evidence of progress.
How do you manage challenging behaviour?
Checking: Classroom management.
Answer: Prevention, consistent response, follow-up, involving others when needed.
How do you use assessment data?
Checking: Data-informed teaching.
Answer: What data, what you noticed, what you changed.
Engineering and constructionTechnical standards, safety and delivery.4
Describe a project from design to completion and your role in it.
Checking: Scope of responsibility.
Answer: Brief, constraints, your decisions, outcome against budget and programme.
How do you ensure designs meet the relevant standards?
Checking: Technical rigour.
Answer: Standards used, checks and reviews, sign-off process.
Tell me about a safety issue you identified on site.
Checking: Safety culture.
Answer: STAR: how you stopped work or escalated, and what changed.
How do you handle a client change late in a project?
Checking: Commercial and contract awareness.
Answer: Impact assessment, change control, communication.
Operations, logistics and projectsPlanning, risk and improving how work flows.4
How do you plan and track a project?
Checking: Method.
Answer: Scope, plan, risks, reporting rhythm, how you handle slippage.
Tell me about a process you made more efficient.
Checking: Improvement mindset.
Answer: Before, what you changed, after — with a measure.
How do you manage a supplier who isn't delivering?
Checking: Commercial management.
Answer: Evidence, conversation, agreed plan, escalation path.
Describe a time a project went off track.
Checking: Recovery and honesty.
Answer: STAR: early signs, actions, communication, result.
Customer service and supportEmpathy, resolution and staying calm.4
How would you handle an angry customer?
Checking: De-escalation.
Answer: Listen, acknowledge, clarify, resolve or escalate, follow up.
Tell me about a time you turned a complaint around.
Checking: Resolution.
Answer: STAR with the customer's final response.
How do you balance speed and quality with a long queue?
Checking: Prioritisation.
Answer: Triage, templates for common issues, when to take time.
What does good customer service mean to you?
Checking: Values.
Answer: A clear definition plus an example of you doing it.
HR and people managementFairness, judgement and confidentiality.4
How do you handle underperformance in your team?
Checking: Management approach.
Answer: Clarify expectations, find the cause, agree a plan, follow up, document.
Tell me about a difficult employee relations case.
Checking: Judgement and confidentiality.
Answer: STAR, anonymised: process followed, fairness, outcome.
How do you build engagement in a team?
Checking: Leadership.
Answer: Specific practices and evidence they worked.
How do you make a hiring decision?
Checking: Fair, structured hiring.
Answer: Criteria first, structured questions, evidence-based scoring.
Preparation checklist
A week before
- Re-read the advert and list its top five requirements.
- Prepare a STAR story for each requirement — five to eight stories cover most questions.
- Research the organisation: what it does, for whom, recent news, the interviewers on LinkedIn.
- Prepare your answers to the common questions out loud, not just in your head.
- Practise with a timer: two minutes per answer is plenty.
The day before
- Confirm the time, format, address or video link and who you're meeting.
- Test your camera, microphone and connection for a video interview.
- Print or save your resume, the advert and your notes.
- Prepare your questions for them.
- Plan your route or set up a quiet, well-lit space.
On the day
- Arrive 10 minutes early, or join the call 5 minutes early.
- Have water, a pen and your notes within reach.
- Listen to the whole question; it's fine to pause before answering.
- Use specific examples, and say what you did.
- Close by confirming your interest and asking about next steps.
Afterwards
- Send a short thank-you email within 24 hours, mentioning one thing you discussed.
- Write down the questions you were asked and how you answered.
- Note anything you'd answer differently next time.
- Follow up politely if you haven't heard by the date they gave you.
Questions to ask the employer
About the role
- What would success look like in the first six months?
- What are the biggest challenges for someone in this role right now?
- How has this role changed recently, and why is it open?
About the team
- How is the team structured, and who would I work with most closely?
- How does the team decide priorities and share feedback?
- What do people who do well here have in common?
About growth
- How is performance reviewed, and how often?
- What training or development do people in this role usually get?
- Where have people in this role moved on to?
About next steps
- What are the next steps in the process, and when should I expect to hear?
- Is there anything about my background you'd like me to clarify?
Prepare five to eight stories, not fifty answers
You can't memorise an answer for every possible question, and you don't need to. Prepare five to eight real stories from your recent work, each told with STAR, and you'll be able to adapt them to most behavioural questions.
- A success you're proud of, with a measurable result.
- A problem you solved by working out its cause.
- A disagreement you handled well.
- A mistake you made and what you changed.
- A time you worked under pressure or to a deadline.
- A time you led or influenced others without being their manager.
- A time you learned something quickly.
- A time you improved a process.
Video and phone interviews
- Put the camera at eye level and sit facing a window or lamp.
- Close notifications and other apps; keep a backup (phone hotspot, dial-in number).
- Keep brief notes beside the screen, not on it — reading is obvious.
- Pause a moment before answering; there's often a slight delay.
- For phone screens, stand up and smile — it changes your voice.
Handling salary questions
Research the range before the first call: published salary bands, similar adverts, and the total package (allowances, bonus, pension or end-of-service benefits). Give a range rather than a single number, say you're flexible on structure, and ask what the full package includes. If you're asked very early, it's fine to ask what range they've budgeted for the role.
Frequently asked questions
How long should an interview answer be?
One to two minutes for most questions. Behavioural (STAR) answers can run to about two minutes; “tell me about yourself” should be under two. Stop at the result and let the interviewer ask for more.
What is the STAR method?
Situation, Task, Action, Result. Set the scene briefly, say what you needed to achieve, spend most of the answer on what you did, and finish with what changed — with a number if you have one.
How many questions should I ask the interviewer?
Prepare three or four and ask two or three, depending on time. Ask about the work, the team and what success looks like; leave salary and benefits to HR unless they raise them.
What if I don't know the answer to a technical question?
Say so, then explain how you'd find out or reason through it. Interviewers value honest reasoning over a confident guess.
Should I send a thank-you email?
Yes, within 24 hours: a few lines thanking them, mentioning something specific from the conversation and restating your interest.