Question types

Illustration of two people standing next to a giant question mark

There are a range of different interview question types. If you prepare well, practise and do your research then you should be able to answer even the most challenging interview questions. Remember that the interviewer is trying to get the best out of you, so think of it as an opportunity to show them what you know and what you can do.

Find out more about question types and how you can prepare:

Opener

Biographical or ‘opener’ type questions

Typical questions:

These are designed to find out more about you and put you ‘at ease’:

Tell us a bit about yourself?
Can you tell me about your career journey so far?
Why did you choose your degree subject?

Top tip:

Good self-awarenessLink opens in a new window will help you prepare to answer this question effectively. Check-out our Self-Awareness Moodle courseLink opens in a new window for a more in-depth exploration of your likes, dislikes, values and skills.

Additional resources:

Warwick Careers Blog - How to answer ‘tell me about yourself’ in an interviewLink opens in a new window
Warwick Careers Blog – How to create an elevator pitchLink opens in a new window
Warwick Careers Blog – Tell your Career StoryLink opens in a new window

Motivation

Motivation type questions

Typical questions:

These are designed to discover why you want to work for that company/organisation, in that role and why you would be a ‘good fit’.

Why are you interested in this job role?
Why do you want to work for us?

Top tip:

Research the organisationLink opens in a new window, the role, their core values. What is it that motivates you to want to work there specifically? Try to make it personal to you and avoid just listing facts from their website.

Additional resources:

Target Jobs – Tricky Graduate Interview Question – Why this position?Link opens in a new window
Warwick Careers Blog – How to answer ‘Why are you applying for this role’?Link opens in a new window
Warwick Careers Blog – How to answer ‘What are you passionate about’?Link opens in a new window
Warwick Careers Blog – How to convince and employer you want the jobLink opens in a new window

Competency

Competency type questions

Typical questions:

Designed to test one or more skills or competencies. Also known as structural, behavioural or situational interviews.

Can you tell us about a time when you worked as part of a team?
Tell us about a time when you have used your problem-solving skills.
When did you last make a mistake? How did you respond, and how did you grow from that experience?

Top tip:

Use the STAR technique to provide a logical structured answer. Use the person specification and behaviours list outlined in the job advertisement/website to identify the skills/behaviours they may ask you about in the interview.

Utilising the STAR systematic framework will ensure that you demonstrate you have the competencies required in a coherent and logical manner.

Situation – Briefly set the scene, what was the situation? Where were you? When?
Task – Briefly describe the task that you needed to accomplish.
Action – What actions did you take? Logically and concisely take the recruiter through the steps you took. Demonstrate that you have the specific skills they require and that you were effective.
Result – What was the outcome? What did you achieve? Quantify results if possible.

Often employers also like to see the ability to evaluate your own work, so show that you can reflect on, and learn from, your experience. Consider explaining what went well, what you learned and what you would do differently next time to improve even further.

Additional resources:

Prospects – Competency Based Interviews Link opens in a new window
Target Jobs – How to answer competency based interview questionsLink opens in a new window
Warwick Careers Blog – How to shine like a ‘STAR’ at applications and interviewsLink opens in a new window
Warwick Careers Blog – How to answer ‘Tell me about a time when you failed at something’Link opens in a new window

Strengths

Strengths-based type questions

Typical questions:

Questions are designed to find candidate innate aptitudes and are difficult to manipulate.

How would a close friend describe you?
What activities give you an energy buzz?
When did you last achieve something you are really proud of?
What are your weaknesses?
What ends up on your ‘to do’ list?
Do you prefer the big picture or small details?

Imagine that you are leading an important project. After a month, you have made little progress due to challenges and setbacks outside of your control. How would you feel and what would you do?

Top tip:

Be your genuine, authentic self - we all have innate strengths. Explain what you can do and what you love to do. When you talk about something which is a strength of yours, you will naturally look, and sound energised.

As a starting point, you could use this free online toolLink opens in a new window to assess your strengths. You will discover 3 realised strengths, 3 unrealised strengths, 2 learned behaviours and 1 weakness.

Additional resources:

Prospects – Interview Tips for Strengths Based Interviews Link opens in a new window
Target Jobs – Strengths Based Interviews for jobs and grad schemesLink opens in a new window

Warwick Careers Blog

Scenario

Hypothetical or scenario type questions

Typical question:

Designed to see what you would do in a particular situation to understand your ability to think on your feet, problem solve and to assess your behaviours and values.

Imagine your manager has had an accident and is due to meet important customers in 30 minutes time. What would you do?
What would you do if a client wasn't happy with your work?

Top tip:

Research the role, the company core values and the behaviours they value and keep this in mind when forming your answer.
Remember to say what you would do and explain why you would take that approach. Where possible, give an example of when you faced a similar situation and what you did about it.

Additional resources:

Target Jobs – Scenario-based or Hypothetical Questions Link opens in a new window
Hays Recruitment – How to Answer Situational Interview QuestionsLink opens in a new window

Technical

Technical type questions

Typical questions:

Designed to assess technical knowledge/skills related to the role you are applying for. Demonstrate the ability to explain complex topics with clarity. Questions may also be embedded into hypothetical situations.

What coding language are you most comfortable with?
Can you calculate engine torque?
What is the difference between TIG and MIG welding?

Top tip:

Practise talking about technical solutions with someone from a non-technical background and ask for feedback on the clarity of your explanation.

Additional resources:

Target Jobs – Technical Interviews for Graduate RolesLink opens in a new window
Handshake – How to Nail a Technical InterviewLink opens in a new window

Commercial

Commercial awareness type questions

Typical questions:

Designed to test your knowledge on the latest news and trends that may impact the relevant sector. Demonstrate understanding of the context in which the organisation operates (e.g. clients, customers, suppliers, strategy etc.)

Who are our clients and what products/services do we offer them?
Who are our competitors?
What is our unique selling point?
Talk about a recent article you have read that could impact upon our business.
How do you think Artificial Intelligence such as ChatGPT will impact our business?

Top tip:

Research the employer Link opens in a new windowand keep up with PESTLE news: Politics, Economics, Society, Technology, Legal, Environmental.

Additional resources:

Bright Network – How to demonstrate your commercial awarenessLink opens in a new window
Warwick Careers Blog – How to develop your commercial awarenessLink opens in a new window

Questions for you to ask your interviewer

Typical questions:

You should always have one or two questions prepared to ask at the end of the interview. Remember an interview should be a two-way process so this is your opportunity find out if you think the role would be a good fit and demonstrate your genuine interest in the position.

Researching the company will help you to come up with some suitable questions – for example, you could ask for more details about the job role, company ethos, development opportunities etc.

If I was to be successful in securing this role, what would be the top priorities for the first 3 months?
How would you describe the team culture / ethos?
What training and development opportunities do you have available to support new staff?

It is perfectly acceptable to ask the interviewers when they hope to inform applicants of their recruitment decision.

Top tip:

Don’t ask questions about the salary or benefits at the interview stage. Save the negotiations for when you have confirmation you have been successful and they offer you the job!

Resources:

Prospects – Questions for you to ask at an interviewLink opens in a new window
Warwick Careers Blog – What you should ask an employer at the end of an interviewLink opens in a new window