Tricky interview questions: how to answer them when starting out

"What is your greatest weakness?" "Where do you see yourself in five years?" These questions come up in almost every interview, and they throw people because it feels like there is a hidden right answer. There isn't. What the interviewer is watching is how you think, and whether you have prepared. Here are the most common ones, what they are really trying to find out, and how to answer them when you are starting out.

What these questions really test

A "tricky" question is almost never a trap. It shows how you handle an uncomfortable question: do you stay honest, do you stay specific, do you bring the answer back to the job? A candidate who answers calmly with a concrete example scores higher than one who recites a perfect answer learned online.

The golden rule: answer with an example. A claim ("I'm organised") proves nothing; something you actually did does.

The STAR method for structuring examples

To tell an example without rambling, use the STAR method, which most interviewers know well.

For example: "On my placement (situation), I was asked to cut late payments from customers (task). I set up an automatic reminder schedule (action). Within two months, late payments were down 30% (result)." Three sentences, and the interviewer has evidence.

Prepare four or five stories like this in advance, drawn from internships, projects, part-time jobs or societies. They will cover most of the questions below.

Some UK graduate employers also use strengths-based questions ("What do you enjoy?", "When are you at your best?"). They test what energises you rather than what you have done, so answer quickly and honestly, with a short example.

Tricky questions and how to answer them

"What is your greatest weakness?"

What they want to know: whether you know yourself and can improve. Avoid fake weaknesses ("I'm too much of a perfectionist"): everyone has heard them. Choose a real weakness that is not a deal-breaker for the role, and show what you are doing about it.

"I find it hard to delegate. On my final-year project I wanted to check everything myself and we fell behind. Since then, I split the work at the start and hold a short weekly check-in instead of rereading everything."

"Why should we hire you?"

What they want to know: that you understand the job. Take two needs from the ad and show, for each, what you have done that meets it. Finish with why you want this company.

"You're looking for someone who can coordinate several people and keep a project on schedule. On my placement I ran three email campaigns with a designer, a copywriter and the sales team, and delivered all three on time. You also want someone comfortable with data: I raised the click rate on our renewal emails from 2.1% to 3.4% by testing and reporting results every month. And I'd like to do that here because your loyalty programme is exactly where I want to start."

"Where do you see yourself in five years?"

What they want to know: whether you will stay, and whether your ambitions fit the role. Talk about skills you want to build and responsibilities you would like to take on, in a related line of work. Avoid naming an unrelated job or saying you plan to start your own business next year.

"Tell me about a time you failed"

What they want to know: your honesty and your ability to learn. Pick a real failure of reasonable size, tell it with STAR, and end with what you took from it and what you do differently now.

"What are your salary expectations?"

What they want to know: whether you fit their budget, and whether you know the market. Research beforehand: many ads now show a range (several US states, including California, New York, Colorado and Washington, require it), graduate schemes usually publish a fixed salary, and graduate salary surveys and alumni fill the gaps. Give a range whose bottom figure you would genuinely accept, since that is the number the employer will remember: "From what I've seen for similar graduate roles, I'm looking at £27,000 to £30,000. Does that fit what you've budgeted?" In many US states the employer may not ask what you earn now, and you don't have to say.

"Are you interviewing anywhere else?"

What they want to know: whether they need to move quickly, and whether this role is your first choice. Answer honestly without naming companies: "Yes, I have two other processes under way, but this role is the closest to what I'm looking for, because…"

"Why this role, and not another?"

What they want to know: that your application is a choice, not a shot in the dark. Mention something specific about the company (a project, a product, a way of working) and connect it to your background, as in the opening of a good cover letter.

"Do you have any questions for us?"

What they want to know: your genuine interest. Never say "no". Prepare two or three questions about the role: what a typical week looks like, how success will be measured after six months, how the team is organised.

Questions an interviewer should not ask

In the US, federal law bars hiring discrimination based on race, colour, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, disability, genetic information, and age from 40; many states go further. In the UK, the Equality Act 2010 protects nine characteristics, including age at any age, disability, pregnancy and maternity, marriage and civil partnership, race, religion or belief, sex and sexual orientation.

Questions about your marital status, plans for children or religion have no bearing on the job, and you do not have to answer them. Health questions are restricted by law in both countries before a job offer (the Americans with Disabilities Act, and section 60 of the Equality Act), except for narrow purposes such as arranging adjustments for the interview itself. If one comes up, you can steer back politely: "I'm not sure how that relates to the role, but I'm happy to talk about my availability."

Good habits

The night before

Frequently asked questions

What if I don't know what to say?

Take a few seconds and say so simply: "Good question, let me think for a moment." A short silence goes down far better than a muddled answer. If you really don't know, explain how you would find out.

Should I name a salary figure first?

If you are asked directly, give a realistic range based on your research. You can also ask first what range is budgeted for the role: it is a normal question.

How many examples should I prepare?

Four or five well-chosen ones are enough: a success, teamwork, a difficulty overcome, a failure, an initiative. Most behavioural questions map onto one of them.