What are the most common interview questions and how to answer them?

For some, a recruitment interview is an exciting challenge; for others, it is a stressful exam-like ordeal where it is better not to fail. Whichever group you belong to, one thing is certain: good preparation is the key to success.

Recruiters have their favourite questions, which come back like a boomerang. Not because they run out of ideas, but because these specific questions help to assess key competencies, the candidate’s mindset and whether he or she fits in with the company. However, it’s not just what you say that’s important, but also how – tone of voice, confidence and consistency of narrative also play an important role.

Do you need to learn ready-made answers? Absolutely not. It’s about knowing what to expect and being able to formulate thoughtful, authentic statements. Most questions can be anticipated – and that means you can prepare well for them.

“Tell us about yourself” – how not to lose an interview right from the start

A seemingly trivial question, but one that can cause problems. And a big one at that. It is not a question of summarising your CV or telling about your childhood. The recruiter expects a concise but succinct answer that shows your career path in a logical and coherent manner.

The best way to approach this is in a scheme: past – present – future. Start with what you’ve done before, mention your current role and end with a brief mention of where you want to grow. The key? Tailoring your answer to the position you are applying for.

Wrong: “I have 10 years’ experience in a variety of industries, having started out as a salesman, then worked in marketing and more recently tried my hand at IT.”

Good: “I have worked in retail for several years, specialising in customer service and sales. In my previous company I was responsible for training new employees and optimising processes in the warehouse. Now I would like to develop in team management, so this position fits perfectly with my plans.”

Short, concrete and to the point.

“What are your strengths?” – sell yourself, but with class

It’s not about reciting a list of qualities that sound like they’re from a job advert. Recruiters want to hear more than “I’m hardworking and responsible”. It’s good to emphasise what really makes you stand out – and back it up with an example.

Instead of: “I am communicative(-a)”, say:
“I am always keen on smooth teamwork. At my previous company, I implemented a new system for communicating between departments, which reduced project times by 15%.”

Recruiters value specifics, not empty declarations.

“What are your weaknesses?” – don’t fall into the trap

This is one of those questions that can be a minefield – if you play it wrong. Answers like “I’m a perfectionist” are stiff and unreliable. It’s also no good talking about qualities that might disqualify you.

It’s best to point out something that was actually once your weakness, but that you’re already working on.

For example: “I used to have a problem with delegating tasks because I preferred to do everything myself. However, I realised that effective collaboration is the key to success, so I started to involve the team more, share tasks and ask for feedback regularly.”

By doing so, you show an awareness of your limitations and a willingness to work on yourself. And this is what recruiters value.

“Why do you want to work for our company?” – or how to avoid clichés

Now that you’ve been able to talk about your strengths and weaknesses, it’s time to show why this company is the ideal place for you to grow. “Because your company is well-known” or “because you have a good atmosphere” are answers that can only hurt you. The employer wants to know if you are actually interested in the position or if you are just sending your CV everywhere.

A good answer should include two things:

• Evidence that you know the company – you can mention its projects, work culture or approach to innovation.
• How you will fitin – show that your competencies fit with what the company does.

Instead of: “Because it’s a great company”, it’s better to say: “I like your approach to data-driven marketing. I’ve been working with digital analytics for years and I see that I can make a real contribution to your team.”

“Where do you see yourself in five years?” – don’t say you don’t know

This question doesn’t ask you to give a specific date for promotion, but to show that you have a plan. Companies don’t want to invest in someone who will get bored and leave in a year.

If you’re applying for a specialist position, you don’t have to say you want to be a director – but it’s worth indicating that you want to progress within a particular career path.

Example:
“I would like to further develop my analytical skills and manage larger projects in the future. I see that your company offers such opportunities, so I think it’s the perfect place for me.”

“Why should we hire you?” – time to summarise

Now that you know the direction you want to take the company, it’s time to prove that you are the best person for the position. This question is the perfect opportunity to highlight your strongest assets. It’s best to focus on three elements:

• Your experience – how your knowledge can help the company.
• Your skills – what you can do better than others.
• Your motivation – why this position interests you.

It’s not about repeating your CV, but about combining these aspects into a coherent narrative.

The STAR method – how do you answer behavioural questions?

Many recruiters ask questions that start with “Tell us about a situation in which…”. These are so-called behavioural questions that test how you react in certain situations.

It is best to use the STAR method, which makes it easier to structure your statements:

• S (situation) – Describe the context briefly.
• T (task) – Explain what your task or challenge was.
• A (action) – Say what you specifically did.
• R (result) – Present the effect of your actions.

Example:
“In a previous company, I noticed that many customers were abandoning their shopping carts in the online shop. My task was to identify the cause and propose a solution. After analysis, it turned out that the problem was an unclear return policy. I introduced clearer communication on the website, which reduced the number of abandoned baskets by 20% in three months.”

“Do you have any questions for us?” – examples of smart questions to ask a recruiter

Not answering this question is a wasted opportunity. Here are some good questions:

• What does a typical working day look like for this position?
• What are the biggest challenges in this role?
• What are the development paths within the company?

A good interview is not just a matter of answering questions – it is also about being able to present yourself in an authentic and convincing way. Preparation, concrete examples and confidence can determine success.

Recruiters don’t expect flawless candidates, but people who know who they are, where they are going and what they can offer the company. And if you approach the interview with this mindset, you have a much better chance of getting your dream job.