how to answer research interview questions

12 research interview questions (with examples and answers)

Last updated

4 July 2024

Reviewed by

Dazzle the interviewing team and land the job of your dreams by coming prepared to answer the most commonly asked research interview questions.

Read our article (which includes example answers to get your brain juices flowing) to ensure you put your best foot forward for your next research interview.

• What are research interview questions?

If you have set your sights on working in research, you will have to answer research interview questions during the hiring process.

Whether you are interested in working as a research assistant or want to land an academic or industry research position in your chosen field, confidently answering research interview questions is the best way to showcase your skills and land the job.

Designed to be open-ended, research interview questions give your interviewer a chance to:

Get a better understanding of your research experience

Explore your areas of research expertise

Determine if you and your research are a good fit for their needs

Assess if they have the required resources for you to conduct your research effectively

• 12 research interview questions (with answers)

If you want to crush an upcoming interview for a research position, practicing your answers to commonly asked questions is a great place to start.

Read our list of research interview questions and answers to help get into the pre-interview zone (and, hopefully, ensure you land that position!)

• General research questions

General research questions are typically asked at the start of the interview to give the interviewer a sense of your work, personality, experience, and career goals. 

They offer a great opportunity to introduce yourself and your skills before you deep-dive into your specific area of expertise.

What is your area of research expertise?

Interviewers will ask this common kickoff question to learn more about you and your interests and experience. Besides providing the needed information, you can use this question to highlight your unique skills at the beginning of your interview to set the tone.

Example answer

“My research focuses on the interaction between social media use and teenager mental well-being. I’ve conducted [X number] studies which have been published in [X publications]. I love studying this topic because not only is it a pressing modern issue, it also serves a commonly overlooked population that requires and deserves additional attention and support.”

Why are you interested in [X research topic]?

Another icebreaker, this question allows you to provide some context and backstory into your passion for research.

“After completing my undergraduate degree in mechanical engineering, I had the opportunity to work with my current mentor on their research project. After we conducted the first experiment, I had a million other questions I wanted to explore—and I was hooked. From there, I was fortunate enough to be taken on as an assistant by my mentor, and they have helped me home in on my specific research topic over the past [X years].”

What are your favorite and least favorite aspects of research?

Playing off the classic “What are your greatest strengths and weaknesses?” interview question, this research-specific option often appears in these types of interviews.

This can be a tricky question to answer well. The best way to approach this type of question is to be honest but constructive. This is your opportunity to come across as genuine as you talk about aspects of research that challenge you—because no one wants to hear you like everything about your work!

“My favorite part of research is speaking directly to people in our target demographic to hear about their stories and experiences. My least favorite part is the struggle to secure grants to support my work—though now I have done that process a few times, it is less daunting than when I started.”

• In-depth interview questions about your research

Once the interviewer has a basic understanding of you, they will transition into asking more in-depth questions about your work.

Regardless of your level of experience, this is the portion of the interview where you can dazzle your potential employer with your knowledge of your industry and research topic to highlight your value as a potential employee.

Where has your work been published?

As this is a straightforward question, make sure you have to hand every place your work has been published. If your work is yet to be published, mention potential future publications and any other academic writing you have worked on throughout your career.

“My research has been published in [X number of publications]. If you want to read my published work, I am happy to share the publication links or print you a copy.”

Tell us about your research process

Getting into the meat and potatoes of your work, this question is the perfect opportunity to share your working process while setting clear expectations for the support you will need.

Research is a collaborative process between team members and your employer, so being clear about how you prefer to work (while acknowledging you will need to make compromises to adjust to existing processes) will help you stand out from other candidates.

“Historically, I have worked alongside a team of researchers to devise and conduct my research projects. Once we determine the topic and gather the needed resources, I strive to be collaborative and open as we design the study parameters and negotiate the flow of our work. I enjoy analyzing data, so in most cases, I take the lead on that portion of the project, but I am happy to jump in and support the team with other aspects of the project as well.”

What sources do you use to collect your research data?

Depending on the type of research you conduct, this question allows you to deep-dive into the specifics of your data-collection process. Use this question to explain how you ensure you are collecting the right data, including selecting study participants, filtering peer-reviewed papers to analyze, etc.

“Because my research involves collecting qualitative data from volunteers, I use strict criteria to ensure the people I interview are within our target demographic. During the interview, which I like doing virtually for convenience, I use [X software] to create transcripts and pool data to make the analysis process less time-consuming.”

• Leadership research questions

Many research positions require employees to take on leadership responsibilities as they progress throughout their careers.

If this is the case for your job position, have strong answers prepared to the following questions to showcase your leadership and conflict-management skills.

Are you interested in becoming a research leader or manager?

Many research positions are looking for people with leadership potential to take on more responsibility as they grow throughout their careers. If you are interested in pursuing research leadership, use this question to highlight your leadership qualities.

“While I currently do not have much research leadership experience, I have worked with so many lovely mentors, and I would love the opportunity to fulfill that role for the next generation of academics. Because I am quite organized and attuned to the challenges of research, I would love the opportunity to take on leadership responsibilities over time.”

How do you handle workplace conflicts within a research team?

Workplace conflict is always present when working with a team, so it is a common topic for research interview questions.

Despite being tricky to navigate, this type of question allows you to show you are a team player and that you know how to handle periods of interpersonal stress. 

“When I'm directly involved in a disagreement with my team members, I do my best to voice my opinion while remaining respectful. I am trained in de-escalation techniques, so I use those skills to prevent the argument from getting too heated. If I am a bystander to an argument, I try to help other team members feel heard and valued while disengaging any big emotions from the conversation.”

How would you support and motivate a struggling researcher on your team?

Research is a team effort. Employers are looking for people who can work well in teams as a priority when hiring. Describing your ability to support and encourage your team members is essential for crushing your research interview.

“Working in research is hard—so I have had my fair share of offering and receiving support. When I have noticed someone is struggling, I do my best to offset their workload (provided I have the space to assist). Also, because I pride myself on being a friendly and approachable person, I do my best to provide a safe, open space for my team members if they want to talk or vent about any issues.”

• Future-oriented research questions

As the interview comes to a close, your interviewer may ask you about your aspirations in academia and research.

To seal the deal and leave a positive impression, these types of questions are the perfect opportunity to remind your interviewer about your skills, knowledge base, and passion for your work and future in research.

What other areas of research are you interested in exploring?

Many hiring research positions may require their researchers to be open to exploring alternative research topics. If this applies to your position, coming prepared with adjacent topics to your current studies can help you stand out.

“While my primary interests are with my area of study, I also am interested in exploring [X additional topics] related to my current work.”

Where do you see your research in 5, 10, or 20 years?

Your employer wants to see you are interested in and invested in growing your research career with them. To scope out your aspirations (and to show you are a good match for their needs), they may ask you to detail your future career goals.

“In five years, I would love to have at least two more published projects, particularly in [X publication]. Past that, as I mature in my research career, I hope to take on more leadership roles in the next 10 to 20 years, including running my own lab or being invited to speak at conferences in my chosen field.”

In an ideal world, what would your perfect research job look like?

As a fun hypothetical question, the “ideal world” inquiry allows you to get creative and specific about your wishes and aspirations. If you get asked this question, do your best not to limit yourself. Be specific about what you want; you never know, some of your wishes may already be possible to fulfill!

“In an ideal world, I would love to be the lead of my own research team. We would have our own working space, access to [X specific research tool] to conduct our research, and would be able to attend conferences within our field as keynote speakers.”

• Get ready to ace your next research interview

Now you’re ready to dazzle your interviewers and land the research job of your dreams. Prepare strong and competent answers after reading this article on the most common research interview questions.

Arriving prepared for your interview is a great way to reduce stress, but remember: Showcasing yourself and your passion for your research is the number one way to stand out from the other applicants and get the job.

Best of luck. You’ve got this!

Should you be using a customer insights hub?

Do you want to discover previous research faster?

Do you share your research findings with others?

Do you analyze research data?

Start for free today, add your research, and get to key insights faster

Editor’s picks

Last updated: 18 April 2023

Last updated: 27 February 2023

Last updated: 5 February 2023

Last updated: 16 April 2023

Last updated: 16 August 2024

Last updated: 9 March 2023

Last updated: 30 April 2024

Last updated: 12 December 2023

Last updated: 11 March 2024

Last updated: 4 July 2024

Last updated: 6 March 2024

Last updated: 5 March 2024

Last updated: 13 May 2024

Latest articles

Related topics, .css-je19u9{-webkit-align-items:flex-end;-webkit-box-align:flex-end;-ms-flex-align:flex-end;align-items:flex-end;display:-webkit-box;display:-webkit-flex;display:-ms-flexbox;display:flex;-webkit-flex-direction:row;-ms-flex-direction:row;flex-direction:row;-webkit-box-flex-wrap:wrap;-webkit-flex-wrap:wrap;-ms-flex-wrap:wrap;flex-wrap:wrap;-webkit-box-pack:center;-ms-flex-pack:center;-webkit-justify-content:center;justify-content:center;row-gap:0;text-align:center;max-width:671px;}@media (max-width: 1079px){.css-je19u9{max-width:400px;}.css-je19u9>span{white-space:pre;}}@media (max-width: 799px){.css-je19u9{max-width:400px;}.css-je19u9>span{white-space:pre;}} decide what to .css-1kiodld{max-height:56px;display:-webkit-box;display:-webkit-flex;display:-ms-flexbox;display:flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;}@media (max-width: 1079px){.css-1kiodld{display:none;}} build next, decide what to build next, log in or sign up.

Get started for free

18 Researcher Interview Questions (With Example Answers)

It's important to prepare for an interview in order to improve your chances of getting the job. Researching questions beforehand can help you give better answers during the interview. Most interviews will include questions about your personality, qualifications, experience and how well you would fit the job. In this article, we review examples of various researcher interview questions and sample answers to some of the most common questions.

or download as PDF

Common Researcher Interview Questions

What inspired you to pursue a career in research, what do you think sets research apart from other disciplines, what do you think is the most important skill for a researcher, what do you think is the most exciting thing about research, what do you think is the best thing about being a researcher, what do you think is the worst thing about being a researcher, what do you think is the most challenging thing about research, what do you think is the best thing about conducting research, what do you think is the worst thing about conducting research, what do you think is the most important thing to remember when conducting research, what do you think is the best way to approach research, what do you think is the worst way to approach research, what do you think is the most important thing to keep in mind when writing a research paper, what do you think is the best way to format a research paper, what do you think is the worst way to format a research paper, what do you think is the most important thing to consider when choosing a topic for a research paper, what do you think is the best way to go about finding sources for a research paper, what do you think is the worst way to go about finding sources for a research paper.

There are many reasons why someone might be inspired to pursue a career in research. For example, they may be inspired by the opportunity to make new discoveries that could improve the lives of people around the world. Or, they may be motivated by the challenge of solving complex problems and pushing the boundaries of knowledge.

It is important for interviewers to ask this question because it can help them to understand a candidate's motivation for pursuing a career in research. This can be helpful in assessing whether the candidate is likely to be successful in their role and whether they will be a good fit for the organisation.

Example: “ I have always been fascinated by the process of discovery and the role that research plays in advancing our understanding of the world around us. Pursuing a career in research allows me to contribute to this process and to make a difference in the world. ”

There are a few reasons why an interviewer might ask this question. First, they may be trying to gauge your level of experience and expertise in research. Second, they may be trying to understand your research process and methods. Finally, they may be trying to assess your ability to communicate and collaborate with other researchers.

This question is important because it can help the interviewer understand your level of experience and expertise in research. Additionally, it can help them understand your research process and methods. Finally, it can help them assess your ability to communicate and collaborate with other researchers.

Example: “ There are a few key things that set research apart from other disciplines: 1. The scientific method: In order to be considered research, an investigation must follow the scientific method, which is a systematic process for gathering and testing evidence. This ensures that research is as objective and unbiased as possible. 2. Peer review: Another key element of research is peer review, which is the process by which experts in a field check each other's work to ensure its quality. This helps to ensure that only the best and most reliable research is published. 3. Replication: Research is also designed to be replicated, or repeated, in order to verify its findings. This helps to ensure that the results are not simply due to chance or error. ”

There are many important skills for researchers, but some skills are more important than others. The most important skill for researchers is the ability to think critically. Critical thinking is the ability to analyze data and information and make decisions based on that analysis. It is important because it allows researchers to understand complex problems and find solutions to those problems.

Example: “ There are many important skills for a researcher, but some of the most important include: -The ability to ask clear and concise research questions -The ability to design effective research studies -The ability to collect high-quality data -The ability to analyze data effectively -The ability to communicate research findings clearly and effectively ”

There are many possible reasons an interviewer might ask this question to a researcher. They may be trying to gauge the level of enthusiasm the researcher has for their work, or they may be trying to assess how well the researcher understands the implications of their research. Additionally, the interviewer may be trying to determine if the researcher is able to articulate the significance of their work in a way that is understandable and relatable to a lay audience. Ultimately, it is important for the interviewer to gain a better understanding of the researcher's motivations and perspective on their work in order to get a sense of how well they will be able to communicate their findings to the public.

