Interview Preparation Resources

1. Research the Organization

Do your homework first!

This will help you understand the products, services, and client base of the organization and make you stand out as a candidate.

• Utilize Handshake, the company’s website, and social media platforms to learn about the organization from multiple perspectives.
• Use AI-assisted search tools (such as Copilot, Perplexity, or Gemini) to identify company culture themes, then validate findings on the company’s website. Search the company site for terms such as culture, values, mission, careers, employee experience, and DEI to find firsthand information about workplace culture.
• Check LinkedIn for connections who work at the company and consider reaching out. If you don’t have direct connections, review current employees to identify any mutual connections. You can then reach out to a shared contact with a message such as “Hi Karen, I noticed we both know Steve. I’m applying to your company and would love to hear your perspective on what it’s like to work there.”
  

2. Review the Job Requirements

Make sure you understand the job you are applying for.

One of the most important things you can do when job searching is to show companies how well you're qualified for the jobs you're applying for.

Job postings are typically broken into several sections.

• Information about the company
• Details on the desired qualifications of applicants
• A description of the responsibilities involved in the role

The next step is to make a connection between your skills and the employer's requirements by creating a list of the preferred qualifications for the ideal candidate for your target job. If a job advertisement is well-written and detailed, you might be able to assemble much of your list straight from the ad.

Extract any of the keywords describing skills, qualities, or experiences that the employer has listed as required or preferred. Also, review the job duties and make some assumptions about the qualifications needed to carry out those duties.

For example, if the ad mentions that you would organize fundraising events for potential donors, you can assume that event-planning skills would be highly valued and should be added to your list.

3. Practice Your Storytelling

Do you struggle to give concise answers to interview questions? Are you unsure how to share your accomplishments during an interview without sounding boastful?

Utilize the STAR technique to make sure your stories make an impact. 

The STAR interview response method is a way of answering behavioral interview questions. Behavioral interview questions are questions about how you have behaved in the past. Specifically, they are about how you have handled certain work situations. Employers using this technique analyze jobs and define the skills and qualities that high-level performers have exhibited in that job.

STAR stands for Situation, Task, Action, Result. Using this strategy is particularly helpful in response to competency-focused questions, which typically start out with phrases such as, "Describe a time when..." and "Share an example of a situation where...."

See "The STAR Method" section below for guidance and examples.

4. Plan How to Get There and What to Bring and Wear

Prepare ahead to reduce stress on interview day.

Make sure you have copies of your resume and a professional padfolio and pen to take notes for an in-person interview.

If you are interviewing on location, print out a map with directions, secure a parking location, and time out your drive. You don't want to be late to an interview because you got lost or couldn't find a parking spot!

In the case of a virtual interview, prepare your notes, check your technology, and ensure that you are in a quiet location without distractions in the background.

For both in-person and virtual interviews, dress professionally—ideally in a suit. Because dress expectations can vary by company, it’s best to err on the side of being more formal if you’re unsure. If you need additional guidance, check with your interview coordinator about appropriate attire.

5. Use Great Verbal and Non-Verbal Communication Skills

You only get one chance to make a great impression!

Present yourself confidently and professionally throughout the entire interview—you never know who may influence the hiring decision. Maintain good posture, make eye contact, offer a firm handshake (when in person), and demonstrate genuine enthusiasm and attentiveness from start to finish.

When an interviewer asks if you have any questions, the answer is YES. Asking questions is one way to show interest in the opportunity. One of the most important questions is to find out what is the next step in the process.

6. Follow Up

Say thank you to leave a great impression!

After the interview, send a thank you card or email to all interviewers within 24 hours.

If you do not receive an update on your status within 2-3 weeks or the time frame designated in the interview, you should follow up.  Send an email to the hiring manager (or whomever you have been communicating with) expressing your continued interest in the opportunity and requesting a status update. Be polite and friendly!

If this does not result in a status update, you may send a third email 2–3 weeks later.

Example Traditional Interview Questions

Traditional interview questions are those that employers are most likely to ask, and practicing the answers to these questions will help you seem well-prepared and confident during the interview. While you don't want to memorize specific answers—an employer may not ask the exact questions you anticipate, and memorized answers sound less sincere—practicing your stories is crucial in order to effectively answer questions about your interests, goals and strengths.

• Tell me about yourself.
• What do you know about our company?
• Where do you see yourself in 5 years?
• Walk me through your resume.
• What do you do for fun?
• What do you consider to be your greatest strengths and weaknesses?
• Why do you want to work here?
• Why should we hire you?
• What does it take to be successful at a company like ours?
• What is your work style?
• Why are you interested in this career?
• Do you prefer working alone or in teams?
• Are you willing to travel for the job?
• What would your last boss say about you?
• How do you work under pressure?
• How do you like to be managed?
• In what kind of work environments are you most comfortable?
• Describe the best supervisor you've ever had.
• How do you determine or evaluate success?

Example Behavioral Interview Questions

Behavioral interviews look at past behavior to find indicators of how you will perform on the job. Behavioral interviewing focuses on a candidate's past experiences by asking candidates to provide specific examples of how they have demonstrated certain behaviors, knowledge, skills, and abilities. Answers to behavioral interview questions should provide verifiable, concrete evidence as to how a candidate has dealt with issues in the past.  Many interviews are a combination of Behavioral and Traditional Interview Questions.

