The Complete Job Interview Guide: How to Prepare, Perform, and Get Hired

The job market is one of the most oversaturated markets in the world, and because of this, first impressions serve a crucial part in employers deciding whether to hire or decline a candidate. There is a lot of content out there that provides interview tips, all of varying quality, and all of them proclaim that they provide the only advice you will ever need regarding job interviews.

Whether you’re a graduate entering the job market for the first time, someone with a set of skills you wish to leverage, or an experienced professional looking to make a career move, the fundamentals remain the same: preparation beats perfection every time. Knowing how to navigate the interview process gives you a significant advantage over other candidates.

In this guide, we explain all the tips and tricks that you need when going into a job interview to maximise your chances of being hired. We’ll cover everything from researching your potential employer to handling difficult questions, body language basics and what to expect post-interview.

The Ongoing Issue With Job Interview Tips

The truth is, most generic advice misses the mark completely. Run-of-the-mill responses and outdated strategies leave candidates feeling unprepared when they’re sitting across from their potential employer. Real interview success comes down to understanding what employers actually want to hear and how to present yourself as the solution to their problems. It is about understanding what advice they have received about finding the right candidate and using that to your advantage as soon as you walk through the door. The previously mentioned oversaturation has led to employers having to prioritise different elements when it comes to their candidates. For example, there is a heavy push in many industries to take a “skill-based” approach to prospective hires who are able to demonstrate that they can do, rather than where they have studied or worked previously. This approach has shifted the needle in a lot of ways, so expect a lot of questions that ask you for specific examples of scenarios and especially be on the lookout to see if there are task exercises that need to be done, such as a presentation.

Understanding What the Employer is Looking For

It is always a good exercise to find out what the employer is looking for. This doesn’t just mean having a look at the job brief and seeing what they want in a candidate; it goes a lot deeper than that.

You have to remember that employers are often getting advice about what the best approach to take with job interviews is. One bit of advice that companies get is about prioritising ‘emotional intelligence’ (EQ) when conducting interviews. Many determine EQ has a great metric in understanding a candidate’s success in the workplace, especially in difficult situations and understanding work optics. So, with that bit of information, just remember to have answers to questions like “what inspires you?” or “how did you deal with workplace conflict?” because these are going to be questions whose answers are expected to get the employer to understand how you function as a human being.

What This Means for Your Job Interview Preparation

With this now in the back of your mind, you should have some idea when you approach your preparation process. Good planning goes a long way; it is not a secret. Being unprepared for a job interview is a surefire way of getting the interview wrapped up very quickly. Always put yourself in the shoes of the interviewer; this individual most likely has had to put other things on hold to conduct this interview and potentially has several more lined up for the rest of the day, depending on the number of applicants and the number of roles they are interviewing for.

Guided Learning Path to Job Interview Mastery

Body Language

First impressions are everything. Whether you are walking into the room where the job interview is being conducted or when the camera turns on for a remote interview, body language during the job interview is a vital part of the process. Even if the interviewer hasn’t completed formal training in body language or posture, most people can pick up on non-verbal cues to some degree. Making sure you maintain a confident posture and body language can help set a positive tone at the start of the interview and carry that impression through the rest of it

Warm welcome with a firm handshake: Be respectful with the handshake; no need to crush the interviewer’s hand.
Maintain an open, upright position at all times: No slouching; the golden rule of posture in all job interviews. Whilst you’re doing this, avoid crossing your arms so you do not seem closed off.
Sit eye level if the job interview is remote: This will make your posture appear natural and is good framing for the interviewer to see you.
A healthy balance of eye contact: Eye contact is a powerful thing when people interact, but you do not want to overdo it, as too much can either make you look unnerved or maybe too intense. It’s all about smiling with the eyes and being present in the conversation. Oh, and if you are attending the interview remotely, look at the camera; it is the digital version of eye contact.
Rest your hands: If you talk with your hands, by all means, but keep it natural, and when you are not talking, rest your hands on your lap or the table and avoid nervous habits like tapping.
Don’t forget to smile: Good body language is everything, but a smile is the final touch to complete the package.