Example: “ There are many exciting things about research, but one of the most exciting things is the opportunity to make new discoveries. Every day, researchers are uncovering new information about the world around us and the universe we live in. This constantly expanding body of knowledge provides us with a greater understanding of our place in the world and how we can improve our lives. ”

There could be several reasons why an interviewer might ask this question. They may be trying to gauge the researcher's level of commitment to their work, or they may be trying to identify what motivates the researcher to do their job. Additionally, the interviewer may be trying to assess the researcher's ability to reflect on their work and identify areas of improvement. Ultimately, it is important for the interviewer to understand what the researcher finds most rewarding about their work in order to determine whether or not the researcher is a good fit for the position.

Example: “ There are many great things about being a researcher. One of the best things is that researchers get to learn new things all the time. They also get to help other people learn new things by sharing their findings with them. Researchers also get to travel to different places to conduct their research, which can be very exciting. ”

The interviewer is trying to gauge the researcher's self-awareness and ability to reflect on their work. This is important because it shows that the researcher is able to identify areas for improvement and is committed to professional development.

Example: “ There are a few potential drawbacks to being a researcher. First, the job can be quite isolating. Researchers often work alone in their labs or offices, and they may not have much interaction with other people on a daily basis. This can be lonely and frustrating for some people. Second, research can be slow and tedious. It can take years to complete a study, and the results may not be immediately apparent. This can be frustrating for people who want to see quick results. Finally, research can be expensive. Funding for research projects is often limited, so researchers may have to make do with less money than they would like. This can make it difficult to conduct high-quality research. ”

There are many potential challenges that come with research, such as finding accurate and reliable sources, developing a hypothesis, conducting experiments or surveys, and analyzing data. The most challenging thing about research can vary depending on the project and the researcher's individual skills and experience. By asking this question, the interviewer is trying to understand what the researcher feels is the most difficult part of the research process and why they feel that way. This information can help the interviewer determine if the researcher is a good fit for the project and if they will be able to overcome any challenges they may face.

Example: “ There are many challenges that come with research, but I think the most challenging thing is trying to find accurate and reliable information. With so much information available online, it can be difficult to know what is true and what is not. This can make it challenging to find the right data and resources to use for your research. ”

There are many reasons why an interviewer might ask a researcher what they think is the best thing about conducting research. It is important to remember that research is a process of inquiry that is used to uncover new knowledge or to confirm existing knowledge. The best thing about conducting research is that it allows us to constantly learn new things and to deepen our understanding of the world around us.

Example: “ There are many great things about conducting research, but one of the best things is that it allows you to explore new ideas and discover new knowledge. It can be very exciting to be on the cutting edge of new discoveries, and research allows you to do just that. Additionally, research is a great way to learn more about a specific topic or subject that you are interested in. Conducting research can help you gain a deeper understanding of the world around you and how it works. ”

The interviewer is trying to gauge the researcher's ability to reflect on their work and identify areas for improvement. This is important because it shows that the researcher is constantly trying to improve their methods and is willing to listen to criticism.

Example: “ There are a few potential worst things about conducting research, depending on the individual researcher's perspective. One worst thing could be the amount of time and effort required to produce high-quality research results. This can be especially true in fields where data is difficult to collect or analyze, or where experiments are expensive or time-consuming to carry out. Another worst thing about conducting research could be the pressure to publish results in prestigious journals, which can lead to cut corners being taken in the research process. Additionally, some researchers may find the constant criticism and peer review process to be frustrating and demoralizing. ”

An interviewer would ask this question in order to gauge the respondent's understanding of the research process and their ability to identify key components of a successful research project. It is important for researchers to be able to identify the most important aspects of their work in order to ensure that they are able to effectively communicate their findings to others. Additionally, this question can help to reveal areas where the respondent may need further training or education in order to improve their research skills.

Example: “ There are a few things that are important to remember when conducting research: 1. Make sure you have a clear research question that you want to answer. This will help guide your research and keep you focused. 2. Do your background research and make sure you understand the topic area you are researching. This will help ensure that your research is accurate and complete. 3. Be sure to use reliable and credible sources for your research. This will help ensure that your findings are trustworthy. 4. Be organized and keep track of your data and findings. This will help you to see patterns and trends in your data, and make it easier to write up your results. 5. Be critical of your data and findings, and try to identify any potential biases or errors. This will help you to produce more accurate results. ”

The interviewer is likely looking for qualities that the researcher has that make them successful at their job. This might include qualities such as being able to effectively plan and execute research projects, being able to troubleshoot problems that arise, and being able to communicate findings to others. It is important for the interviewer to gauge the researcher's self-awareness and ability to reflect on their own work in order to get a sense of how they might approach future projects.

Example: “ There is no one answer to this question as different researchers will have different opinions on the best way to approach research. However, some general tips that may be useful include: developing a clear research question or hypothesis, reviewing the relevant literature, designing an appropriate study methodology, collecting and analyzing data, and drawing conclusions based on the findings. It is also important to communicate the results of one's research in a clear and concise manner. ”

There are a few reasons why an interviewer might ask this question. First, they want to see if the researcher is familiar with different research approaches and can identify which ones are less effective. Second, the interviewer wants to gauge the researcher's critical thinking skills and ability to identify flaws in research methods. Finally, this question allows the interviewer to get a sense of the researcher's opinion on the best way to conduct research.

This question is important because it allows the interviewer to assess the researcher's knowledge of research methods, critical thinking skills, and opinion on the best way to conduct research. By understanding the researcher's thoughts on this topic, the interviewer can get a better sense of their thought process and whether they would be a good fit for the position.

Example: “ There is no one-size-fits-all answer to this question, as the worst way to approach research depends on the specific research question and context. However, some general approaches that could be considered bad ways to approach research include: 1. Not Defining the Research Question Clearly If the research question is not clearly defined from the outset, it can be difficult to know what direction to take the research in and what data to collect. This can lead to a lot of wasted time and effort, as well as potentially biased or irrelevant results. 2. Relying Too Much on Secondary Data While secondary data can be a valuable resource, it should not be relied upon too heavily. This is because secondary data may not be relevant to the specific research question or context, and it may also be out of date. In addition, secondary data cannot be controlled by the researcher, so it may not be possible to obtain the level of detail required for the research. 3. Collecting Data Without a Plan It is important to have a plan for how data will be collected before starting to collect it. This plan should specify what type of data will be collected, how it will be collected, and who will be responsible for collecting ”

The interviewer is likely trying to gauge the researcher's writing ability and whether they are able to produce a well-thought-out, comprehensive research paper. The most important thing to keep in mind when writing a research paper is to make sure that all of the information is accurate and that the sources are reliable. The paper should also be clear and concise so that the reader can easily follow the argument.

Example: “ There are a few things to keep in mind when writing a research paper that will help ensure your paper is well-received by your audience. First, make sure to choose a topic that is interesting and relevant to your audience. Second, take the time to thoroughly research your topic and provide well-supported arguments for your position. Third, be sure to edit and proofread your paper before submitting it for review. By following these simple tips, you can increase the chances that your research paper will be well-received by your intended audience. ”

The best way to format a research paper may vary depending on the discipline, but there are some general guidelines that can help a researcher ensure their paper is well-formatted and easy to read. Some important considerations for formatting a research paper include margins, font size and type, line spacing, and page numbers. Proper formatting can help make a research paper more accessible and easier to read, which can ultimately lead to more impactful research.

Example: “ There is no one correct answer to this question. Different researchers have different preferences for how to format a research paper. Some common elements that are typically included in a research paper are an abstract, introduction, literature review, methodology, results, and discussion. ”

There is no one answer to this question, as it depends on the specific field of research and the preferences of the journal or conference. However, some elements that could make a research paper poorly formatted include using an incorrect citation style, not following the required page layout, or using too many graphics and images. Poorly formatted papers can be difficult to read and may be less likely to be accepted for publication.

Example: “ There is no one "worst" way to format a research paper. However, there are several common formatting errors that can make a paper difficult to read and understand. These include: • Not using proper headings and subheadings to organize the paper. • Not using clear and concise sentences. • Not using proper grammar and punctuation. • Not citing sources properly. ”

There are many things to consider when choosing a topic for a research paper, but the most important thing is to choose a topic that is interesting and relevant to the researcher. The topic should also be something that the researcher is familiar with and has some knowledge about. Additionally, the topic should be something that is not too narrow or too broad, and it should be something that has been researched before.

Example: “ There are many things to consider when choosing a topic for a research paper. The most important thing is to choose a topic that is interesting and relevant to you. It is also important to choose a topic that is narrow enough to be covered in a single research paper. Additionally, it is important to consider the resources available to you when choosing a topic. Finally, it is also important to consider the audience you are writing for when choosing a topic. ”

One of the most important aspects of research is finding reliable sources. Without sources that can be verified and relied upon, the researcher's findings will not be credible. Therefore, it is important for the interviewer to ask how the researcher plans to find sources for their paper in order to ensure that the research is of high quality.

Example: “ There is no one answer to this question as it depends on the topic of the research paper and the type of sources required. However, some tips on finding sources for a research paper include using online search engines such as Google Scholar, looking through bibliographies of relevant books and articles, and searching for open access journals that cover the topic. Additionally, contacting experts in the field and asking for recommendations can be helpful. ”

The interviewer is trying to gauge the researcher's ability to find reliable sources of information. This is important because research papers are only as good as the sources they are based on. If a researcher cannot find reliable sources, then their paper will not be credible.

Example: “ There are a few ways that researchers can go about finding sources for their papers that are considered to be less than ideal. One way is to simply do a Google search on the topic and hope that relevant sources come up. This is often not very effective, as much of the information that comes up in a general search may not be relevant or reliable. Another way is to ask friends or colleagues for recommendations. This can be somewhat helpful, but it is often limited to the resources that those individuals are aware of. A better way to find sources is to use a database or search engine specifically designed for academic research. These tools will allow you to narrow your search to more reputable and relevant sources. ”

Related Interview Questions

• Market Researcher
• Survey Researcher
• Clinical Researcher
• User Experience Researcher

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

10 Common Job Interview Questions and How to Answer Them

• Vicky Oliver

Use this guide to stand out from the crowd and land the role you want.

Interviews can be high stress, anxiety-driving situations, especially if it’s your first interview. A little practice and preparation always pays off. While we can’t know exactly what an employer will ask, here are 10 common interview questions along with advice on how to answer them. The questions include:

• Could you tell me something about yourself and describe your background in brief? : Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job.
• How do you deal with pressure or stressful situations? : Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge it and include the steps you’re taking to respond better to pressure in the future.
• What are your salary expectations? : Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn.

Resignation numbers have remained abnormally high in the U.S. between July 2021 and October 2021, with millions of Americans quitting their jobs  — which also means there are millions of new openings up for grabs. If you’re entering the market for the first time, or just looking to make a change, use this guide to prepare for your next interview.

• Vicky Oliver is a leading career development expert and the multi-best-selling author of five books, including  301 Smart Answers to Tough Interview Questions , named in the top 10 list of “Best Books for HR Interview Prep.” She’s a sought-after speaker and seminar presenter and a popular media source, having made over 900 appearances in broadcast, print, and online outlets.    

Partner Center

Top 25 Researcher Interview Questions and Answers in 2024

Editorial Team

Researchers examine trends and acquire, locate, and interpret data. In addition, certain researchers conduct experiments and do data analysis. They work in various sectors, including academics, science, medical, and finance, and their daily routines vary according to their research aims. Researchers consult the internet, newspapers, books, and journal articles or conduct polls and interviews to obtain information. You may be asked about your work style during a researcher interview. Additionally, you could prepare to discuss specific tools you utilize while conducting research. The following article will assist you in becoming familiar with frequently asked interview questions.

1. What Makes You Want To Work For Our Organization In The First Place?

I’ve always admired your work as a company, and as soon as I saw this position, I knew it was the one. I was particularly interested in learning about your current research interests, including machine learning and artificial intelligence, which appeal to me particularly given my academic background. I also appreciate that your research assistants have the opportunity to work on a variety of projects, which I believe is an excellent opportunity for career development. After carefully reading the description, I realized it would assist me in achieving my long-term career goals while also allowing me to develop valuable skills. I am confident that I will gain valuable knowledge while becoming a valuable asset to the company.

2. What Qualifications Do You Possess That Make You The Ideal Candidate For This Position?

 After more than four years in this profession, I’ve developed the necessary abilities to take on a new challenge in my career. I possess superior writing and oral communication skills , critical components of any research team, and extensive expertise in gathering, processing, and evaluating data. Additionally, I possess a superior understanding of [a particular software package] specified as necessary for this employment. Finally, I am a self-starter willing to learn as much as possible and always go the additional mile. As you can see from my CV, my talents and experience qualify me as an ideal candidate for this role, and I am confident that I could contribute significantly to your team.

3. Describe What Multi-Stage Sampling Is.

Multi-stage sampling involves sampling in two or more steps. First, the population comprises second stage units and so on. Each stage’s sample unit is a cluster of the previous stage’s sampling units. Then, a sample of the second-stage sampling units is drawn from each selected first-stage sampling unit to the last sampling unit or population element, and the process repeats. At each level, a random sampling approach is used. It is appropriate when the population is dispersed geographically, and no sampling frame or list is available. It is also handy when time and money are restricted.

