Top 10 common interview questions and how to answer them

Job interviews can be both exciting and nerve-wracking. Most of the time, you walk in not knowing what to expect. While every interviewer has their own style, most draw from the same pool of questions.

We looked through leading job boards and career platforms to bring you the ten most common interview questions, plus a bonus, and how to answer each of them well.

One piece of advice came up consistently across every source: use the STAR method. It stands for Situation, Task, Action, and Result, and is a simple but effective framework for structuring answers to behavioural questions. Here is your study guide.

“Tell me about yourself”

The undisputed number one question. Interviewers are not looking for your life story, and they do not want you to recite your entire resume either. The purpose of this question is to understand, quickly, why you are the right person for the role.

Tailor your answer to this position, highlight relevant experience and skills, and touch on personality traits that suggest you would fit well into their culture.

A useful formula for answering this question is to follow the “present, past, and future” order. Start by talking about your current role, what you do and one notable achievement, then give some background on how you got there and any other relevant experience. Finally, talk about what you are looking for and why this specific role interests you.

“What are your greatest strengths?”

An employer wants to hire someone who knows what they bring to the table, so this is your chance to show you are capable of self-reflection. Narrow it down to at most three strengths. Pick one or two skills that will help you excel at the job and one or two personal traits that speak to who you are as a team member. 

Every strength should be backed by a specific situation or story that shows how you have applied it at work.

It is not enough to just say you are great at problem-solving without any evidence. Talk about a time you faced a real challenge, how you stayed composed, the steps you took, and how you still delivered what was needed.

“What is your greatest weakness?”

Similar to the previous question, but this one requires a little more careful thought. Your weakness should be truthful, but it should not be something that would affect your performance in this role or be a poor reflection of your character. 

Like your strengths, every weakness should be backed by a specific, self-aware narrative, followed immediately by what you are doing to address it. If you have a tendency to overcommit, explain how you have improved by prioritising tasks and delegating when needed.

If public speaking makes you nervous, acknowledge that it is an important skill in most careers and share that you have been building confidence by volunteering to lead internal team updates. Showing active growth is what matters most.

“Why do you want to work here?”

This question reveals whether you have done your homework. Interviewers want to know if you understand the specifics of the position, have genuinely considered whether your skills and experience are a good fit, and that their company is truly somewhere you want to be. 

Saying you admire the brand is not enough. Name something specific about the company’s mission, values, or product that genuinely resonates with you, and connect it to your own experience and expertise.

A strong candidate does not just explain why the company is a good fit for them. They use this question as an opportunity to show what they can bring to the organisation.

“Why should we hire you?”

This is your pitch moment. Describe your personal value proposition, how you can contribute to the company and why you are well-equipped to do so. Tie your answer to the company’s needs rather than your own career goals, and tailor it to the specific role you are applying for.

A useful structure is to combine a creative skill, an analytical skill, and a proven result. Together, these three things can make a strong case for why you are the right person for this team.

“Where do you see yourself in five years?”

Your answer here has to be anchored to the role you are interviewing for. Avoid talking about moving into a completely different field, starting your own business, or anything too personal, as it signals low commitment.

Interviewers want to see a willingness to learn, grow within the company culture, and develop relevant skills over time.

A good formula is to describe a short-term goal tied to excelling in this role, followed by a longer-term vision, such as a leadership or more senior position in the field. Weave the company you are interviewing for into that vision, so it feels like a natural next step rather than just another job.

“Why are you leaving your current job?”/”Why did you leave your last role?”

This is a favourite question amongst interviewers as it reveals a candidate’s true motivations and provides genuine insight into what drives them. Be honest if you left due to company restructuring or had to take time off, but keep it brief and move quickly into why you are excited about this next step.

The most important rule is to never speak negatively about a former employer, manager, or team, no matter the circumstances.

It reflects more negatively on you than them. Frame your departure as an opportunity to seek growth and new challenges, and focus on what you are moving towards rather than what you are leaving behind.

“Tell me about a challenge or conflict you’ve faced at work, and how you handled it”

The STAR method is key here, as it keeps your answer focused and results-oriented. Set the scene and explain the problem quickly, but spend more time on how you resolved it.

Include a concrete result if relevant, and mention what you would do differently next time, as it shows an openness to learning.

Interviewers are mostly looking for evidence that you are willing to face difficult issues head-on, that you have a clear train of thought when it comes to problem-solving, and that you make an attempt at resolution rather than avoiding conflict altogether.

“Describe a time you were successful on a team”

The STAR method is useful here again. Interviewers are looking for structured answers that demonstrate your ability to communicate, delegate, and collaborate effectively. Come prepared with a specific example that does all three.

A good answer should name the team and the shared goal, then explain your specific role and contribution. Describe how you maintained clear communication across the group, and close with a concrete result that the team achieved together.