Most interviews follow a predictable pattern. Employers want to know three things: can you do the job, will you do it well, and will you fit with the team? If you prepare for the most common questions and practise structured answers, you will feel calmer and come across as more confident. This guide covers the questions you are most likely to hear and how to answer them.
Information checked: 24 October 2026.
How to Prepare Before the Interview
- Read the job advert again and list the five most important requirements.
- Research the employer: what it does, its customers, recent news and its values.
- Prepare six to eight stories from your experience that show the key skills.
- Practise aloud, ideally with a friend or by recording yourself.
- Plan the logistics: route, timing, documents, or for video interviews your camera, sound and internet connection.
The STAR Method for Behavioural Questions
Many questions start with “Tell me about a time when…”. These are behavioural questions, and the STAR method helps you answer them clearly:
| Step | What to say | Approximate share of answer |
|---|---|---|
| Situation | The context, briefly | 10% |
| Task | Your responsibility | 10% |
| Action | What you did, step by step | 60% |
| Result | The outcome, with numbers if possible | 20% |
Focus on “I”, not only “we”, so the interviewer understands your contribution. End with what you learned if the result was not perfect.
“Tell Me About Yourself”
This is often the first question. It is not an invitation to share your life story. Use a simple present, past, future structure in about 60 to 90 seconds:
- Present: your current role and main strength.
- Past: one or two relevant achievements or experiences.
- Future: why this role is the logical next step.
“Why Do You Want This Job?”
Show that you have researched the role and the employer. Mention two or three specific things, such as the type of work, the team, the company’s customers or its training opportunities, and link them to your skills and goals. Avoid answers focused only on pay or location.
“What Are Your Strengths?”
Choose two or three strengths that match the job advert, and support each with a short example. For instance: “I am very organised. In my last role I created a shared rota system that cut scheduling conflicts significantly.”
“What Is Your Greatest Weakness?”
Pick a real but manageable weakness that is not essential to the job, and explain what you are doing to improve. For example: “I used to find it hard to delegate, so I now agree clear responsibilities at the start of each project and check progress weekly.” Avoid clichés such as “I am a perfectionist” with no evidence.
“Tell Me About a Time You Handled a Difficult Situation”
Use STAR. Choose an example where you stayed calm, communicated clearly and found a solution. It might involve an unhappy customer, a tight deadline or a disagreement with a colleague. Never criticise former employers or colleagues personally.
“Why Are You Leaving Your Current Job?”
Keep it positive and forward-looking: “I have learned a lot, and I am now looking for a role with more responsibility in logistics planning.” If you were made redundant, say so simply; redundancy is common and not a reflection on you.
“Where Do You See Yourself in Five Years?”
The interviewer wants to know whether you are motivated and likely to stay. Talk about developing your skills, taking on more responsibility and growing with the organisation, rather than naming a specific job title.
“What Are Your Salary Expectations?”
Research typical pay for the role in your area before the interview using official data and reputable salary surveys. Where possible, give a researched range and say you are flexible depending on the full package. Our guide to salary negotiation covers this in detail.
Questions You Should Ask the Interviewer
Always prepare two or three questions. Good examples:
- What does success look like in the first three to six months?
- What are the biggest challenges for the team right now?
- How is training and development handled?
- What are the next steps in the process?
Avoid asking about holidays or pay in a first interview unless the interviewer raises them.
Video and Phone Interviews
- Test your camera, microphone and the meeting link in advance.
- Use a quiet room with neutral background and light in front of you.
- Look at the camera when speaking, not only at the screen.
- Keep your CV and notes nearby, but do not read from them.
- For phone interviews, stand up and smile while speaking; it improves your tone.
Body Language and Presentation
Arrive five to ten minutes early, dress slightly more formally than the team’s everyday dress, and keep a friendly, natural manner. Listen carefully, pause before answering difficult questions and ask for clarification if you need it.
After the Interview
Send a short thank-you email within 24 hours, mentioning one thing you enjoyed discussing. If you do not hear back by the date given, a polite follow-up is fine. If you are unsuccessful, ask for feedback; many employers will share a few points.
Your Rights in Interviews
In many countries, employers must not discriminate on grounds such as age, sex, race, religion, disability or pregnancy. In the USA, the Equal Employment Opportunity Commission explains these protections. If you are asked an inappropriate question, you can politely redirect the conversation to your ability to do the job.
Panel Interviews, Assessment Centres and Tests
Not every interview is a one-to-one conversation. Larger employers and public sector organisations often use other formats:
- Panel interviews: two to five interviewers take turns asking questions. Make eye contact with the person who asked the question, but include the rest of the panel as you answer. Note everyone’s name and role at the start.
- Assessment centres: a half day or full day of activities such as group exercises, presentations, role plays and written tasks. Assessors usually score how you work with others, not just whether your group “wins”. Listen, build on other people’s ideas and keep track of time.
- Skills tests: typing, numeracy, coding, writing or job-specific tasks. Ask in advance what format to expect and practise with free examples of similar tests.
- Case or task interviews: you are given a problem and asked to talk through your thinking. Interviewers value a clear structure and stated assumptions over a perfect answer.
If you need adjustments because of a disability, such as extra time or a different format, you can ask the employer in advance. Many employers have a process for this.
Turning a Rejection Into Progress
If you are not offered the job, reply politely and ask whether they can share any feedback. Not every employer will, but useful comments can improve your next interview. Keep a simple log of the questions you were asked and how you answered them. Over several interviews, patterns appear, and you can prepare stronger stories for the questions that come up most often.
Frequently Asked Questions
How long should my answers be?
Most answers should take one to two minutes. Behavioural (STAR) answers may take slightly longer.
What if I do not know the answer?
Be honest, explain how you would find out or approach the problem, and relate it to similar experience.
How many examples should I prepare?
Six to eight strong stories can cover most behavioural questions if you adapt them.
Is it acceptable to bring notes?
Yes, a short list of questions and key points is generally acceptable. Do not read answers word for word.
What should I wear to an interview?
Match or go slightly above the company’s normal dress code. When unsure, smart casual is a safe choice.
How soon should I follow up?
Send a thank-you note within a day, and follow up about a week after the expected decision date if you have not heard.
Summary and Next Step
Interview success comes from preparation: know the job, know your stories and practise them aloud. Use STAR for behavioural questions, ask thoughtful questions and follow up politely. Next, prepare for the offer stage with our guide to negotiating salary.