4. How Do You Ensure That You Make The Fewest Possible Errors In The Workplace While You Go About Your Everyday Routine?

I enjoy creating lists. That is how I ensure that nothing goes unnoticed. I begin each day by creating a list of the day’s objectives. Then, I verify each item in the list twice. After each day, I create a new list of objects that have been sorted and those that require attention. I make a point of sharing this list with my coworkers so that we can all create priorities and concentrate on the tasks at hand for the day or week.

5. What Do You Want To Get Out Of This Experience?

I hope to strengthen my research abilities, broaden my knowledge, and develop valuable connections throughout my time here. I feel that, based on my passion and experience and my talents and abilities, I can make an important contribution to your research team. The ability to lead research teams is something I hope to achieve in the future, and this role will assist me in that endeavor.

6. Have You Ever Disagreed With A Coworker? How Did You Deal With It?

I used to be part of a research team examining the cognitive decline in the elderly. Because the study was conducted at a famous private clinic, I noted that many participants had advanced degrees, which reduces the risk of cognitive impairment. As a researcher, I suggested changing the eligibility criteria to eliminate bias. Another team member advocated that we should adapt our method rather than use stricter criteria to collect enough data. Our primary investigator confirmed my finding but concurred with my colleague. I appreciated their consideration and agreed to follow the team’s lead.

7. How Would You Describe The Critical Concepts In Research Design?

A research design is a systematic and logical plan for conducting a research investigation. It defines the study’s objectives, methods, and techniques for accomplishing those objectives. It serves as the blueprint for the plan’s general scheme or research program. A research design is a method by which an investigator collects, analyzes, and interprets data. It establishes a systematic procedure for the researcher to follow. According to Celtic, Jahoda, Deutsch, and Cook, “a research design is the creation of conditions for data collection and analysis so that they balance relevance to the study purpose with procedural efficiency.”

8. What Are The Research Characteristics?

Research is the process of gathering, analyzing, and interpreting data to find answers.

However, for a method to qualify as research, it must exhibit certain characteristics: it must be as controlled as feasible, rigorous, systematic, valid and verifiable, empirical, and critical.

9. Identify A Strategy And Mindset That Are Needed For This Job.

Numerous strategies are used in this job. However, I’ve discovered that using peer-reviewed articles in research papers is critical. It guarantees that you will work with accurate and properly cited information, critical for any research scientist. When it comes to the right mindset, one must be open-minded and receptive to new information, willing to learn new techniques, and value teamwork because they will be required to work in teams.

10. As A Researcher, How Do You Keep Yourself Motivated?

My enthusiasm for research, I feel, has kept me going this far by providing me with much-needed inspiration. I enjoy learning new facts about various areas as a result of my curiosity. My drive to learn and acquire new information is also a significant motivator. We live in an information age, and information leads to knowledge, and knowledge, as the adage goes, is power. I also enjoy collaborating with diverse teams and gaining knowledge from their members. I believe that any information someone obtains should be shared with others, especially if it has the potential to improve people’s lives favorably.

11. Why Should A Manager Understand Research When Their Job Requires Them To Manage People, Products, Events, And Environments?

As I said, research is the pursuit of facts, answers to questions, and solutions to problems. It is a targeted investigation. It seeks explanations for inexplicable phenomena to clarify dubious facts and dispel misperceptions. Research is an organized and systematic inquiry or research that elicits data to resolve a problem or determine the resolution of a difficult issue.

12. What Are Some Of The Qualities That A Researcher Must Possess To Succeed?

Researchers should be curious and eager to learn more about their areas of specialization. Without methodologies and tools, research is impossible. As a result, it should be advantageous for a researcher to be familiar with these instruments. Additionally, they should possess leadership abilities to foster a productive and enthusiastic work environment. Additionally, competent researchers must be efficient with their time. They will be required to perform additional work in a short period due to time constraints. Finally, if people refuse to cooperate in providing accurate data, the researcher should not be discouraged and should face the obstacles. Additionally, open-mindedness, analytical abilities, and the capacity to operate in a team setting are desirable characteristics.

13. What Are The Responsibilities And Roles Of A Researcher?

They find study areas that can help advance knowledge in a certain subject and financial sources and then write research proposals and submit grant applications to those sources. They have a task to complete. Interpreting the outcomes of data analysis and drawing deductions and conclusions, as well as presenting the findings to the committee

Aside from that, they use the outcomes of their study to publish reports, papers, and reviews and present their findings in journals and conferences. Finally, they collaborate with research teams, industry stakeholders, and government organizations to achieve their goals.

14. What Is The Meaning Of Double-Blind?

When a study employs a “double-blind” approach, neither the participants nor the researchers are aware of their assigned condition. For instance, a researcher may wish to determine if it is the sugar in chocolate or simply the notion that eating chocolate makes people happy, enhancing a person’s mood. One technique to accomplish this is to conduct a double-blind study. Participants are given either regular chocolate or sugar-free chocolate, and neither the researchers nor the participants know which chocolate was given.

15. Give An Example Of A Challenge You Encountered In A Previous Role And How You Overcame It.

During my previous employment as a research team member, the lead researcher experienced a personal crisis and abruptly quit the project. I was asked to take over and saw myself delegating duties and managing a team for the first time. I sought counsel from an old mentor and attended a leadership and team management conference. Even though I was unprepared, I recognized the critical nature of my commitment during that trying time and was eventually able to complete the job effectively. Naturally, I could not have done it without the support of the entire crew. As a leader, I was receptive to their ideas and suggestions to develop a novel strategy. As a result, we were all aware of the situation and collaborated to achieve achievement.

16. What Is The Definition Of Research Methodology?

When it comes to conducting research, research methodology is a collective phrase that refers to the structured process. It is common to find a variety of methods being utilized in various sorts of research, and the phrase is commonly understood to contain the following elements: study design, data collection, and data analysis. There are two major categories of research methodology: quantitative and qualitative. 

17. As A Researcher, What Do You Think Your Main Strengths And Weaknesses Are?

I am a team player that is outgoing and enjoys interacting with others. I am a quick learner who is also extremely motivated. I have excellent analytical and organizational abilities, and I am accustomed to working under time constraints. At the same time, I have difficulty dealing with negative criticism, which is why I value open communication and the ability to voice my concerns. Even though I possess a high level of computer literacy, I have no prior experience dealing with (a certain program). On the other hand, I am familiar with (its competitor).

18. How Can I Assess Product Demand After Price, Feature, Or Distribution Channel Changes?

Research’s simulation software can evaluate and answer “what if?” questions. In the simulator example, the software will automatically reveal the price share of your company’s product versus all competitors. The simulation software is based on a choice modeling survey.

Using simulation software, we can see how a product change affects market share and which competitors lose market share. It is quite useful in predicting competitor responses.

19. Mention A Potential Challenge You Anticipate Yourself Facing In This Position.

Our daily activities include challenges; they are designed to strengthen us, not depress us. Having worked in this industry for some time, I’ve noticed that most difficulties are cross-cutting. I’ve dealt with them throughout my career, continually devising new solutions or refining existing ones. As a result, I feel that I will overcome any obstacles that arise in this position with your assistance and that of my teammates.

20. What Is An Experimentative Research Methodology?

The experimental technique entails altering one variable to ascertain whether this results in changes in another. This method uses controlled research techniques, random assignment of study volunteers, and variable modification to test a hypothesis.

21. Has Your Patience Ever Been Put To The Test? How Did You Handle That Situation?

My patience has been put to the Test primarily in group settings. When we have a lot of work to perform, we divide it into manageable chunks and assign each person a task. However, certain individuals frequently miss assigned deadlines, irritating the entire team. I make every effort to keep my composure and encourage them to complete the task at hand during such moments. If they are still unable to do so, the work is allocated to another team member.

22. How Do I Carry Out A Q Study?

The Q sorting technique is comprised of the following core steps. First, the concourse is scoured for a diverse selection of objects (dubbed a Q sample). A group of respondents (P set) is told to rank-order (Q sort) the Q sample along a standardized continuum in response to a specific instruction condition. Participants do so based on their preferences and dislikes and their own ‘psychological significance. Finally, correlation and factor analysis are performed on the obtained Q sorts. The results as interpreted are factors of ‘operant subjectivity.

23. When Is It Appropriate To Use A Qualitative Research Methodology?

A qualitative research study is appropriate when you need to gain insight into the customer’s heart and thoughts. Qualitative research is a highly subjective research field that is purpose-built to look “beyond the percentages” to acquire an understanding of the customer’s feelings, impressions, and perspectives. Qualitative research is the only way to collect intuitive, highly subjective personal information.

24. What Considerations Must I Make When Conducting Observational Research?

Be “invisible” and avoid getting entangled in the incident.

Use all of your senses, not just sight. Jot down any olfactory cue (if applicable). Note your thoughts and feelings. Your mood when viewing What emotions did you feel? Relate your emotions to what you saw. Record the situation’s context: location, time, participants, numbers, gender, etc. Notate your thoughts as you observed. Did it remind you of anything? Have you had a similar experience? What do you think they were thinking while you were watching? Keep a notebook of your observations. If necessary, use acronyms.

25. What Is The Observational Method Of Research And How Does It Work?

A naturalistic observational study is defined as research in which the observer does not intervene. Instead, the researcher remains completely inconspicuous and makes every effort not to interfere with the natural dynamics of the situation under investigation.

Interviews with researchers are unlike any other type of job interview. Candidates must submit extensive responses that include relevant examples from their professional experiences and demonstrate that they match the job description’s requirements. Maintaining a pleasant mood throughout the interview will be critical in determining if you should advance to the next stage of the employment process. You can boost your confidence and sound more comfortable and assertive by pre-planning your responses. Hopefully, this post gave you some useful insight on how to ace your next interview!

• Top 25 AJAX Interview Questions and Answers in 2024
• Top 25 Data Structure Interview Questions and Answers in 2024
• Top 25 Microsoft Word  Interview Questions and Answers in 2024
• Top 25 React Interview Questions and Answers in 2024

© 2024 Copyright ProjectPractical.com

• Business Essentials
• Leadership & Management
• Credential of Leadership, Impact, and Management in Business (CLIMB)
• Entrepreneurship & Innovation
• Digital Transformation
• Finance & Accounting
• Business in Society
• For Organizations
• Support Portal
• Media Coverage
• Founding Donors
• Leadership Team

• Harvard Business School →
• HBS Online →
• Business Insights →

Business Insights

Harvard Business School Online's Business Insights Blog provides the career insights you need to achieve your goals and gain confidence in your business skills.

• Career Development
• Communication
• Decision-Making
• Earning Your MBA
• Negotiation
• News & Events
• Productivity
• Staff Spotlight
• Student Profiles
• Work-Life Balance
• AI Essentials for Business
• Alternative Investments
• Business Analytics
• Business Strategy
• Business and Climate Change
• Creating Brand Value
• Design Thinking and Innovation
• Digital Marketing Strategy
• Disruptive Strategy
• Economics for Managers
• Entrepreneurship Essentials
• Financial Accounting
• Global Business
• Launching Tech Ventures
• Leadership Principles
• Leadership, Ethics, and Corporate Accountability
• Leading Change and Organizational Renewal
• Leading with Finance
• Management Essentials
• Negotiation Mastery
• Organizational Leadership
• Power and Influence for Positive Impact
• Strategy Execution
• Sustainable Business Strategy
• Sustainable Investing
• Winning with Digital Platforms

How to Answer Common Interview Questions: A Cheat Sheet

• 09 Apr 2019

After sending out countless cover letters and resumes , you’re starting to line up interviews. If you’re in a full-force job hunt, you may find yourself speaking with multiple companies within a week—all at different stages in the interview process.

No matter how much interviewing experience you may have, each hiring manager deserves to meet with a well-prepared candidate. Coming to your interview prepared not only shows you’re serious about your interest in the position, but that you respect their time.

With this in mind, here are four common interview questions you should start preparing for now if you want to land your next job.

Common Interview Questions to Be Prepared for

1. “tell me about yourself.”.

Although technically not a question, it's a common opening line. This prompt roughly translates to, “What’s your story?” and your response can set the tone for the entire interview.

Here’s how you can make your story a best seller:

Consider Your Audience : Research a company in advance to assess their culture and determine which details are most relevant to share.

Create an Outline : Avoid losing your audience by creating an easy-to-follow storyline. Focus on having a beginning, middle, and end. Consider using the template below to get started:

• “I’m currently a Business Analyst for…”
• “I work on…”
• “I previously worked as…”
• “I studied…”
• “I decided to transition because…”
• “Now that I have experience in…”
• “After completing my degree…”
• “I'm eager to work on…”

Practice, Practice, Practice: The goal is not to memorize a script, but rather to familiarize yourself with your own highlight reel. Play with the order of the template depending on the biggest selling points of your experience. People typically remember the first and last thing they hear, so prioritize accordingly and keep it concise. A 30- to 60-second response is best.