Questions to ask at the end of the interview

Always have questions at the end of the interview; there is no two-way about it. Questions show that you have a genuine interest in the job that you are interviewing for, and also give the interviewer some good insight into how you think. It is also a good way to keep the conversation going, as the questions you ask will serve as a good jumping off point to ask natural follow-up questions, furthering your chances of leaving an impression on the interviewer. However, if you are struggling with some initial questions, here are some to start you off:

“How do you measure success in this company?” A good question to really make the interviewer think. It is a question that cannot just be answered with your typical KPIs; it forces the interviewer to think about company culture and the bigger picture. It is a very nuanced way to ask multiple questions at once. The follow-up opportunities here are endless – you can ask about individual success metrics, team goals, or how success has evolved as the company has grown. It positions you as someone who thinks strategically about results.
“What is the team like?” A question like this is great to gauge the makeup of the team that you are working with. You can follow this up by asking about team dynamics, how they handle challenges, or what makes someone successful within that specific group. It also gives you insight into whether you’ll actually enjoy working there day-to-day.
“What are the progression opportunities in this company?” This shows you’re thinking long-term and aren’t just looking for any job; you want to build a career there. You can follow up by asking about recent examples of people who’ve been promoted, what skills the company values for advancement, or how they support professional development. It demonstrates ambition without seeming like you’re already planning your exit.
“What’s the biggest challenge facing this team right now?” This question cuts straight to the heart of what you’ll actually be dealing with if you get the job. It shows you’re not afraid of challenges and want to understand the reality of the role, not just the polished job description. You can follow up by asking how they’re currently tackling it or what success would look like in overcoming it.
“What skills can I proactively develop or revise ahead of starting the job if I get the job?
“What does a typical first 90 days look like for someone in this role?” A practical question that shows you’re already thinking about hitting the ground running. It also gives you valuable insight into their onboarding process and expectations. This opens up natural follow-ups about training, support systems, or early wins they’d expect to see.
“What made you decide to join this company?” This puts the focus on the interviewer and gets them talking about something personal. People love sharing their own experiences, and their answer will tell you a lot about what actually attracts and retains talent there. You can dig deeper into what’s changed since they started or what keeps them engaged.
“How has this role evolved over the past year?” This shows you understand that businesses change and roles adapt. It’s particularly relevant given how much the job market has shifted recently. Perfect for follow-ups about future direction, new responsibilities, or how external changes have impacted the team.

Also may be worth asking when you are going to hear back after the interview!

Building Confidence During a Job Interview

When we say building confidence in a job interview, we are not talking about strutting into the room with a ‘power pose’ like you see on YouTube videos that discuss how to work on your charisma. Research into confidence reveals that genuine confidence comes from skill development and evidence-based mental strategies. Many people, especially professionals who have conducted a number of job interviews over the course of their careers, can sniff out fakeness and sincerity a mile away. We have already discussed body language and that can help with presenting confidence at face value. But when it comes to answering the questions that the interviewer asks you, that veneer can crumble very quickly without the proper preparation.

Based on the research, here are actionable confidence-building techniques that will help you prepare yourself:

Cognitive Strategies

This may sound meditative in nature, but that is exactly what you should be doing. Some would call this more cognitive behaviour exercises, which is also what it is to; it is all about making your brain realise why you have got to this point and why you are the best person for the job.

Use the “evidence examination” method: When you catch yourself thinking “I’ll mess this up,” stop and ask: “What evidence do I actually have for this?” Then list your relevant experience and achievements that prove otherwise.
Practice third-person self-talk: Instead of “I can do this,” use your name: “Sarah, you’ve handled tough presentations before.” Research shows this creates psychological distance from anxiety and works better than first-person encouragement.
Document your competence: Keep a running list of your achievements, positive feedback, and successful projects. Review this before interviews to ground your confidence in actual evidence, not empty affirmations.