• Tell me about a time you failed and what you learned from it.
• Tell me about a time you had a conflict with a partner/co-worker and how you dealt with it.
• Tell me about a time you were on a team and a team member wasn't pulling his/her weight and how you addressed the situation.
• Can you share about a time you had to be flexible or adaptable?
• Give me an example of a time you had to prioritize certain tasks or projects over others.
• Tell me about a time you made a difficult decision.
• What have you accomplished that shows your initiative and willingness to work?
• What's one of the hardest decisions you've ever had to make?
• Have you ever had difficulty with a supervisor? How did you resolve the conflict?
• Are you good at delegating tasks?
• Tell me about a time when you felt like a good leader.
• Give me an example of a time when you persuaded someone. How'd you do it and why?
• Tell me about a time you wish you'd handled something differently.
• How do you work under pressure?
• How well do you adapt to new situations?
• Give me an example of how you set goals.
• Give me an example of a time you made a decision that was unpopular and explain how you handled implementing it.
• Share an example of how you were able to motivate a coworker, your peers, or your team.
• Tell me about a time when you had to say "no."
• Tell me about a time when you collaborated with others who were different than you.

Even More Interview Questions

• 16 Behavioral Interview Questions Big 4 Firms Ask—and How to Answer Them
• Consulting Interview Questions: A Complete List with Answers
• Your Ultimate Guide to Answering the Most Common Interview Questions

Example Interview Question Responses

Tell me about the last time your workday ended before you were able to get everything done.

Example: "In my last internship, we had a client who wanted us to deliver new social media content to them by Wednesday of each week to get it scheduled for the following week. One week they requested double the content in order to increase their online activity in advance of a big launch. I decided to stay late the night before the deliverable was due to be able to complete my part of the project. I also let the manager know that we might be a few hours behind for our content that week. A coworker and I went in early the next morning and made our deadline."

Give me an example of a time you made a decision that was unpopular and explain how you handled implementing it.

Example: "I took over management of a gym where the trainers were allowed to cover one another's shifts without the knowledge or approval of management. I didn't like the uncertainty involved, because if someone failed to show up for a class, there was no way to know which trainer was supposed to be there. I implemented a new policy that required trainers to go through management to make schedule changes. I also explained the problem with the previous approach and how this would resolve any possible issues.  At first, it took awhile for the trainers to adapt to the new policy, but eventually everyone came around and realized that this practice actually made the process of finding a sub easier, it also allowed me to see some of the scheduling issues we were having and adjust the schedule to work better for the team."

What do you do when a team member refuses to complete his or her quota of the work?

Example:  "When there are team conflicts or issues, I always try my best to step up as team leader if needed. I think my communication skills make me an effective leader and moderator. For example, one time, when I was working on a team project, two of the team members got embroiled in an argument, both refusing to complete their assignments. They were both dissatisfied with their workloads, so I arranged a team meeting where we reallocated all the assignments among the team members. This made everyone happier and more productive, and our project was a success."

Questions That You Can Ask at the End of an Interview

At the end of every job interview, the interviewer will likely ask you if you have any questions for them. At this stage, the answer is always yes. You are expected to ask a few good questions before wrapping up the interview. Keep in mind the interview isn't just about making your potential employer like you. It's also about finding out if you like the company and if you'd be a good fit. By asking genuine questions, you'll show the employer that you're interested and you care about the job.

• What does a typical day look like?
• What are the most immediate projects that need to be addressed?
• Can you show me examples of projects I'd be working on?
• What are the skills and experiences you're looking for in an ideal candidate?
• What attributes does someone need to have in order to be really successful in this position?
• What types of skills is the team missing that you're looking to fill with a new hire?
• What are the biggest challenges that someone in this position would face?
• What sort of budget would I be working with?
• Is this a new role that has been created?
• What are the most important things you'd like to see someone accomplish in the first 30, 60, and 90 days on the job?
• What are the performance expectations of this position over the first 12 months?
• What is the performance review process like here? How often would I be formally reviewed?
• Where do you see this company in the next few years?
• What are the current goals that the company is focused on, and how does this team work to support hitting those goals?
• What gets you most excited about the company's future?
• Can you tell me about the team I'll be working with?
• Who will I report to directly?
• What are the common career paths in this department?
• How would you describe the work environment here—is the work typically collaborative or more independent?
• Can you tell me about the last team event you did together?
• Does anyone on the team hang out outside the office?
• What's your favorite office tradition?
• What is the timeline for the hiring process.  What are the next steps in the hiring process?

Illegal Interview Questions

You're sitting in the interview for your dream job, and it's going great. You've knocked the hard questions out of the park, and you and the interviewer are really hitting it off. Then, out of the blue, she asks, "Where is your family from?"

Yep, that's illegal. And so is any question related to your nationality, gender, race, religion, and more. But unfortunately, these questions get asked more often than you'd think, and before you get to the interview, it's good to know how to respond if you're faced with one.

The best approach is to determine why the interviewer is asking the question and whether she has a legitimate concern she's trying to address. Then, tailor your answer to speak to that concern, gracefully avoid the illegal part of the question, and turn the conversation back to your job-related strengths.

Learn More