Why Is This Question Important?

It's a foundation for other common job-seeking scenarios, such as explaining why you're leaving your current role, an elevator pitch at a networking event, or as an outline for a cover letter. Think of it as an opening statement that you can repurpose for different situations.

2. "What Is Your Biggest Strength?"

As tempting as it may be to list every buzzword possible, interviewers will have heard them all. Leave a lasting impression with an anecdotal response that demonstrates the skills they’re looking for in a candidate. For example: “I have been known to work well under a tight schedule. In my current role…” You can also use situations from different points in your career.

Keep in mind the tips from the prompt above and use the S.T.A.R Method to structure your response:

• Situation: Set the scene
• Task: Explain your end goal
• Action: Outline the steps you took to achieve your task
• Result: Note the result of your action

If you’re invited to an interview, whether by phone or in person, it means your resume has already convinced the hiring manager that you meet the baseline requirements for the job. This question is an opportunity for you to “wow” them by demonstrating the kind of value you can bring to their organization. Career changers can leverage specific examples to highlight transferable skills. Use the S.T.A.R. Method for any behavioral questions, also known as “Tell Me of a Time” questions. Typical behavioral questions seek examples of leadership, problem-solving, or growth.

Related: How to Follow up After a Job Interview the Right Way

3. “What Is Your Biggest Weakness?”

Of course, you don’t want to admit to being anything but the perfect candidate. The secret is to use this as an opportunity to demonstrate how you’ve grown in your career.

For instance, you may have struggled with difficult conversations in the past, but have since honed your skills through a negotiations course . Alternatively, if you’ve found it challenging to understand various financial aspects of your job or industry, demonstrate that you’ve built financial skills to address that weakness.

If you can’t think of a weakness, find someone in your support system whom you trust to be honest with you.

Remember to use a direct example following the S.T.A.R. Method and take control of the narrative with the following tips:

• Keep it work-related
• Talk about it in a positive light; it's not a weakness, but rather an area of growth
• Outline the actions steps taken, or currently being taken, to address it

Interviewers ask this question to gauge your self-awareness and get a sense of your weaknesses. By doing the work to understand your weaknesses, and explaining how you’ve proactively taken steps to improve yourself, you can be a more attractive candidate.

The answer to this question can proactively address any missing skills or experience on your resume (for example, taking a course to learn business fundamentals ). It will also demonstrate your problem-solving skills and build your confidence.

4. “Do You Have Any Questions for Us?”

This is your opportunity to show interest and determine if the role or company is a good fit. Always have at least one question prepared.

If you can’t think of anything to ask, consider pulling questions from the following categories:

• Ask the interviewers questions about their roles and experience with the company
• Learn more about how much you would interact with your interviewers on the job
• Actively listen to what interviewers have to say and ask follow-up questions for clarification
• Learn more about their approach to work/life balance
• Inquire about professional development opportunities
• Confirm what their performance review process is like
• Consider asking for an office tour
• Understand the history of the role and why it's currently vacant
• Learn who you'll report to and ask about their management styles
• Study the job posting and highlight any areas you want to discuss in more detail
• Consider directly asking about any concerns they may have with your application
• Inquire about the interview process and how many steps will be involved
• Confirm a timeline for their decision and determine if you can follow up in the meantime

Interviews aren’t just for the hiring manager; they’re for you, too. No matter the outcome of the interview, the more questions you ask, the more you'll learn about the job market for future reference. Think critically about any questions you’d like to ask that can’t be answered on your own with research.

Related: 3 Great Questions to Ask in an Interview

Landing the Job

Preparation is vital to a successful job interview. By practicing your responses to these common interview questions, you can make a positive impression on hiring managers and land the job of your dreams .

As you practice these questions and answers, pay special attention to any areas where you struggle to articulate yourself clearly and effectively. Ask yourself whether it’s due to jitters and limited interviewing practice, or because of a lack of confidence.

If it’s due to a lack of confidence, consider different ways you can become more confident. Completing a business course that’s relevant to your desired career can be an effective means of growing your confidence through education and skill-building.

Are you interested in additional career development advice ? Download our free guide on how to advance your career with essential business skills and explore our other articles, including " 9 Virtual Interview Tips to Help You Land Your Next Job " and " How to Properly Follow Up After an Interview ."

This post was updated on September 11, 2020. It was originally published on April 9, 2019.

About the Author

50+ Most Common Interview Questions and Answers

Wouldn’t it be great if you knew exactly what questions a hiring manager would be asking you in your next job interview ?

We can’t read minds, unfortunately, but we’ll give you the next best thing: a list of 53 of the most commonly asked interview questions and answers, along with advice on how to come up with your own responses.

While we don’t recommend having a canned response for every interview question (in fact, please don’t), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you’re the right person for the job.

Land more interviews by looking for more open jobs on The Muse »

Consider this list your job interview answer and question study guide. (And don’t miss our bonus list at the end, with links to resources on specific types of interview questions—about emotional intelligence or diversity and inclusion , for example—and interview questions by role, from accountant to project manager to teacher.)

50+ most common job interview questions and answers

1. tell me about yourself..

This question seems simple, so many people fail to prepare for it, but it’s crucial. Here's the deal: Don’t give your complete employment (or personal) history. Instead, give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Muse writer and MIT career counselor Lily Zhang recommends using a present, past, future formula. Talk a little bit about your current role (including the scope and perhaps one big accomplishment), then give some background as to how you got there and experience you have that’s relevant. Finally, segue into why you want—and would be perfect for—this role.

Possible answer to “Tell me about yourself.”

“ Well, I’m currently an account executive at Smith, where I handle our top-performing client. Before that, I worked at an agency where I was on three different major national healthcare brands. And while I really enjoyed the work that I did, I’d love the chance to dig in much deeper with one specific healthcare company, which is why I’m so excited about this opportunity with Metro Health Center.”

Read More: A Complete Guide to Answering “Tell Me About Yourself” in an Interview (Plus Examples!)

2. Walk me through your resume.

Like “Tell me about yourself,” this question is a common interview opener. But instead of framing your answer around what qualities and skills make you best for the position, your answer should group your qualifications by your past jobs and tell your career story. You might choose to tell this story chronologically, especially if there’s a great anecdote about what set you on this path. Or, as with “Tell me about yourself,” you can begin with your present job then talk about what brought you here and where you’re going next. But regardless, when you speak about your “past” and “present,” highlight your most relevant experiences and accomplishments for this job and wrap up by talking about the future, i.e. connect your past and present together to show why this job should be the next one you add to your resume.

Possible answer to “Walk me through your resume.”

“Well, as you can see from my resume, I took a bit of a winding road to get to where I am today. In college, I double majored in chemistry and communications. I found early on that working in a lab all day wasn’t for me and at some point I realized I looked forward to the lab class I TA’ed the most.

“So when I graduated, I found a job in sales for a consumer healthcare products company, where I drew on my teaching experience and learned even more about tailoring your message and explaining complex health concepts to people without a science background. Then, I moved into a sales training role at a massive company where I was responsible for teaching recent graduates the basics of selling. My trainees on average had more deals closed in their first quarter than any of the other trainers’ cohorts. Plus, I got so much satisfaction from finding the right way to train each new hire and watching them progress and succeed. It reminded me of my time as a TA in college. That’s when I started taking night classes to earn my chemistry teaching certificate.

“I left my full-time job last year to complete my student teaching at P.S. 118 in Manhattan, and over the summer, I worked for a science camp, teaching kids from the ages of 10 to 12 about basic chemistry concepts and best practices for safe experiments. Now, I’m excited to find my first full-time teaching job, and your district is my top choice. The low student-to-teacher ratio will let me take the time to teach each student in the best way for them—which is my favorite part of the job.”

Read More: How to Respond to “Walk Me Through Your Resume”—and Get Your Interview Started on the Right Note

3. How did you hear about this position?

Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name-drop that person, then share why you were so excited about the job. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.

Possible answer to “How did you hear about this position?”

  “I heard about an opening on the product team through a friend of a friend, Akiko, and since I’m a big fan of your work and have been following you for a while I decided it would be a great role for me to apply for.” Read More: 3 Ways People Mess Up the (Simple) Answer to “How Did You Come Across This Job Opportunity?”

4. Why do you want to work at this company?

Beware of generic answers! If what you say can apply to a whole slew of other companies, or if your response makes you sound like every other candidate, you’re missing an opportunity to stand out. Zhang recommends one of four strategies: Do your research and point to something that makes the company unique that really appeals to you; talk about how you’ve watched the company grow and change since you first heard of it; focus on the organization’s opportunities for future growth and how you can contribute to it; or share what’s gotten you excited from your interactions with employees so far. Whichever route you choose, make sure to be specific. And if you can’t figure out why you’d want to work at the company you’re interviewing with by the time you’re well into the hiring process? It might be a red flag telling you that this position is not the right fit.

Possible answer to “Why do you want to work at this company?”

“I saw on The Muse that you were also hiring for new positions on the West Coast to support your new operations there. I did some more reading about the new data center you’re building there and that excites me as I know this means there’ll be opportunities to train new teammates. I also learned through a Wall Street Journal article that you’re expanding in Mexico as well. I speak Spanish fluently and would be eager to step up and help liaise whenever necessary.”

Read More: 4 Better Ways to Answer “Why Do You Want to Work at This Company?”

5. Why do you want this job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you’re doing great things, so I want to be a part of it”).

Possible answer to “Why do you want this job?”

“I’ve always been a fan of X Co’s products and I’ve spent countless hours playing your games. I know that your focus on unique stories is what drew me and other fans into your games initially and keeps us coming back for more. I’ve followed X Co on social media for a while, and I’ve always loved how you have people in different departments interact with users. So I was psyched when I came across this posting for a social media manager with TikTok experience. At my last job, I was responsible for launching our TikTok account and growing it to 10,000 followers in six months. Between that experience, my love of gaming, and my deep knowledge of your games and fanbase, I know I could make this TikTok account something special and exciting.”

Read More: 3 Steps for Answering “Why Do You Want This Job?”

6. Why should we hire you?

This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, but also deliver great results; that you’ll really fit in with the team and culture; and that you’d be a better hire than any of the other candidates.

Possible answer to “Why should we hire you?”

“ I know it’s been an exciting time for General Tech—growing so much and acquiring several startups—but I also know from experience that it can be challenging for the sales team to understand how new products fit in with the existing ones. It’s always easier to sell the product you know, so the newer stuff can get shortchanged, which can have company-wide ramifications. I have over a decade of experience as a sales trainer, but more importantly, most of those years were working with sales teams that were in the exact same boat Gen Tech is in now. Growth is wonderful, but only if the rest of the company can keep up. I’m confident I can make sure your sales team is confident and enthusiastic about selling new products by implementing an ongoing sales training curriculum that emphasizes where they sit in a product lineup.”

Read More: 3 Better Ways to Answer “Why Should We Hire You?”

7. What can you bring to the company?

When interviewers ask this question, they don’t just want to hear about your background. They want to see that you understand what problems and challenges they’re facing as a company or department as well as how you’ll fit into the existing organization. Read the job description closely, do your research on the company, and make sure you pay attention in your early round interviews to understand any issues you’re being hired to solve. Then, the key is to connect your skills and experiences to what the company needs and share an example that shows how you’ve done similar or transferable work in the past.

Possible answer to “What can you bring to the company?”

“As Jocelyn talked about in our interview earlier, PopCo is looking to expand its market to small business owners with less than 25 employees, so I’d bring my expertise in this area and my experience in guiding a sales team that’s selling to these customers for the first time. In most of my past roles, this segment has been my focus and in my current role, I also played a big part in creating our sales strategies when the business began selling to these customers. I worked with my managers to develop the sales script. I also listened in on a number of sales calls with other account execs who were selling to these customers for the first time and gave them pointers and other feedback. In the first quarter, our 10-person sales team closed 50 new bookings in this segment, and I personally closed 10 of those deals. I helped guide my last company through the expansion into small businesses, and I’m eager to do that again at PopCo. Plus, I noticed you have a monthly karaoke night—so I’m eager to bring my rendition of ‘Call Me Maybe’ to the team as well.”

Read More : What Interviewers Really Want to Hear When They Ask “What Can You Bring to the Company?”

8. What are your greatest strengths?

Here’s an opening to talk about something that makes you great—and a great fit for this role. When you’re answering this question, think quality, not quantity. In other words, don’t rattle off a list of adjectives. Instead, pick one or a few (depending on the question) specific qualities that are relevant to this position and illustrate them with examples. Stories are always more memorable than generalizations. And if there’s something you were hoping to mention because it makes you a great candidate, but you haven’t had a chance yet, this would be the perfect time.

Possible answer to “What are your greatest strengths?”

“ I’d say one of my greatest strengths is bringing organization to hectic environments and implementing processes to make everyone’s lives easier. In my current role as an executive assistant to a CEO, I created new processes for pretty much everything, from scheduling meetings to planning monthly all hands agendas to preparing for event appearances. Everyone in the company knew how things worked and how long they would take, and the structures helped alleviate stress and set expectations on all sides. I’d be excited to bring that same approach to an operations manager role at a startup, where everything is new and constantly growing and could use just the right amount of structure to keep things running smoothly.”

