Job interviews can feel like a one-way assessment. The employer asks the questions, you give your best answers and you try to make a great impression.

But remember, you are interviewing them too.

While the employer is deciding whether your skills and experience suit the role, you should also be considering whether the position, manager and workplace suit you. A successful interview is not just about getting the job. It is about working out whether you actually want it.

Prepare for Behavioural Questions

Behavioural questions such as “Tell me about a time when…” or “Can you give me an example of…” are designed to show employers how you have handled real situations in the past.

Before your interview, prepare examples that demonstrate how you have solved problems, managed competing priorities, handled conflict, adapted to change or improved a process. For senior or leadership roles, consider examples that also demonstrate decision-making, influencing others and supporting a team.

Use the STAR method to keep your answers clear and focused:

Situation: What was happening?
Task: What did you need to achieve or resolve?
Action: What did you personally do?
Result: What happened or improved?

Pay particular attention to the Action. Focus on what you personally contributed, why you chose that approach and the result you achieved.

Strong examples combined with a clear structure can help you communicate your experience with confidence and show employers what you could bring to the role.

Ask Questions That Help You Assess the Role

Preparing your answers is only half of the interview.

The questions you ask can help you understand what working for the organisation could actually be like.

Consider asking about:

• What success looks like in the role
• Why the position is available
• The manager’s leadership style
• How the team manages busy periods and competing priorities
• Career development and progression opportunities
• The main challenges associated with the role or workplace

Rather than asking broad questions about culture or development, look for specific examples. This can give you a more realistic understanding of the workplace and help you decide whether the opportunity aligns with what you are looking for.

Pay Attention to the Bigger Picture

What the interviewer says matters, but so does how they say it.

Do their answers match the job advertisement and what you have previously been told? Are the responsibilities, hours and working arrangements clear? Do different interviewers give you a consistent picture of the role?

One unclear answer does not necessarily indicate a problem. However, if you notice several inconsistencies, ask more questions before making a decision.

A great interview goes both ways. Know your examples, use STAR to communicate them clearly and ask questions that help you understand the opportunity.

You want to show the employer why they should choose you, but by the end of the interview, you should also have a better idea of whether you would choose them.

Want to Feel More Prepared for Your Next Interview?

Knowing what to say is one thing. Delivering it confidently is another.

Drawing on our experience interviewing candidates every week, CIRCLE Recruitment & HR’s Interview Skills sessions can help you practise common questions, communicate your strengths and build confidence through role-play interviews.

Ready to make your next interview count? Prepare with CIRCLE’s Interview Skills sessions and walk into your next interview ready to make a strong impression.

Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.