Preparation Methods

Develop 6-8 STAR method stories: Structure specific examples using Situation, Task, Action, Result. Practice these until they flow naturally so you’re not scrambling for examples under pressure.
Do 2-3 mock interviews minimum: Record yourself if possible, and get feedback from someone experienced. This builds genuine competence rather than just hoping for the best.
Create a pre-interview routine: 60 minutes before: final review, 30 minutes before: breathing exercises, 10 minutes before: positive self-talk. Having a system reduces uncertainty.

Immediate Stress Management

Going in before your interview is, no doubt, the most stressful part of the interview. That moment of just waiting for your name to be called can last an age, and also gives your brain ample time for your brain to overthink things and put you in a state of anxiety to make you feel that you have forgotten all the preparation that you have done.

Use “cyclic sighing” breathing – Deep inhale through nose, second smaller inhale to fill lungs, long, slow exhale through mouth. This activates your calm response and has measurable physiological effects.
Try the 5-4-3-2-1 grounding technique – Identify 5 things you can see, 4 you can touch, 3 you can hear, 2 you can smell, 1 you can taste. Pulls your focus away from anxious thoughts.

Commonly asked questions by the interviewer

Knowing what the interviewer is going to ask gives you a leg up in the job interview process. It gives you time to prepare so you can answer with confidence. Some interviews will give you the questions ahead of time, but this isn’t guaranteed. You’re more likely to see this when the company gives you a task to complete. That said, tasks are usually part of a second interview, though they can sometimes show up in the first.

1. “Tell us about yourself?”

A pretty obvious one, yes, but arguably one of the most important. Unless the company that you are interviewing for is about to throw a massive curveball at you, there is a massive chance that “tell me about yourself” is going to be the first question that gets asked. It is devilishly simple of an open-ended question, able to be answered in a multitude of ways to cover your professional background, current role and career trajectory. It is the perfect way to tell your story in the most concise way possible to highlight your experience.

2. “Why are you interested in this position?”

It may not be worded like this, but this is another question that will be highly likely be asked in your job interview. Just in case a difference in wording is thrown at you, just remember, at its core, the question they are going to ask you is:

“Why do you want to work here?”

We will tell you right now that the answer should never be, “because I need the money.” Sure, it is the truth (don’t say it isn’t, it is and you know it), but that is something that the interviewer doesn’t want to hear, though they probably know that is one of the reasons why you’re sitting opposite them at that moment in time. In all seriousness, there are other reasons why you have chosen to apply for this position, and those are the reasons you really need to push to the interviewer, as these are points that are going to stand out the most.

These are some of the points that the interviewer wants to actually hear:

Company-specific research: You need to show you’ve done more than just skim the job posting. They just launched a new product? Their CEO was on a podcast talking about expansion plans? Did they win some industry award? Find something recent and specific, then explain why it actually matters to your work. Don’t just say “I saw you’re growing” because anyone can say that, and you’ll find yourself stumped when the interviewer asks you a follow-up about how exactly they’re growing.
Skills alignment: This is where you connect what you can do with what they need right now. If they’re dealing with international expansion and you’ve managed cross-cultural teams, that’s your opening. If they’re updating their tech and you’ve been through similar transitions, lead with that. Make it obvious why you’re the solution to their current problems.
Career progression that makes sense: Don’t give them some vague answer about wanting to “grow and learn.” Explain specifically what you’ll gain here that you can’t get where you are now. Maybe it’s working at their scale, or getting into their industry, or developing a particular skill set. Show them this isn’t just any job – it’s the logical next step for what you’re building.
Cultural fit that you can back up: If they talk about collaboration, don’t just say you’re a team player. Give them a quick example of when you’ve done your best work with others. If they value innovation, mention a time you innovated something. Make it real, not just buzzwords.