Read More: 3 Smart Strategies for Answering “What's Your Greatest Strength?”

9. What do you consider to be your weaknesses?

What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can’t meet a deadline to save my life” is not an option—but neither is “Nothing! I’m perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you’ve recently volunteered to run meetings to help you get more comfortable when addressing a crowd.

Possible answer to “What do you consider to be your weaknesses?”

“It can be difficult for me to gauge when the people I’m working with are overwhelmed or dissatisfied with their workloads. To ensure that I’m not asking too much or too little from my team, we have weekly check-ins. I like to ask if they feel like they’re on top of their workload, how I could better support them, whether there’s anything they’d like to take on or get rid of, and if they’re engaged by what they’re doing. Even if the answer is ‘all good,’ these meetings really lay the groundwork for a good and trusting relationship.”

Read More: 4 Ways to Answer “What Is Your Greatest Weakness?” That Actually Sound Believable

10. What is your greatest professional achievement?

Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don’t be shy when answering this interview question! A great way to do so is by using the STAR method : situation, task, action, results. Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), then describe what you did (the action) and what you achieved (the result): “In one month, I streamlined the process, which saved my group 10 person-hours each month and reduced errors on invoices by 25%.”

Possible answer to “What is your greatest professional achievement?”

“My greatest accomplishment was when I helped the street lighting company I worked for convince the small town of Bend, Oregon to convert antiquated street lighting to energy-efficient LED bulbs. My role was created to promote and sell the energy-efficient bulbs, while touting the long-term advantage of reduced energy costs. I had to develop a way to educate city light officials on the value of our energy-efficient bulbs—which was a challenge since our products had an expensive up-front cost compared to less efficient lighting options. I created an information packet and held local community events aimed at city officials and the tax-paying public. There, I was able to demo the company product, answer questions, and evangelize the value of LED bulbs for the long term. It was crucial to have the public on board and I was able to reach a wide variety of community members with these events. I not only reached my first-year sales goal of $100,000, but I was also able to help us land another contract in a neighboring city. Plus, the community-focused strategy garnered attention from the national media. And I’m proud to say I got a promotion within one year to senior sales representative.”

Read More: The Perfect Formula for Answering “What Is Your Greatest Accomplishment” in an Interview

11. Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.

You’re probably not eager to talk about conflicts you’ve had at work during a job interview. But if you’re asked directly, don’t pretend you’ve never had one. Be honest about a difficult situation you’ve faced (but without going into the kind of detail you’d share venting to a friend). “Most people who ask are only looking for evidence that you’re willing to face these kinds of issues head-on and make a sincere attempt at coming to a resolution,” former recruiter Richard Moy says. Stay calm and professional as you tell the story (and answer any follow-up questions), spend more time talking about the resolution than the conflict, and mention what you’d do differently next time to show “you’re open to learning from tough experiences.”

Possible answer to “Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.”

“ Funnily enough, last year I was part of a committee that put together a training on conflict intervention in the workplace and the amount of pushback we got for requiring attendance really put our training to the test. There was one senior staff member in particular who seemed adamant. It took some careful listening to understand he felt like it wasn’t the best use of his time given the workload he was juggling. I made sure to acknowledge his concern. And then I focused on his direct objection and explained how the training was meant to improve not just the culture of the company, but also the efficiency at which we operated—and that the goal was for the training to make everyone’s workload feel lighter. He did eventually attend and was there when I talked to the whole staff about identifying the root issue of a conflict and addressing that directly without bringing in other issues, which is how I aim to handle any disagreement in the workplace.”

Read More: 3 Ways You’re Messing Up the Answer to “Tell Me About a Conflict You’ve Faced at Work”

12. Tell me about a time you demonstrated leadership skills.

You don’t have to have a fancy title to act like a leader or demonstrate leadership skills. Think about a time when you headed up a project, took the initiative to propose an alternate process, or helped motivate your team to get something done. Then use the STAR method to tell your interviewer a story, giving enough detail to paint a picture (but not so much that you start rambling) and making sure you spell out the result. In other words, be clear about why you’re telling this particular story and connect all the dots for the interviewer.

Possible answer to “Tell me about a time you demonstrated leadership skills.”

“I think that a good leader is someone who can make decisions while also listening to others and being willing to admit when you’re wrong and course correct. In my last role, my team and I were responsible for giving a big presentation to a prospective client. I quickly assigned different tasks to members of my team, but the project never really got moving. I gave everyone an opportunity to share their input and concerns, and it turned out that they were struggling in the roles I’d given them. I ended up switching a few people around. Meanwhile, the employee I’d assigned to give the presentation was nervous, but still wanted to give it a try. I worked with them to make sure they were ready and even held a practice session so that they could rehearse in a more comfortable environment. When the time came for the real thing, they nailed it! We landed the client and the company still has the account to this day. And that employee became a go-to person for important client presentations. I’m really glad I took the time to listen to everyone’s concerns so that I could re-evaluate my approach and help my team be the best it could be.”

Read More: The Best Way to Answer “Tell Me About a Time You Demonstrated Leadership Skills” in a Job Interview

13. What’s a time you disagreed with a decision that was made at work?

The ideal anecdote here is one where you handled a disagreement professionally and learned something from the experience. Zhang recommends paying particular attention to how you start and end your response. To open, make a short statement to frame the rest of your answer, one that nods at the ultimate takeaway or the reason you’re telling this story. For example: “I learned early on in my professional career that it’s fine to disagree if you can back up your hunches with data.” And to close strong, you can either give a one-sentence summary of your answer (“In short…”) or talk briefly about how what you learned or gained from this experience would help you in the role you’re interviewing for.

Possible answer to “What’s a time you disagreed with a decision that was made at work?”

“In my job as a finance assistant, I was in charge of putting together reports for potential company investments. It was important to get the details and numbers right so that leaders had the best information to make a decision. One time, my boss asked me to generate a new report on a Wednesday morning and wanted it done by Thursday at 5 PM. Because I’m committed to high-quality work and I wasn’t sure my boss fully understood what goes into each report, I knew I needed to speak up. At her next available opening, I sat down with my boss and explained my concerns. She was firm that the report would be completed by Thursday at 5 PM. So I decided to ask if there was anyone who could help out. After thinking about it, my boss found another assistant who could put in a few hours. While it was a tight timeline, we got the report done, and the committee was really pleased to review it at the meeting. My boss appreciated my extra efforts to make it happen and I felt good that I hadn’t let the quality of the report slip. It was a good experience of being a team player but also knowing when and how to ask for help. And once I explained how much time and work goes into each report, my boss was careful to assign them further in advance.”

Read More: Here’s the Secret to Answering “Tell Me About a Time You Had a Conflict With Your Boss” in an Interview

14. Tell me about a time you made a mistake.

You’re probably not too eager to dig into past blunders when you’re trying to impress an interviewer and land a job. But talking about a mistake and winning someone over aren’t mutually exclusive, Moy says. In fact, if you do it right, it can help you. The key is to be honest without placing blame on other people, then explain what you learned from your mistake and what actions you took to ensure it didn’t happen again. At the end of the day, employers are looking for folks who are self-aware, can take feedback, and care about doing better.

Possible answer to “Tell me about a time you made a mistake.”

“Early in my career, I missed a deadline that ended up costing us a really big account. There were a lot of factors that contributed to this, but ultimately, I was the one who dropped the ball. From that experience, I went back and thought really hard about what I could’ve controlled and what I would’ve changed. It turns out that I was not nearly as organized as I thought I was. I sat down with my boss, asked for suggestions on how to improve my organizational skills, and a few months later I was able to score an even bigger account for the department.”

Read More: 3 Rules That Guarantee You'll Nail the Answer to “Tell Me About a Time You Made a Mistake”

15. Tell me about a time you failed.

This question is very similar to the one about making a mistake, and you should approach your answer in much the same way. Make sure you pick a real, actual failure you can speak honestly about. Start by making it clear to the interviewer how you define failure. For instance: “As a manager, I consider it a failure whenever I’m caught by surprise. I strive to know what’s going on with my team and their work.” Then situate your story in relation to that definition and explain what happened. Finally, don’t forget to share what you learned. It’s OK to fail—everyone does sometimes—but it’s important to show that you took something from the experience.

Possible answer to “Tell me about a time you failed.”

“ As a team manager, I consider it a failure if I don’t know what’s going on with my staff and their work—basically if a problem catches me by surprise then I’ve failed somewhere along the way. Even if the outcome is ultimately fine, it means I’ve left a team member unsupported at some point. A somewhat recent example would be this training we do every year for new project managers. Because it’s an event that my team has run so many times, I didn’t think to check in and had no idea a scheduling conflict was brewing into a full-on turf war with another team. The resolution actually ended up being a quick and easy conversation at the leadership team meeting, but had I just asked about it sooner it would never have been a problem to begin with. I definitely learned my lesson about setting reminders to check in about major projects or events even if they’ve been done dozens of times before.”

Read More: 4 Steps for Answering “Tell Me About a Time When You Failed”

16. Why are you leaving your current job?

This is a toughie, but one you can be sure you’ll be asked. Definitely keep things positive—you have nothing to gain by being negative about your current employer. Instead, frame things in a way that shows that you’re eager to take on new opportunities and that the role you’re interviewing for is a better fit for you. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go from your most recent job? Keep it simple: “Unfortunately, I was let go,” is a totally acceptable answer.

Possible answer to “Why are you leaving your current job?”

“I’m ready for the next challenge in my career. I loved the people I worked with and the projects I worked on, but at some point I realized I wasn’t being challenged the way I used to be. Rather than let myself get too comfortable, I decided to pursue a position where I can continue to grow.”

Read More: 4 Better Ways to Answer “Why Are You Leaving Your Job?”

17. Why were you fired?

Of course, they may ask the follow-up question: Why were you let go? If you lost your job due to layoffs, you can simply say, “The company [reorganized/merged/was acquired] and unfortunately my [position/department] was eliminated.” But what if you were fired for performance reasons? Your best bet is to be honest (the job-seeking world is small, after all). But it doesn’t have to be a deal breaker. Frame it as a learning experience: Share how you’ve grown and how you approach your job and life now as a result. And if you can portray your growth as an advantage for this next job, even better.

Possible answer to “Why were you fired?”

“After working for XYZ Inc. for four years, there were some changes made to the amount of client calls we were expected to process per hour. I used the techniques we were taught after the change took effect, but didn’t want our customer service to slip. Unfortunately, I wasn’t consistently completing the required number of calls, and, as a result, I was let go. I felt really bad about this and in retrospect I could have done better sticking to the process that would have let me meet the per hour quota. But you’ve told me about the customer service standards and the volume expectations here, and I believe it won’t be a problem.”

Read More: Stop Cringing! How to Tell an Interviewer You've Been Fired

18. Why was there a gap in your employment?

Maybe you were taking care of children or aging parents, dealing with health issues, or traveling the world. Maybe it just took you a long time to land the right job. Whatever the reason, you should be prepared to discuss the gap (or gaps) on your resume. Seriously, practice saying your answer out loud. The key is to be honest, though that doesn’t mean you have to share more details than you’re comfortable with. If there are skills or qualities you honed or gained in your time away from the workforce—whether through volunteer work, running a home, or responding to a personal crisis—you can also talk about how those would help you excel in this role.

Possible answer to “Why was there a gap in your employment?”

“I spent a number of years working at a company in a very demanding job, in which—as you’ll see from my references—I was very successful. But I’d reached a stage in my career where I wanted to focus on my personal growth. The time I spent traveling taught me a lot about how to get along with people of all ages and cultures. Now I feel more than ready to jump back into my career with renewed energy and focus and I feel this role is the ideal way to do that.”

Read More: How to Explain the Gap in Your Resume With Ease

19. Can you explain why you changed career paths?

Don’t be thrown off by this question—just take a deep breath and explain to the hiring manager why you’ve made the career decisions you have. More importantly, give a few examples of how your past experience is transferable to the new role. This doesn’t have to be a direct connection; in fact, it’s often more impressive when a candidate can show how seemingly irrelevant experience is very relevant to the role.

Possible answer to “Can you explain why you changed career paths?”

“Ever since my brother was diagnosed with a heart condition, I’ve been training and running with him in your annual Heart Run to raise money for your organization and help support patients with expenses not covered by insurance. Each time, I’ve been struck by how truly dedicated and happy to be there your employees have been. So when I saw this posting for a fundraising role, it felt like it was meant to be. For the last 10 years of my career I’ve been an account executive for various SaaS companies, and I’ve really honed my skills when it comes to convincing organizations to make regular payments for something over the long-term. But I’ve been looking for a position in fundraising where I can use these skills to really help people and I’m highly motivated to do that with your organization.”

