Most candidates study for their interviews by learning long lists of answers by rote. It seems like it is productive, but when the interviewer says something different it crashes. Instead, finding the meaning behind these questions is a better way to go.
This guide is for anyone who receives a question that they need to answer. It is applicable as the first position, as well as for the position of top-tier employee.
Type 1: Behavioral Questions
The ones that begin with “Tell me about a time when…” are used by interviewers to infer future actions from previous ones.
Apply STAR (Situation, Task, Action, Result).
Situation: Describe one or two sentences that set the scene.
Task: Explain your responsibility.
Action: Explain what you did, not the team.
Result: Report the result, if possible using numbers.
Sample: “Describe a time when you missed a deadline.” Describe why the project was finished early, what you changed, and why it was finished early. Answers should be limited to approximately 90 seconds.
Type 2: Technical and Skill-Based Questions
These check if you have the ability to perform the task! Interviewers are interested in how you think as well as what you say.
Use the thinking aloud strategy to help them understand your thinking.
Seek clarification questions prior to solving.
When answering a question if you don’t know the answer, tell the class how you would find it out.
Example: “If an app loads slowly, what can you do to make it faster? A good response begins with determining the extent of the problem, followed by a focus on the cause, and finally a suggested solution.
Type 3: Situational Questions
These are ‘what if’ questions that challenge judgment and priorities.
To apply the C-P-A-R method:
- Clarify the situation
- Focus on the most important things
- Have a single action that you take first
- Repeat until correct, and get feedback.
Sample: “If two managers ask me to do different work what will I do?” Explain the due dates, discuss and then work out a sequence.
Type 4: Motivation and Culture-Fit Questions
- Interview questions asking you about your desire for the position test to see if you did your research and will stay committed to the company.
- Talk about one thing, like a product, a value or a recent project, about the company.
- Relate it to one’s personal objectives.
- Don’t answer questions regarding salary or convenience only.
Quick-Reference Table
Save this table for last-minute revision:
| Question Type | What It Tests | Best Method |
| Behavioral | Past behavior | STAR |
| Technical | Skills and reasoning | Think out loud |
| Situational | Judgment | C-P-A-R |
| Motivation / Culture | Genuine interest | Research + personal link |
Questions You Should Ask Back
- An interview is a two-way dialogue. Create 2-3 questions of your own:
- What will success be defined by in the first 90 days?
- What are the key issues the team is dealing with?
- How is feedback provided and accepted here?”
Final Prep Checklist
- Create three ‘STAR’ stories that can be modified for various questions
- Reorganize essential job-related abilities
- Find out the company’s products and values.
- Say the answers aloud not in your head,
- Prepare questions to ask the interviewer
Final Takeaway
It is impossible to know all the questions, but you can identify the kind of questions. Know the four types; practise one for each and you will be able to take most questions during an interview down the barrel with ease, including the unlikely ones. When you prepare by following patterns, there’s no comparison to memorization.
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