Question Focus *
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STAR stands for Situation, Task, Action, Result. Use it for all behavioural questions (Tell me about a time when..., Give me an example of...). Keep Situation and Task brief — spend 70% of your time on Action (what you specifically did) and Result (quantify if possible). For other question types, STAR is not required.
Prepare 15-20 questions in total: 5-6 behavioural, 5-6 role-specific technical or situational, 3-4 culture/values questions, and 3-5 smart questions to ask the interviewer. Quality matters more than quantity — a well-prepared answer to 15 questions beats rushed answers to 30.
The universal ones: Tell me about yourself. Why this role? Why this company? What is your greatest strength? Describe a challenge you overcame. Where do you see yourself in 5 years? What is your salary expectation? Why are you leaving your current role? Do you have any questions for us?
Be honest and think out loud. "That is a great question — let me think through that for a moment" is perfectly acceptable. Walk through your reasoning even if you are unsure of the destination. Demonstrating your thought process is often more valuable than knowing the answer, especially in technical interviews.
No — memorised answers sound robotic and fall apart if you are interrupted or asked a follow-up. Instead, memorise your key stories and the structure of each answer (STAR). Know your bullet points, then deliver them naturally. Practise until the structure is automatic, not the words.
Pick a real weakness that is not a core job requirement, show self-awareness, and demonstrate what you are actively doing about it. Example: "I tend to over-explain technical concepts to non-technical stakeholders. I have been addressing this by asking upfront how much detail they want and practising executive-level summaries." Never say "I work too hard."