Read More: How to Explain Your Winding Career Path to a Hiring Manager

20. What’s your current salary?

It’s now illegal for some or all employers to ask you about your salary history in several cities and states, including New York City; Louisville, North Carolina; California; and Massachusetts. But no matter where you live, it can be stressful to hear this question. Don’t panic—there are several possible strategies you can turn to. For example, you can deflect the question, Muse career coach Emily Liou says, with a response like: “Before discussing any salary, I’d really like to learn more about what this role entails. I’ve done a lot of research on [Company] and I am certain if it’s the right fit, we’ll be able to agree on a number that’s fair and competitive to both parties.” You can also reframe the question around your salary expectations or requirements (see question 38) or choose to share the number if you think it will work in your favor.

Possible answer to “What’s your current salary?”

“Before discussing any salary, I’d really like to learn more about what this role entails. I’ve done a lot of research on [Company] and I am certain if it’s the right fit, we’ll be able to agree on a number that’s fair and competitive to both parties.”

Read More: Here's How You Answer the Illegal “What's Your Current Salary” Question

21. What do you like least about your job?

Tread carefully here! The last thing you want to do is let your answer devolve into a rant about how terrible your current company is or how much you hate your boss or that one coworker. The easiest way to handle this question with poise is to focus on an opportunity the role you’re interviewing for offers that your current job doesn’t. You can keep the conversation positive and emphasize why you’re so excited about the job.

Possible answer to “What do you like least about your job?”

“In my current role, I’m responsible for drafting media lists to pitch. While I’ve developed a knack for this and can do it when it is necessary, I’m looking forward to a job that allows me to have a more hands-on role in working with media partners. That’s one of the things that most excited me about your account supervisor position.”

Read More: What Interviewers Really Want When They Ask, “What Do You Like Least About Your Job?”

22. What are you looking for in a new position?

Hint: Ideally the same things that this position has to offer. Be specific.

Possible answer to “What are you looking for in a new position?”

“I’ve been honing my data analysis skills for a few years now and, first and foremost, I’m looking for a position where I can continue to exercise those skills. Another thing that’s important to me is the chance to present my findings and suggestions directly to clients. I’m always very motivated by being able to see the impact of my work on other people. And I’m definitely looking for a position where I can grow since I hope to take on managerial responsibilities in the future. To sum it up, I’d love a position where I can use my skills to make an impact that I can see with my own eyes. Of course, the position is only part of the equation. Being at a company where I can grow and work toward something I care about matters, too. DNF’s goal of being at the intersection between data and education inspires me, and I’m really excited about this opportunity.”

Read More: 4 Steps for Answering “What Are You Looking for in a New Position?”

23. What type of work environment do you prefer?

Hint: Ideally one that's similar to the environment of the company you're applying to. Be specific.

Possible answer to “What type of work environment do you prefer?”

“I really like the environment in my current position. My manager is a great resource and always willing to help out when I run into an issue, but they trust me to get my work done so I have a lot of freedom in how I schedule and prioritize, which is very important to me. Everyone has their own cubicle, so it’s often pretty quiet to get our work done, but we all get lunch together and our team has a lot of check-in meetings and communicates frequently via Slack so we still get a lot of opportunities to bounce ideas off each other. So I like both individual and more collaborative work. How would you describe the mix here?”

Read More: 3 Steps to Answering “What Type of Work Environment Do You Prefer?”

24. What’s your work style?

When an interviewer asks you about your work style, they’re probably trying to imagine you in the role. How will you approach your work? What will it be like to work with you? Will you mesh well with the existing team? You can help them along by choosing to focus on something that’s important to you and aligns with everything you’ve learned about the role, team, and company so far. The question is broad, which means you have a lot of flexibility in how you answer: You might talk about how you communicate and collaborate on cross-functional projects, what kind of remote work setup allows you to be most productive, or how you approach leading a team and managing direct reports. Just try to keep it positive. And remember, telling a story will almost always make your answer more memorable. 

Possible answer to “What’s your work style?”

“I tend to do my best work when I’m collaborating with colleagues and we’re working together toward a common goal. I was that rare student who loved group projects and now I still get a rush of excitement when I’m planning marketing campaigns with a team and bringing new and different voices into the fold. When I was working at XYZ Agency, I made it a habit to extend invitations to folks in different departments to join certain brainstorming and feedback sessions. Some of our most successful campaigns grew out of the ideas we generated together with coworkers in IT, HR, product, and customer success. That’s why I was so excited to learn that this role would have me working closely with the product and sales teams as well as with a talented marketing team. The other thing I find is crucial to making these collaborations successful is organization and documentation, so I’m also really big on creating one central home for all materials related to a project, including meeting notes, action items, drafts of campaign copy and visuals, and timelines.”

Read More: How to Answer “What Is Your Work Style?” in an Interview (Plus Examples!)

25. What’s your management style?

The best managers are strong but flexible, and that’s exactly what you want to show off in your answer. (Think something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach...”) Then share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company’s top salesperson.

Possible answer to “What’s your management style?”

“ Management style is so hard to put your finger on, but I think in general a good manager gives clear directions and actually stays pretty hands-off, but is ready and available to jump in to offer guidance, expertise, and help when needed. I try my best to make that my management style. I also go out of my way to make sure I know when my team needs help. That means plenty of informal check-ins, both on the work they’re doing and on their general job satisfaction and mental well-being. I remember one project in particular at my most recent position that involved everyone working on a separate aspect of the product. This meant a lot of independent work for my team of seven people, but rather than bog everyone down with repetitive meetings to update me and everyone else on progress made, I created a project wiki that allowed us to communicate new information when necessary without disrupting another team member’s work. I then made it my job to make sure no one was ever stuck on a problem too long without a sounding board. Ultimately, despite the disparate project responsibilities, we ended up with a very cohesive product and, more importantly, a team that wasn’t burnt out.”

Read More: How to Answer “What’s Your Management Style?”

26. How would your boss and coworkers describe you?

First, be honest (remember, if you make it to the final round, the hiring manager will be calling your former bosses and coworkers for references!). Then try to pull out strengths and traits you haven’t discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed.

Possible answer to “How would your boss and coworkers describe you?”

“Actually, in my most recent performance review in April, my direct supervisor described me as someone who takes initiative and doesn’t shy away from hard problems. My role involves a lot of on-site implementation, and when things go wrong, it’s usually up to me to fix it. Rather than punting the problem back to the team, I always try to do what I can first. I know she appreciates that about me.”

Read More: 3 Strategies for Answering “How Would Your Boss or Coworkers Describe You?”

27. How do you deal with pressure or stressful situations?

Here’s another question you may feel the urge to sidestep in an effort to prove you’re the perfect candidate who can handle anything. But it’s important not to dismiss this one (i.e. don’t say, “I just put my head down and push through it,” or, “I don’t get stressed out”). Instead, talk about your go-to strategies for dealing with stress (whether it’s meditating for 10 minutes every day or making sure you go for a run or keeping a super-detailed to-do list) and how you communicate and otherwise proactively try to mitigate pressure. If you can give a real example of a stressful situation you navigated successfully, all the better.

Possible answer to “How do you deal with pressure or stressful situations?”

“I stay motivated by thinking about the end result. I’ve found that even in the midst of a challenging situation, reminding myself of my goals helps me take a step back and stay positive.”

Read More: 3 Ways You’re Messing Up the Answer to “How Do You Deal With Stressful Situations?”

28. What do you like to do outside of work?

Interviewers will sometimes ask about your hobbies or interests outside of work in order to get to know you a little better—to find out what you’re passionate about and devote time to during your off-hours. It’s another chance to let your personality shine. Be honest, but keep it professional and be mindful of answers that might make it sound like you’re going to spend all your time focusing on something other than the job you’re applying for.

Possible answer to “What do you like to do outside of work?”

“I’m a huge foodie. My friends and I love trying new restaurants in town as soon as they open—the more unusual the better! I love discovering new foods and cuisines, and it’s also a great activity to share with friends. I try to go out with the same group at least once a week and it’s a fun way to make sure we keep in touch and share experiences even when we’re busy with other things. We even took a trip to New York City and spent each day in a different neighborhood, buying something to share from a few restaurants.”

Read More: How to Answer “What Are Your Hobbies?” in an Interview (It’s Not a Trick Question!)

29. Are you planning on having children?

Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you born?”), religion, or age are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer might just be trying to make conversation and might not realize these are off-limits—but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand. 

Possible answer to “Are you planning on having children?”

“You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?”

Read More: 5 Illegal Interview Questions and How to Dodge Them

30. How do you stay organized?

Would you want to work with a hot mess? Yeah, we didn’t think so. Neither does anyone else. A disorganized worker doesn’t just struggle in their own role, they can also create chaos for peers, managers, direct reports, clients, customers, and anyone else they interact with. So interviewers will often ask about how you keep yourself organized to make sure you’d be able to handle the workload and gauge what you’d be like to work with. In your answer, you’ll want to reassure them you’d have things under control (both in what you say and how you say it), describe a specific system or method you’ve used (bonus points if you can tie it to the role you’re interviewing for), and explain how it benefited you and your team. Just make sure your answer is succinct and, well, organized.

Possible answer to “How do you stay organized?”

“I take pride in my ability to stay organized, and it’s really come in handy in my past roles and especially the social media assistant job I’m in now. First, I keep a really meticulous calendar for each of the platforms I’m responsible for using Hootsuite—which I noticed you use here as well—and I try to block off time twice a week to get ahead on creating and slotting in posts. 

“ Second, I’m a big fan of Trello, where I have one personal board I use as a to-do list color-coded by type of task and marked with priority level and one shared marketing team board that we use to coordinate campaigns launching across social, email, and other channels. We pay very close attention to the news in case we need to pause a campaign. If needed, I’d tag all the relevant stakeholders on Trello, immediately suspend all scheduled content in Hootsuite, and start a discussion on Slack or suggest a meeting to reassess strategy.

“Finally, I created a shared folder on Google Drive with subfolders by campaign that I update with one-pagers on goals and strategies, assets, a record of the actual posts deployed, performance analyses, and retros. That way, there’s a go-to place for anyone on the team to refer back to past projects, which I’ve found really helps us learn from every campaign and incorporate those learnings into what we’re working on next.”

Read More: What Interviewers Really Want to Know When They Ask “How Do You Stay Organized?”

31. How do you prioritize your work?

Your interviewers want to know that you can manage your time, exercise judgement, communicate, and shift gears when needed. Start by talking about whatever system you’ve found works for you to plan your day or week, whether it’s a to-do list app you swear by or a color-coded spreadsheet. This is one where you’ll definitely want to lean on a real-life example. So go on to describe how you’ve reacted to a last-minute request or another unexpected shift in priorities in the past, incorporating how you evaluated and decided what to do and how you communicated with your manager and/or teammates about it.

Possible answer to “How do you prioritize your work?”

“I’d be lost without my daily to-do list! At the beginning of each workday, I write out tasks to complete, and list them from highest to lowest priority to help keep me on track. But I also realize priorities change unexpectedly. On one particular day recently, I had planned to spend most of my time making phone calls to advertising agencies to get price quotes for an upcoming campaign. Then I did a quick check-in with my manager. She mentioned she needed help putting together a presentation ASAP for a major potential client. I moved the more flexible task to the end of the week and spent the next few hours updating the time-sensitive presentation. I make it a point to keep lines of communication open with my manager and coworkers. If I’m working on a task that will take a while to complete, I try to give a heads-up to my team as soon as possible. If my workload gets to be unmanageable, I check in with my boss about which items can drop to the bottom of the priority list, and then I try to reset expectations about different deadlines.”

Read More: A Foolproof Method to Answer the Interview Question “How Do You Prioritize Your Work?”

32. What are you passionate about?

You’re not a robot programmed to do your work and then power down. You’re a human, and if someone asks you this question in an interview, it’s probably because they want to get to know you better. The answer can align directly with the type of work you’d be doing in that role—like if, for example, you’re applying to be a graphic designer and spend all of your free time creating illustrations and data visualizations to post on Instagram.

But don’t be afraid to talk about a hobby that’s different from your day-to-day work. Bonus points if you can “take it one step further and connect how your passion would make you an excellent candidate for the role you are applying for,” says Muse career coach Al Dea. Like if you’re a software developer who loves to bake, you might talk about how the ability to be both creative and precise informs your approach to code.

Possible answer to “What are you passionate about?”

“One of my favorite pastimes is knitting—I love being able to create something beautiful from nothing. Of course, knitting also requires a keen attention to detail and a lot of patience. Luckily, as an accountant I have cultivated both of those qualities!”

Read More: 3 Authentic Ways to Answer “What Are You Passionate About?” in a Job Interview

33. What motivates you?

Before you panic about answering what feels like a probing existential question, consider that the interviewer wants to make sure you’re excited about this role at this company, and that you’ll be motivated to succeed if they pick you. So think back to what has energized you in previous roles and pinpoint what made your eyes light up when you read this job description. Pick one thing, make sure it’s relevant to the role and company you’re interviewing for, and try to weave in a story to help illustrate your point. If you’re honest, which you should be, your enthusiasm will be palpable.

Possible answer to “What motivates you?”

“I’m driven primarily by my desire to learn new things—big or small—and take on new responsibilities so that I’m constantly growing as an employee and contributing more to my team and organization. I spent several summers working as a camp counselor and felt most fulfilled when I volunteered to lead planning for a talent show, jumped in to help with scheduling logistics, and learned how to run pickups efficiently. All of that experience helped immensely when I took a step up to become the lead counselor last year focused on operations, and that’s what excites me so much about the opportunity to take on this managerial role for the after-school program.”