The formula that works: “I’ve been tracking [specific thing they’re doing], and with my background in [relevant experience], I’m particularly interested in [specific part of this role] because it would let me [what you’d contribute] while developing [specific skill you want].”

This shows you’ve done the work, you’re relevant, and there’s something in it for both of you.

3. “Why are you leaving your current job?

This is a question that could very easily backfire on you. It can be quite tempting when asked this question to slag off your current employer, don’t do it.

Interviewers are testing your professionalism and will use this question to figure out if you’ll be a problem employee. Not only are they gauging if you’re prone to badmouthing your employer, but they’ll also use it to try and judge your personality, and trust us, you are going to leave a bad taste in the mouth of the interviewer if you are just going to trash-talk people.

What actually works:

Focus on what you want to move toward, not what you’re running from
Talk about growth, new challenges, or industry changes that make this move logical
If you were laid off or sacked, own it briefly and pivot to what you learned

Safe answers that work:

“I’ve learned a lot in my current role, but I’m ready for [specific challenge this new job offers]”
“The company is going in a different direction, and this opportunity aligns better with my career goals”
“I’m looking to develop [specific skill], which this role would allow me to do”

What never to say:

Anything about bad management, toxic culture, or difficult colleagues
“I hate my job”, or “My boss is terrible”
Complaints about pay, hours, or workload (even if true)

If you were sacked: “The role wasn’t the right fit, but it taught me [specific lesson]. I’m looking for an opportunity where I can [specific contribution].”

Keep it brief, professional, and forward-looking. They want to know if you can handle workplace situations maturely.

4. “Tell us a time when you faced a difficult situation and how you overcame it?”

This can be a fun one if you prepare for it properly. Use this question as a way to show off your problem-solving skills and how you can deal with conflict.

They want to see how you think when things go wrong and whether you actually solve problems or just complain about them. It’s also a way to test if you can tell a coherent story and take responsibility for outcomes.

The STAR method is your friend here:

Situation: What was happening? Keep it brief.
Task: What did you need to get done?
Action: What did you actually do? This is the part they care about most.
Result: What happened because of what you did?

Pick examples that matter:

Something where you took action, not just survived until it was over
A problem that’s relevant to the job you want
A story where you can walk them through your thinking
An outcome you can measure or describe

And absolutely avoid

Don’t be silly and choose:

Stories where you blame everyone else
Problems someone else solved while you watched
Personal drama that has nothing to do with work
Situations you caused by making stupid decisions

Pro tip: Have 2-3 different stories ready. One about dealing with difficult people, one about a technical or process mess, and one about juggling competing priorities. Then pick whatever fits best with what they’re hiring for.

5. “What are your weaknesses?”

Most interviewers have figured out that everyone just gives the same rehearsed answers about being “too much of a perfectionist,” and will be on the lookout for it; so you need to be ready.

Everyone knows the “turn a strength into a weakness” trick by now. Saying you’re “too detail-oriented” or “work too hard” just makes you sound like you’re reading from a script. Experienced interviewers can spot this rubbish immediately.

What works best is to pick something real but not job-ending. Something you’re genuinely working on improving that won’t make them question your ability to do the role. Then explain what you’re doing about it.

Examples that don’t sound scripted:

“I used to struggle with delegating because I wanted to ensure everything was done right, but I’ve been working on trusting my team more and giving clearer instructions upfront.”
“Public speaking used to make me nervous, so I’ve been joining more meetings and volunteering for presentations to get more comfortable with it.”
“I tend to focus on one task at a time, which is great for quality but not always ideal when priorities shift quickly. I’ve started using project management tools to help me track multiple things more effectively.”

The key is to show self-awareness without making them think you’ll be a nightmare to work with.

6. “Where do you see yourself in 5 years?”

This is another classic that’s designed to see if you’ve thought about your career direction and whether you’ll stick around long enough to be worth training.

