Interview questions come in all shapes and sizes…
Preparing for an interview can be a difficult task. Why? Because coming up with answers to all the possible questions you could be asked is easier said than done. But almost every interview question can be categorised - making it much easier to figure out why an employer is asking it, and how you should formulate your answer.
We've already covered the types of interviews you might have, but here are the most common types of interview questions (and our top tips on how to answer them):
Classic interview questions
What are they? Classic interview questions form the basis of almost every other interview question. Whilst they come in all shapes and sizes, they're generally asked to put the ball in your court. In other words, the interviewer is saying they want you to do the talking. So nope, one word answers won't cut it here.
When are they asked? Classic interview questions are likely to come up in almost every interview - making them the most common across all fields and interview types.
How to answer them: Answering a classic interview question well comes down to your ability to talk about how your skills, experience, and personality match up with what the employer is looking for. Many also require you to talk about certain aspects of your CV in more detail - so take this as the perfect opportunity to prove you're a good fit.
The worst thing you can do: Tell your entire life story, complete with why you stopped believing in Santa at age 6.
Examples:
- Tell me about yourself
- What are your weaknesses?
- Why is there a gap in your work history?
- Why did you apply for this job?
Common interview questions and answers
How to explain a gap in your CV
Career goal questions
What are they? Career goal questions are asked to let employers know where you are in your professional life, and what your future plans are. Your answers will tell them whether you're a good fit long-term, or if their role is simply a stepping stone to something else (and/or a second choice).
When are they asked? Career goal questions are likely to be asked in a number of circumstances, but are mostly commonly aimed at recent graduates, career changers or serial job hoppers.
How to answer them: Preparation is key. Aside from creating a clear picture of your professional outlook (see: a career plan), you also need to make sure your future aligns with theirs. This means doing your company research - not only to understand what they're looking for right now, but also what they'll need to have further down the line.
The worst thing you can do: Tell them you want to be doing their job (or similar, cliché answer).
Examples:
- Why do you want to work here?
- Where do you want to be in five years' time?
- What's your dream job?
- What motivates you?
Five career goal questions, and how to answer them
20 dream jobs that actually exist
Character questions
What are they? Character questions are a reliable indicator of what we're capable of achieving. After all, even the most intelligent person on earth won't get anywhere without a solid character to match. Your answers will reveal everything an employer needs to know about your morals, integrity, values, and generally speaking - who you really are.
When are they asked? Character questions could feature at any kind of interview, but will often be asked when the role involves team work, difficult situations (e.g. with customers or clients), and making quick, fair judgements.
How to answer them: Focus on demonstrating your appreciation of values (both your own and the company's), positive work ethic, ability to work well with others and handle tough situations. Show you can do the job, and fit in (without breaking anything), and you'll be on the right track.
The worst thing you can do: Lie.
Examples:
- What are your core values?
- Who do you admire, and why?
- Tell me about a time you dealt with a difficult person
- When were you last angry, and why?
Five character questions, and the answers that will get you hired
Competency questions
What are they? Competency questions (or behavioural questions) focus on finding evidence of your ability to do the job, requiring you to provide real examples of 'times you've demonstrated [blank]' or 'how you'd react in [hypothetical situation]'. Their purpose? To weed out those who are all talk, and shortlist the ones who can actually back up their claims.
When are they asked? Competency questions are often asked when practical ability takes precedence over previous experience, achievements, or qualifications. Because competency can be demonstrated in any area of your life, these questions are particularly common for entry-level roles.
How to answer them: Three words: Prepare. Your. Examples. Interviews can cause the best of us to draw a blank, and relying on thinking fast is unlikely to yield the best results. So before the interview, highlight the key skills in the job description. Secondly, think of an example that proves you have each attribute. Then, use the STAR method to give context to your answer.
The worst thing you can do: Make it up as you go along.
Examples:
- Tell me about a time you've worked to/missed a deadline
- Tell me about a big change you've had to deal with
- Tell me about a time you supported a member of your team who was struggling
- Give an example of a time you've had to improvise to achieve your goal
Five key competency questions: revealed
Strengths-based questions
What are they? Strengths-based questions assess what you genuinely enjoy and excel at, rather than just what you can do. Interviewers are trained to read your body language and energy levels to spot when you're talking about something you're passionate about versus something you've just prepared. The key difference? These questions rarely need structured examples like competency questions - they're more about how you say things than what you say.
When are they asked? Strengths-based questions are increasingly popular across industries, particularly in interviews for graduate schemes and roles where cultural fit matters. You might face around 40 rapid-fire questions designed to assess consistency in your enthusiasm.
How to answer them: Be authentic, and focus on showing genuine energy and enthusiasm when discussing things you love doing. Your body language, tone, and facial expressions matter as much as your words. Answer the question directly first, then expand on your reasoning. And, don't try to game it - interviewers are trained to spot rehearsed answers.