Read More: 5 Easy Steps to Answer “What Motivates You?” in an Interview

34. What are your pet peeves?

Here’s another one that feels like a minefield. But it’ll be easier to navigate if you know why an interviewer is asking it. Most likely, they want to make sure you’ll thrive at their company—and get a glimpse of how you deal with conflict. So be certain you pick something that doesn’t contradict the culture and environment at this organization while still being honest. Then explain why and what you’ve done to address it in the past, doing your best to stay calm and composed. Since there’s no need to dwell on something that annoys you, you can keep this response short and sweet.

Possible answer to “What are your pet peeves?”

“It bothers me when an office’s schedule is really disorganized, because in my experience, disorganization can cause confusion, which can hurt the motivation of the team. As a person who likes things to be orderly, I try to help keep my team on task while also allowing for flexibility.”

Read More: 6 Tips for Answering “What Are Your Pet Peeves?” in an Interview

35. How do you like to be managed?

This is another one of those questions that’s about finding the right fit—both from the company’s perspective and your own. Think back on what worked well for you in the past and what didn’t. What did previous bosses do that motivated you and helped you succeed and grow? Pick one or two things to focus on and always articulate them with a positive framing (even if your preference comes from an experience where your manager behaved in the opposite way, phrase it as what you would want a manager to do). If you can give a positive example from a great boss, it’ll make your answer even stronger.

Possible answer to “How do you like to be managed?”

“I enjoy having my hands in a lot of different projects, so I like working with managers who allow their employees to experiment, be independent, and work cross-functionally with other teams. At the same time, I really welcome it when a boss provides me with support, guidance, and coaching. No one can do anything alone, and I believe when managers and employees collaborate together and learn from one another everyone comes out on top.”

Read More: 3 Easy Steps to Answer “How Do You Like to Be Managed?” in an Interview

36. Do you consider yourself successful?

This question might make you uncomfortable. But you can think of it as an opportunity to allow the interviewer to get to know you better and to position yourself as an excellent choice for this job. First off, make sure you say yes! Then pick one specific professional achievement you’re proud of that can be tied back to the role you’re interviewing for—one that demonstrates a quality, skill, or experience that would help you excel in this position. You’ll want to explain why you consider it a success, talk about the process in addition to the outcome, and highlight your own accomplishment without forgetting your team. Zooming in on one story will help if you feel awkward tooting your own horn!

Possible answer to “Do you consider yourself successful?”

“I do consider myself successful, even though I’m early in my professional career. I took a full load of classes in my junior year of college because I wanted to take that summer to volunteer for a human rights organization overseas. I knew that I needed to make sure I was on track with my major, minor, and graduation requirements. It was difficult to juggle it all with my part-time job, which I kept to help account for the fact that I wouldn’t be earning money over the summer, and there were a few sleepless nights. But it was worth the hard work: I ended the year with a 3.9 GPA and the opportunity to volunteer for the agency in Ghana without falling behind my graduation timeline. For me success is about setting a goal and sticking with it, no matter how hard it is, and this experience was proof that I could be successful even when there’s a lot to balance, which I know there always is at a nonprofit like this one.”

Read More: How to Answer “Do You Consider Yourself Successful?” Without Feeling Like a Show-Off

37. Where do you see yourself in five years?

If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first time you’re considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.

Possible answer to “Where do you see yourself in five years?”

“In five years, I’d like to be in a position where I know more about my longer-term career aspirations as a designer. I will have gotten experience working for a design agency and know more about the industry overall. I’ll have grown my technical skills and learned how to take feedback from clients and incorporate it. And the way your agency is set up, I’ll also have gotten the opportunity to design different kinds of deliverables—including websites, branding, and ad campaigns—for different kinds of clients to see where I really feel at home before settling on a focus.”

Read More: How to Answer “Where Do You See Yourself in 5 Years?”

38. How do you plan to achieve your career goals?

Having goals shows interviewers you care, are ambitious, and can think ahead. Having a plan for how you’ll achieve your goals demonstrates your self-motivation as well as organizational and time management skills. Finally, the fact that you’ve accomplished past goals you’ve set for yourself is proof of your ability to follow through. All together, these are indications that you can not only set and achieve goals of your own, but also help your prospective boss, team, and company do the same. To craft your answer, make sure you focus on one or two goals in detail, explain why the goals are meaningful, communicate what milestones are coming up, highlight past successes, and connect back to this job. 

Possible answer to “How do you plan to achieve your career goals?”

“My current goal is to earn the CPA license so that I’m fully certified and prepared to contribute in a junior staff accounting job. My undergraduate degree is in finance and I completed an accounting internship with XYZ Company last summer. While I was there, I decided that each week I’d ask one person from a different team to coffee to learn about their job and career path. Not only did those conversations impress upon me the importance of getting my CPA as soon as possible, they also helped me realize I was eager to pursue forensic accounting, which is why I’m so excited about the opportunity to join this team. In order to ensure I earn my CPA this year, I enrolled in NASBA workshops, created a study schedule to keep myself on track, and will be taking my first trial test in three weeks. I plan on taking the actual test within the next three to six months.”

Read More: How to Answer “How Do You Plan to Achieve Your Career Goals?” in an Interview

39. What are your career aspirations?

Career aspirations are bigger and loftier than career goals. With this question, interviewers are asking: What kind of career would make you happiest (while also being realistic)? Your aspirations might revolve around what kind of company you’d like to work for, what tasks you’d like to do, who you’d like to help, or how you’d like to be seen by your colleagues. So to answer this question, talk about what would energize and fulfill you and connect it to the position you’re interviewing for. Be specific about how this job will help you achieve your career aspirations.

Possible answer to “What are your career aspirations?”

“After growing up in a food desert, my biggest professional aspiration is to help make healthy food more widely available and accessible regardless of where you live. I also love solving complex problems. Currently, as a project manager, I specialize in strategic planning and combine it with a natural ability to engage critical stakeholders—resulting in on-time and under-budget delivery. This role would help me use those skills to work on a mission I’m passionate about. I am determined to use these skills to help your organization guarantee our community has access to affordable, nutritious food and information to make healthy decisions. In the next five or so years, I would love to take on additional responsibility and be in a decision-making role to drive the mission beyond our community and support even more families in gaining access to nutritious food options.”

Read More: How to Answer “What Are Your Career Aspirations?” in an Interview

40. What’s your dream job?

Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to them.

Read More: The Secret Formula to Answering “What's Your Dream Job?” in an Interview

41. What other companies are you interviewing with?

Companies might ask you who else you’re interviewing with for a few reasons. Maybe they want to see how serious you are about this role and team (or even this field) or they’re trying to find out who they’re competing with to hire you. On one hand, you want to express your enthusiasm for this job, but at the same time, you don’t want to give the company any more leverage than it already has by telling them there’s no one else in the running. Depending on where you are in your search, you can talk about applying to or interviewing for a few roles that have XYZ in common—then mention how and why this role seems like a particularly good fit.

Possible answer to “What other companies are you interviewing with?”

“I’m interviewing with a few companies for a range of positions, but they all come down to delivering an excellent customer experience. I wanted to keep an open mind about how to best achieve that goal, but so far it seems that this role will really allow me to focus all of my energy on customer experience and retention, which I find very appealing.”

Read More: How to Answer “What Other Companies Are You Interviewing With?”

42. What makes you unique?

“They genuinely want to know the answer,” Dea promises. Give them a reason to pick you over other similar candidates. The key is to keep your answer relevant to the role you’re applying to. So the fact that you can run a six-minute mile or crush a trivia challenge might not help you get the job (but hey, it depends on the job!). Use this opportunity to tell them something that would give you an edge over your competition for this position. To figure out what that is, you can ask some former colleagues, think back to patterns you’ve seen in feedback you get, or try to distill why people tend to turn to you. Focus on one or two things and don’t forget to back up whatever you say with evidence.

Possible answer to “What makes you unique?”

“I basically taught myself animation from scratch. I was immediately drawn to it in college, and with the limited resources available to me, I decided to take matters into my own hands—and that’s the approach I take in all aspects of my work as a video editor. I don’t just wait around for things to happen, and when I can, I’m always eager to step in and take on new projects, pick up new skills, or brainstorm new ideas.”

Read More: A Simple Way to Answer “What Makes You Unique?” in Your Job Search (Plus, Examples!)

43. What should I know that’s not on your resume?

It’s a good sign if a recruiter or hiring manager is interested in more than just what’s on your resume. It probably means they looked at your resume, think you might be a good fit for the role, and want to know more about you. To make this wide-open question a little more manageable, try talking about a positive trait, a story or detail that reveals a little more about you and your experience, or a mission or goal that makes you excited about this role or company.

Possible answer to “What should I know that’s not on your resume?”

“Well, one thing you won’t find on my resume: the time I had to administer emergency CPR. Last year, I was at the lake when I saw a young girl who looked like she was drowning. I was a lifeguard in high school, so I swam out, brought her to shore, and gave her CPR. Although this was—hopefully—a one-time event, I’ve always been able to stay calm during stressful situations, figure out a solution, and then act. As your account manager, I’d use this trait to quickly and effectively resolve issues both within the team and externally. After all, obstacles are inevitable, especially in a startup environment. And if anyone needs CPR at the office beach party, well, I’m your woman.”

Read More: The Right Way to Answer “What Should I Know That’s Not on Your Resume?”

44. What would your first few months look like in this role?

Your potential future boss (or whoever else has asked you this question) wants to know that you’ve done your research, given some thought to how you’d get started, and would be able to take initiative if hired. (In some interviews, you might even get the more specific, “What would your first 30, 60, or 90 days look like in this role?”) So think about what information and aspects of the company and team you’d need to familiarize yourself with and which colleagues you’d want to sit down and talk to. You can also suggest one possible starter project to show you’d be ready to hit the ground running and contribute early on. This won’t necessarily be the thing you do first if you do get the job, but a good answer shows that you’re thoughtful and that you care.

Possible answer to “What would your first few months look like in this role?”

“It’s been exciting to hear about some of the new initiatives the company has started in our previous conversations—like the database project and the company-wide sync, but I know there’s still a lot for me to learn. The first thing I’d do is line up meetings with the stakeholders involved in the projects I’d be tackling to help me figure out what I don’t know and then go from there. Hopping into a database project halfway through can be tricky, but I’m confident that once I know what all the stakeholders are looking for, I’ll be able to efficiently plot out our next steps and set appropriate deadlines. From there, I’ll be focused on hitting the milestones that I’ve set for the team.”

Read More: The 30-60-90 Day Plan: Your Secret Weapon for New Job Success

45. What are your salary expectations?

The number one rule of answering this question is: Figure out your salary requirements ahead of time. Do your research on what similar roles pay by using sites like PayScale and reaching out to your network. Be sure to take your experience, education, skills, and personal needs into account, too! From there, Muse career coach Jennifer Fink suggests choosing from one of three strategies:

• Give a salary range: But keep the bottom of your stated range toward the mid-to-high point of what you’re actually hoping for, Fink says.
• Flip the question: Try something like “That's a great question—it would be helpful if you could share what the range is for this role,” Fink says.
• Delay answering: Tell your interviewer that you’d like to learn more about the role or the rest of the compensation package before discussing pay.

(And here’s some more info on responding to a question about your salary requirements on an application form .)

Possible answer to “What are your salary expectations?”

“Taking into account my experience and Excel certifications, which you mentioned earlier would be very helpful to the team, I’m looking for somewhere between $42,000 and $46,000 annually for this role. But for me, benefits definitely matter as well. Your free on-site gym, the commuter benefits, and other perks could definitely allow me to be a bit flexible with salary.”

Read More:  3 Strategies for Answering “What Are Your Salary Expectations?” in an Interview

46. What do you think we could do better or differently?

This question can really do a number on you. How do you give a meaty answer without insulting the company or, worse, the person you’re speaking with? Well first, take a deep breath. Then start your response with something positive about the company or specific product you’ve been asked to discuss. When you’re ready to give your constructive feedback, give some background on the perspective you’re bringing to the table and explain why you’d make the change you’re suggesting (ideally based on some past experience or other evidence). And if you end with a question, you can show them you’re curious about the company or product and open to other points of view. Try: “Did you consider that approach here? I’d love to know more about your process.”

Read More: How to Answer the “How Would You Improve Our Company?” Interview Question Without Bashing Anyone

47. When can you start?

Your goal here should be to set realistic expectations that will work for both you and the company. What exactly that sounds like will depend on your specific situation. If you’re ready to start immediately—if you’re unemployed, for example—you could offer to start within the week. But if you need to give notice to your current employer, don’t be afraid to say so; people will understand and respect that you plan to wrap things up right. It’s also legitimate to want to take a break between jobs, though you might want to say you have “previously scheduled commitments to attend to” and try to be flexible if they really need someone to start a bit sooner.

Possible answer to “When can you start?”