The trap most people fall into is either being too vague (“I want to grow and develop”) or too specific (“I want your boss’s job”). Both make interviewers nervous for different reasons. They want to know you’re not going to disappear in six months, that you have realistic expectations, and that you’ll be motivated in this role rather than just using it as a stepping stone.

The sweet spot is showing ambition but making it relevant to their company and industry. Demonstrate that you’ve thought about your career path but aren’t planning to jump ship immediately. Good answers might sound like:

“I’d like to have developed expertise in [relevant skill area] and be taking on more complex projects, ideally leading a small team”
“I see myself having grown significantly in [specific area relevant to the role] and contributing to larger strategic initiatives”
“I want to be someone the company can rely on for [specific expertise], whether that’s through senior individual contributor work or team leadership”

What not to say:

“I want to be CEO” (unless you’re applying to be CEO)
“I don’t know, we’ll see what happens”
“I want to start my own business”
Anything that makes it sound like this job is just a temporary pit stop

Keep it grounded, relevant, and show them you’re thinking long-term without being unrealistic about it.

Post-Interview Follow-Up

The interview doesn’t end when you walk out the door or close the video call. What you do in the next 24-48 hours can be the difference between getting the job and getting forgotten about.

The thank-you email that works: Send it within 24 hours, but don’t make it a generic “thanks for your time” message. Reference something specific from the conversation, reiterate why you’re interested, and mention any follow-up information you promised to send. Keep it brief but personal.
If they said they’d get back to you in a week: Wait a week plus two business days, then send a polite check-in. Don’t be the candidate who emails every other day asking for updates.
When you get rejected: Respond professionally and ask for feedback if you feel like the interview went well. Most won’t give detailed feedback, but some will, and it’s valuable information for next time. Plus, it keeps you on their radar for future opportunities.
If you’re waiting longer than they said: After their timeline has passed, one follow-up email is appropriate. After that, assume it’s a no and move on. Persistence can quickly cross into pestering territory.

The key is staying professional and interested without becoming pushy. They’re busy, decisions take time, and following up shows you care, but badgering them shows poor judgment.

Red Flags to Watch For

While you’re busy trying to impress them, don’t forget that you’re also evaluating whether you want to work there. Some warning signs that this might not be the place for you:

They can’t explain what success looks like: If they’re vague about expectations or can’t tell you how they measure performance, you’ll be setting yourself up for frustration.
The interviewer seems unprepared or disinterested: If they haven’t read your CV, don’t know basic details about the role, or seem distracted throughout, it’s a sign of how they run things generally.
They badmouth former employees or other departments: If they’re comfortable trashing people who aren’t in the room, they’ll do the same to you eventually.
Unrealistic timelines or expectations: If they need someone to “hit the ground running” on day one with no training, or expect you to turn around impossible deadlines, you’re walking into a mess.
They won’t let you speak to potential colleagues: Good employers want you to meet your future team. If they’re protective about who you can talk to, there’s usually a reason.
Pressure tactics: “We need an answer by tomorrow” or “We have other candidates who are very interested” are often signs of poor planning or manipulation.
The office environment feels off: Empty desks during business hours, people looking stressed or unhappy, or a generally tense atmosphere tells you something about the culture.

Trust your gut. If something feels wrong during the interview process, it’s probably not going to get better once you’re hired.

Conclusion

Job interviews don’t have to be something you just survive. With proper preparation, a clear understanding of what employers are looking for, and the confidence that comes from genuine readiness, you can turn interviews into opportunities to showcase why you’re the right person for the role.

Remember, the best candidates aren’t necessarily the most qualified on paper – they’re the ones who can clearly communicate their value, ask thoughtful questions, and present themselves as someone the interviewer would want to work with. The techniques in this guide will help you do exactly that.

The job market might be competitive, but now you know how to stand out from the crowd. Take the time to prepare properly, practice your responses, and approach each interview as a conversation rather than an interrogation.

For more career tips and professional development insights, check out what we’re sharing at Utably. Good luck with your next interview; you’ve got this.