The worst thing you can do: Give monotone, lifeless answers that contradict your supposed 'strengths'.
Examples:
- Do you prefer starting or finishing tasks?
- Are you a leader?
- What type of people do you hate working with?
- Do obstacles distract you from working towards a goal?
- Do you think it's important that others think your work is of a high quality?
How to deal with interview anxiety
Curveball and creativity questions
What are they? These questions are designed to put you under pressure, whether it's to throw you a curveball and see how eloquently you can dodge it, or test your ability to be creative on the spot. Although these two question types aren't exactly the same, they have one key similarity: there's no one right answer.
When are they asked? It's not uncommon for a curveball or creativity question to be thrown into just about any type of interview - but will be most prominent in roles that require a high level of 'thinking on your feet' and creativity. They're also used to spot talent in group interviews.
How to answer them: Remember: your answer isn't as important as your reasoning. So instead of looking at the question literally, take a deep breath and think about why they're asking it. It might seem irrelevant to discuss what type of biscuit you'd be - but since the employer's looking for someone who can improvise on abstract subjects, that's exactly what you should focus on doing.
The worst thing you can do: Cry.
Examples:
- If you were an animal, what would you be?
- Every CV has one lie in it. What's yours?
- Tell me about the last good idea you had
- Sell me this pen
How to answer curveball questions
12 things you should never do at an interview
Situational judgement questions
What are they? Situational judgement questions present you with a hypothetical work scenario and ask how you'd handle it. You might be given multiple-choice options to rank from best to worst, or asked to generate your own response. These questions test your decision-making, problem-solving, and interpersonal skills without requiring you to have direct experience in the situation.
When are they asked? Situational judgement questions are common in assessment centres and structured interviews, particularly for graduate schemes, public sector roles, and positions requiring strong judgement skills. They're especially useful when hiring for junior roles where experience is limited.
How to answer them: Think logically and talk through your reasoning out loud, and don't make assumptions about details not provided in the scenario. Additionally, consider multiple perspectives and explain why you'd choose one approach over another. If given options, clearly state which you think is best and worst, with reasoning for each.
The worst thing you can do: Jump to conclusions without considering the full situation, or fail to explain your thought process.
Examples:
- What would you do if you were given a tight deadline and limited resources?
- How would you handle a situation where a team member wasn't pulling their weight?
- If a customer made an unreasonable demand, how would you respond?
- You discover a colleague has made a serious error. What do you do?
Interview answers that quietly ruin your chances (and what to say instead)
Technical interview questions
What are they? Technical questions assess your industry-specific knowledge and expertise. These could relate to your degree subject, technical skills required for the role, or specialist knowledge within your field. They're designed to verify you have the hard skills needed to do the job, and often allow for a more in-depth conversation about your technical capabilities.
When are they asked? Technical interview questions are most common in fields like engineering, IT, finance, law, science, and consulting. You'll face these when the role requires specific technical expertise or professional knowledge that needs to be verified before you’re hired.
How to answer them: Demonstrate your knowledge confidently, but don't be afraid to admit if you don't know something. Talk through your thought process when solving problems, and if appropriate, ask clarifying questions. Remember - for graduate roles, employers understand you won't be an expert yet.
The worst thing you can do: Bluff your way through or pretend to know something you don't.
Examples:
- How would you calculate a company's free cash flow?
- What do you think is the biggest issue our sector faces today?
- If interest rates rise, what happens to bond prices?
- Explain [specific technical concept] in simple terms
- What tools would you use to diagnose this problem?
Manager interview questions and answers
Case interview questions
What are they? Case interviews present you with a business problem or scenario that you need to work through in real-time. You'll typically need to analyse the situation, ask clarifying questions, structure your approach, and propose solutions - all whilst explaining your thinking out loud. These are less about getting the 'right' answer and more about demonstrating how you think.
When are they asked? Case interview questions are predominantly used in consulting, finance, and strategy roles. They're the cornerstone of consulting firm interviews and increasingly common in other analytical roles.
How to answer them: Take a moment to organise your thoughts before diving in, and ask clarifying questions to gather information. Structure your approach using frameworks (but don't force them), while thinking out loud so the interviewer can follow your logic. You should also be comfortable with numbers and estimates. Bonus tip: listen out for any hints the interviewer provides, which could help point you in the right direction.
The worst thing you can do: Jump straight into solving without understanding the problem, or go silent without explaining your thinking.
Examples:
- A logistics company is experiencing delivery delays. How would you identify the root cause?
- How would you increase profits for a struggling retail chain?
- Estimate the market size for electric cars in the UK
- A client's revenues are stable but profits are dropping. What could be happening?
What to bring to a job interview
Brainteaser questions
What are they? Brainteaser questions test your mental arithmetic, logic, and ability to stay calm under pressure. They range from straightforward maths problems to abstract puzzles requiring creative thinking. With these questions, the employer isn't always looking for the correct answer (especially for estimation questions) - they just want to see how you approach problem-solving.
