Answering interview questions
Interview questions demonstrate your suitability for the job. Understand the types of questions you may be asked so you can answer them accordingly.
Interview questions are used by potential employers to evaluate whether you're the right fit for a position.
Behavioural questions
Behavioural questions help interviewers understand how you've handled situations in the past so they can assess whether you’re the right fit for a role.
These questions are often the most challenging to answer, but a good way to approach them is by using the STAR method.
The STAR method
STAR stands for:
Situation, Task, Action, Result.
The STAR method offers a 4-part structure you can follow when responding to behavioral interview questions by using specific examples from your previous experiences.
This technique allows you to highlight your strengths and demonstrate how you've handled real-life situations.
Situation
Set the scene by describing a situation or challenge you faced. Use this as the context of your answer.
Allocate 20% of your overall answer to describing the situation.
Task
Next, detail the responsibility or task that was assigned to you to highlight the importance or the stakes of the situation.
Allocate 10% of your overall answer to explaining your task.
Action
Now explain the specific actions you took to address your task or responsibility. Use this opportunity to showcase your problem-solving skills and abilities.
Allocate 50% of your overall answer to detailing the action you took.
Result
The final step is explaining the results of your actions. Here you can show how you made a positive impact and that you are results driven.
Allocate 20% of your overall answer to explaining the results your action had.
STAR examples
The examples provided above are based on the question:
‘Tell me about a time you had to manage a challenging project, where your stakeholders weren't happy’.
The first example is as if answered by a mid-career project manager and the second is from the viewpoint of a recent high school graduate.
‘Tell me about a time you had to manage a challenging project, where your stakeholders weren't happy?’
Situation (20%) | Task (10%) | Action (50%) | Result (20%) |
|---|---|---|---|
While working as a project manager at ABC Corp, I was assigned a project that had already missed several deadlines and was facing client dissatisfaction. | My task was to get the project back on track, ensure all deliverables were met, and rebuild the trust with our client. | I quickly assessed the current status of the project. I then re-prioritised tasks, delegated responsibilities to team members based on their strengths and set up daily check-ins. I also maintained communication with the client, updating them on our progress and addressing their concerns. | As a result, we delivered the project 2 weeks ahead of the revised schedule. We regained the trust of our client and they signed on for an additional project because we were able to turn things around. |
Ensure you use the percentage allocation above to guide the amount of time you spend on each part of the answer.
Tell me about a time you had to manage a challenging project, where your stakeholders weren't happy?’
Situation (20%) | Task (10%) | Action (50%) | Result (20%) |
|---|---|---|---|
In high school, I was selected as the team leader for our senior project. Our team was tasked with raising funds and awareness for a local animal shelter. However, we weren’t working well together and some members weren't contributing as much as others. | My responsibility as the team leader was to ensure that all team members were actively engaged and that we met our goal of raising $2,000 for the animal shelter. Additionally, I had to address the team's cohesion issue and ensure that everyone felt valued and heard. | I organised a team meeting to address the concerns and to allow everyone to voice their opinions. I introduced team-building activities that fostered collaboration and trust. I also set up a feedback channel for any future concerns and distributed tasks based on each member's strengths and interests. | As a result, the senior year project team started working together more effectively. The project was completed ahead of schedule, and the team received positive feedback for improved collaboration and efficiency. |
Ensure you use the percentage allocation above to guide the amount of time you spend on each part of the answer.
Other question types
Depending on the role and the preferences of the interviewer you may also be asked the following types of question during an interview.
General questions
These questions are usually asked at the start of the interview. They help the interviewer find out more about you, your background and your career aspirations.
Example – ‘Tell me about yourself.’
Tip – keep your answers relevant and include:
your educational background
previous work experience, and
1 to 2 personal qualities or skills that make you suited for the job. Try to choose skills that are part of the selection criteria for the job.
Technical questions
These questions assess that you have the necessary knowledge and skills that were outlined in the job listing. They might require on-the-spot problem-solving or test your knowledge of recent developments in the field.
Example – ‘What programming languages are you proficient in?’
Tip – be prepared to explain general concepts related to your field and provide specific examples where you have used these concepts.
Situational questions
These questions are hypothetical and ask you to imagine how you would handle different situations related to your job. Unlike behavioral questions, which focus on past experiences, situational questions are about hypothetical scenarios you might face in the future, especially in the position you're applying for.
Example – ‘What would you do if you were assigned an important project with a tight deadline?’
Tip – ‘Describe your approach step-by-step, focusing on your problem-solving skills and ability to adapt to the situation presented to you.’
Sound familiar?
If you have handled a similar situation before – professionally, personally or in a volunteer capacity – let the questioner know and explain it using the STAR framework.
You can then conclude by explaining what you would do differently in the scenario that’s just been presented to you.
Values and motivation questions
Employers use these to gauge your values and motivations, to see if they align with the company's culture.
Examples – ‘Why do you want to work here?’ or ‘Where do you see your career headed?’
Tip – Research the company beforehand. Talk about how its values align with yours and how the role aligns with your career goals.
Talk to a specialist
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