When are they asked? Brainteaser questions are most common in technical, finance, and analytical roles. They're less popular than they used to be, but still crop up occasionally - particularly at firms with a reputation for challenging interviews.
How to answer them: For maths questions, talk through your working out. For logic puzzles, explain your reasoning step-by-step. For estimation questions, state your assumptions clearly. The most important thing of all? Stay calm, take your time, and don't be afraid to ask clarifying questions.
The worst thing you can do: Panic, go silent, or give up without trying.
Examples:
- If you have seven blue socks and nine pink socks in a drawer, how many do you pull out blindly before you have a matching pair?
- How many tennis balls would fit in this room?
- What's 18 multiplied by 19?
- Why are manhole covers round?
- How would you weigh an aeroplane without a scale?
Common job interview mistakes (and how to avoid them)
Role-play interview questions
What are they? Role-play interviews ask you to act out a scenario relevant to the job. You might handle a difficult customer complaint, deliver bad news to a team member, or negotiate with a supplier. Sometimes you'll do this individually, other times as part of a group exercise where everyone tackles the scenario together.
When are they asked? Role-play interview questions are common for customer service, sales, management, and any role requiring strong interpersonal skills. They're popular in assessment centres and for graduate schemes.
How to answer them: Treat it seriously (even if it feels awkward), staying in character and responding naturally to what's happening. You should also listen actively and adapt your approach if needed. And if it's a group exercise, make sure you contribute meaningfully without dominating. The key to standing out is to demonstrate empathy, professionalism, and problem-solving skills.
The worst thing you can do: Perform a comedy skit, or freeze up and refuse to engage with the scenario.
Examples:
- Handle a customer who's furious about a delayed order
- Give feedback to an underperforming team member
- Negotiate a discount with a challenging supplier
- Resolve a conflict between two colleagues
- Present a new idea to a sceptical stakeholder
Group interview tasks, activities, and questions
How to: Manage conflict in the workplace
Qualification and experience questions
What are they? These straightforward questions verify the information on your CV and explore your professional background. Employers use them to confirm you have the education, training, certifications, and experience they're looking for. They'll also assess how your past roles and responsibilities align with what they need.
When are they asked? Qualification and experience questions are used throughout the interview process, but are particularly common in early screening calls and first-round interviews. They help employers establish baseline suitability before diving into more complex questions.
How to answer them: Be honest and specific, providing context for your qualifications and explaining how they're relevant to the role. If discussing previous roles, focus on achievements and what you learned.
The worst thing you can do: Lie about qualifications or experience, or be vague when asked to elaborate on your CV.
Examples:
- What certifications do you hold relevant to this position?
- How many people were on your team at your last job?
- What were your main responsibilities in your previous role?
- What's the highest level of education you've completed?
- How long were you in your last position?
- Can you explain this gap in your employment history?
How to explain a gap in your CV
Frequently asked questions
How many types of interview questions should I prepare for?
Focus on preparing for the main question types likely in your field. Most interviews include classic, competency, and career goal questions. Technical, case, or brainteaser questions depend on your sector - software engineers should expect technical questions, while management consultants should prepare for case interviews. Review the job description and research the company's interview process to prioritise your preparation.
What's the STAR method and when should I use it?
The STAR method (Situation, Task, Action, Result) is a structured way to answer competency-based and behavioural questions. Describe the Situation briefly (10%), explain the Task (10%), detail the Actions you took (70%), and share the Result (10%). Use it whenever asked 'tell me about a time when...' or 'give me an example of...' questions.
Can I prepare examples in advance without sounding rehearsed?
Absolutely. Prepare flexible examples that demonstrate different skills, but don't memorise word-for-word scripts. Have 5-7 solid examples from your experience that you can adapt to various questions, and practice telling them naturally, focusing on the key points rather than exact wording. This gives you confidence whilst keeping your answers authentic.
What if I don't know the answer to a technical question?
Be honest. Say something like 'I'm not familiar with that specific concept, but here's my understanding of the broader area...' or 'I'd need to research that, but my approach would be...' Employers value intellectual honesty and problem-solving over pretending to know everything. For graduate roles especially, they understand you're still learning.
How do I handle curveball questions I've never heard before?
Take a breath and think about why they're asking. Curveball questions aren't about the 'right' answer - they're testing how you think under pressure. Talk through your reasoning out loud, even if your answer seems unconventional. The interviewer wants to see your thought process, creativity, and composure, not a perfect response.
What should I do if I'm asked multiple question types in one interview?
Stay flexible and adapt your approach to each question type. If you're asked a competency question, use STAR. If you get a brainteaser, talk through your logic. If they throw in a curveball, show creativity. The key is recognising which type of question you're being asked and responding appropriately. This adaptability itself demonstrates strong interview skills.
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