“I am excited for the opportunity to join your team. I have several projects to wrap up in my current role at [Company]. I plan to give them two weeks’ notice to make a smooth transition for my coworkers and will be happy to come onboard with the team here after that time.”

Read More: 4 Ways to Answer the Interview Question “When Can You Start?”

48. Are you willing to relocate?

While this may sound like a simple yes-or-no question, it’s often a little bit more complicated than that. The simplest scenario is one where you’re totally open to moving and would be willing to do so for this opportunity. But if the answer is no, or at least not right now, you can reiterate your enthusiasm for the role, briefly explain why you can’t move at this time, and offer an alternative, like working remotely or out of a local office. Sometimes it’s not as clear-cut, and that’s OK. You can say you prefer to stay put for xyz reasons, but would be willing to consider relocating for the right opportunity.

Possible answer to “Are you willing to relocate?”

“I do love living in Raleigh and would prefer to stay here. However, for the right opportunity I’d be willing to consider relocating if necessary.”

Read More: The Best Responses to “Are You Willing to Relocate?” Depending on Your Situation

49. How many tennis balls can you fit into a limousine?

1,000? 10,000? 100,000? Seriously? Well, seriously, you might get asked brain-teaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn’t necessarily want an exact number—they want to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond. So take a deep breath and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!)

Read More: 9 Steps to Solving an Impossible Brain Teaser in a Tech Interview (Without Breaking a Sweat)

50. If you were an animal, which one would you want to be?

Seemingly random personality-test type questions like these come up in interviews because hiring managers want to see how you can think on your feet. There’s no wrong answer here, but you’ll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say…”

Read More: 4 Steps for Answering Off-the-Wall Interview Questions

51. Sell me this pen.

If you’re interviewing for a sales job, your interviewer might put you on the spot to sell them a pen sitting on the table, or a legal pad, or a water bottle, or just something . The main thing they’re testing you for? How you handle a high-pressure situation. So try to stay calm and confident and use your body language—making eye contact, sitting up straight, and more—to convey that you can handle this. Make sure you listen, understand your “customer’s” needs, get specific about the item’s features and benefits, and end strong—as though you were truly closing a deal.

Read More: 4 Tips for Responding to "Sell Me This Pen" in an Interview

52. Is there anything else you’d like us to know?

Just when you thought you were done, your interviewer asks you this open-ended doozy. Don’t panic—it’s not a trick question! You can use this as an opportunity to close out the meeting on a high note in one of two ways, Zhang says. First, if there really is something relevant that you haven’t had a chance to mention, do it now. Otherwise, you can briefly summarize your qualifications. For example, Zhang says, you could say: “I think we’ve covered most of it, but just to summarize, it sounds like you’re looking for someone who can really hit the ground running. And with my previous experience [enumerate experience here], I think I’d be a great fit.”

Read More: How to Answer “Is There Anything Else You’d Like Us to Know?”

53. Do you have any questions for us?

You probably already know that an interview isn’t just a chance for a hiring manager to grill you—it’s an opportunity to sniff out whether a job is the right fit from your perspective. What do you want to know about the position? The company? The department? The team? You’ll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What's your favorite part about working here?”) or the company’s growth (“What can you tell me about your new products or plans for growth?”) If you’re interviewing for a remote role, there are some specific questions you might want to ask related to that.

Read More: 57 Smart Questions to Ask in a Job Interview in 2022

Bonus questions

Looking for more common interview questions and answers examples? Check out these lists of inquiries for different types of jobs.

• Behavioral interview questions
• Phone interview questions
• Remote interview questions
• Second interview questions
• COVID-related interview questions
• Diversity and inclusion interview questions
• Emotional intelligence interview questions
• Internship interview questions
• Manager interview questions
• Account management interview questions
• Accounting interview questions
• Administrative assistant interview questions
• Brand management interview questions
• Customer service interview questions
• Data science interview questions
• Digital marketing interview questions
• Financial analyst interview questions
• IT interview questions
• Nursing interview questions
• Product marketing interview questions
• Project management interview questions
• Retail interview questions
• Sales interview questions
• Software engineering interview questions
• Teaching interview questions

Want even more advice for answering common interview questions?

If you are looking for more in depth advice about these 53 interview questions and how to answer them, here's a list of articles with detailed guides to teach you how to approach your responses.

• Tell me about yourself.
• Walk me through your resume.
• How did you hear about this position?
• Why do you want to work at this company?
• Why do you want this job?
• Why should we hire you?
• What can you bring to the company?
• What are your greatest strengths?
• What do you consider to be your weaknesses?
• What is your greatest professional achievement?
• Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.
• Tell me about a time you demonstrated leadership skills.
• What’s a time you disagreed with a decision that was made at work?
• Tell me about a time you made a mistake.
• Tell me about a time you failed.
• Why are you leaving your current job?
• Why were you fired?
• Why was there a gap in your employment?
• Can you explain why you changed career paths?
• What’s your current salary?
• What do you like least about your job?
• What are you looking for in a new position?
• What type of work environment do you prefer?
• What’s your work style?
• What’s your management style?
• How would your boss and coworkers describe you?
• How do you deal with pressure or stressful situations?
• What do you like to do outside of work?
• Are you planning on having children?
• How do you stay organized?
• How do you prioritize your work?
• What are you passionate about?
• What motivates you?
• What are your pet peeves?
• How do you like to be managed?
• Do you consider yourself successful?
• Where do you see yourself in five years?
• How do you plan to achieve your career goals?
• What are your career aspirations?
• What’s your dream job?
• What other companies are you interviewing with?
• What makes you unique?
• What should I know that’s not on your resume?
• What would your first few months look like in this role?
• What are your salary expectations?
• What do you think we could do better or differently?
• When can you start?
• Are you willing to relocate?
• How many tennis balls can you fit into a limousine?
• If you were an animal, which one would you want to be?
• Sell me this pen.
• Is there anything else you’d like us to know.
• Do you have any questions for us?

More From Forbes

The 3 key formulas to answer any interview question.

• Share to Facebook
• Share to Twitter
• Share to Linkedin

These formulas will have you entering the interview with confidence.

Interviews can be tough. No matter how much you prepare, you just can’t ever predict exactly what questions you’ll be asked.

That’s why it’s always interesting to debrief with my clients after they have completed an interview. Honestly, just when I think I’ve heard it all, someone hits me with a doozy. The questions I hear range from the bizarre management consulting firm sort of curveball like, “How many golf balls fit into an airplane?” to the mundane, “What was the highest level math class you’ve ever taken?”  

After years of this, I can usually suss out what they are going for, whether it be testing someone’s brain for logic and quick thinking, or sometimes just seeing how you react to being out of your comfort zone. You may not always know the exact content of the questions going into an interview, but you can often predict the why behind the question.

Despite all these curveballs, one of the biggest heartbreakers I see is when someone misses the mark on what is otherwise a very common interview question they could have easily prepared for. In fact, I’ve written quite a bit about how to prepare for different common interview questions . 

In an interview, you don’t have all the time in the world to gather your thoughts and come up with your best version of an answer, especially when you consider that nearly 60% of decisions 

are made by interviewers in the first 15 minutes. That being said, never forget that you have the right to say, “Great question—let me think about that!” and from there, take a minute to write your thoughts down on a notepad and re-collect yourself. That awkward moment of silence isn’t as awkward as blurting out an odd answer.

Russian Troops Captured One Of Ukraine’s Dutch Armored Vehicles, Rode It Back Into Battle—And Promptly Got Killed

Wwe smackdown results, winners and grades on august 23, 2024, 3 ‘self-control’ strategies to master your impulses—by a psychologist.

Take the minute to reflect mid-interview if you absolutely need it.

All of this said, it’s important to have some formulas locked and loaded to hit the mark for any questions that might come your way. Here are three of my favorites:

Approach No. 1: S.T.A.R.

If you’ve ever been asked a question that starts with “Describe a time when—” or “Tell me about the last time that you—” chances are you’ve been part of a behavioral interview, which is just “HR speak” for the kind of interview that gives a candidate an opportunity to express their skills and expertise through questions and answers that speak to how they behave in the workplace. 

S.T.A.R. is a great formula for answering behavioral questions in this type of interview framework. I wish I could take credit for this one, but the S.T.A.R. acronym was developed at DDI, a longstanding leadership consulting firm. 

The point of S.T.A.R. is to give you a quick and effective model for how to convey your experience and the ways in which you solve problems and execute tasks in the workplace.

Let me break it down for you, because the S.T.A.R. formula is actually very simple, which is part of its magic:

Situation: Think of this as setting the scene of the anecdote that you want to share. It is the context, the glue that will hold your whole answer together. You want to be specific here, within reason, while keeping your response concise and cogent. As a great starting point of your answer, the “S” might sound like:

• “About a year ago, my team and I were invited to present at a regional conference.”
• “I was meeting with an old client who had expressed the desire to leave for a competitor.”
• “My previous firm was confronted with a data breach.”

Task : “Task” goes hand in hand with “Situation.” The “Task” is also a space to describe the context, situation, or conflict—specifically your role within it. Think of the “Situation” as the setting and scene, and the “Task” as the specific directions for your character within that scene. To follow our earlier examples:

• “When we realized that our presentation file had been corrupted, I was tasked with preparing an alternate presentation while my colleagues connected with potential clients.”
• “My manager asked me to meet with the client based on our prior relationship.”
• “As the accounts manager, I felt personally responsible to make things right with our customers.”

Action : If, “S” and “T” were about setting up the scene and the character, “A” for “Action” picks up when the camera rolls. In this section, it is your goal to convey what action or actions you took to address the conflict, remedy the problem or take control of the situation. Whatever the question demands, this is your chance to show your initiative and problem-solving skills. Here goes: 

• “I quickly reached out to our engineers, who were able to render a Beta version of the software. I ran through it and prepared prompts so that our CFO could showcase the various aspects of the product.”
• “I pulled all of our clients’ past invoices, as well as past data on their firms’ performance and correspondence illustrating the ways in which our service has gone above and beyond to meet their needs.”
• “I reached out personally to each customer to tell them directly that some of their information had been compromised. I shared with them the steps we were taking not only to create greater security in the future, but to identify the perpetrators of the breach.”

Result : “R” is where you bring it all together. This is your chance to show that you are results-oriented, and that the choices you make in your work will be effective. While “S,” “T,” and “A,” are about providing the specifics of a certain situation, “R” offers you the chance to zoom out and show the outcome of your performance. You want to show concrete results, and yet, you also have a unique opportunity to put them in context of your broader career, or the overall success you’ve had in a particular professional setting. Try something like this:

• “Our CFO was able to give a strong presentation that actually felt more conversational and relatable than when he had presented from our original slide show. Because we demonstrated a working version of our software ahead of its expected release date, we signed a number of clients that day, and created a good amount of industry buzz that ultimately led to this software being our best-selling product.”
• “After I had the chance to show our client that we were invested and committed to keeping their business, and that we had a strong understanding and ability to anticipate their needs, they decided to stay with their original contract with us. I maintained a close relationship with this client and they even referred some other business to our company.”
• “While many customers were understandably upset that their information had been compromised, many expressed gratitude to have been contacted personally, when the industry standard was a mass email. I was able to maintain 90% of my customers, a higher percentage than any other account manager during that quarter.”

That may seem like a lot to remember, but really, it’s simple. I’ll illustrate it one more time.

S ituation: Set the scene.

T ask: What’s your role in it?

A ction: What did you do to fix an issue or improve the situation?

R esult: What was the outcome?

S.T.A.R. works great if you are hoping to nail a question about a certain specific part of your job history, or a certain adversity you faced or overcame, in your prior work experience. 

Approach No. 2: The Elevator Pitch Formula

What about the more general interview questions, like “Tell me about yourself”? It can be so difficult to know what interviewers are looking for with these types of questions. 

Where do I start? Do I talk about my education first? Do they need to know the names of all of the pets I’ve owned? Just kidding on that last one—unless you are in the veterinary field, you should probably leave your furry friends out of the interview.

But jokes aside, here is my foolproof formula for answering a more general question like “Tell me about yourself” or “Describe your work experience.”

• Tell a story.

When entering an interview, it’s important to remember that you may be up against a lot of candidates with similar skills and experience. Interviewers are often met with answers that can sound like a laundry list of professional accomplishments and skills. Instead of something that is essentially a verbal regurgitation of your resume, distinguish yourself by telling your story, one that links who you are innately to the career path you’re pursuing.

The goal here is to connect the job you are interviewing for not just to your past career experience, but to you, your soul. You want to share with the interviewer that you are not just looking for a job in your given field, but for a job that complements closely who you are as a person, and what you are truly passionate about. 

Remember: your interviewer is human, and if you made it to the interview, your resume got you there. Now, in the conversation itself, it’s time to connect more deeply as a way to be authentic and memorable.

In fact, 75% of hiring managers value emotional intelligence over IQ. Sharing a story that shows your emotional intelligence and authentic connection to your work creates connection with the hiring manager, and that will definitely give you an advantage. So choose a story that connects an impactful experience of your life to your chosen career path. 

Here’s an anecdote that a new client recently shared with me that I think would fit perfectly into this part of the formula.

“When I was a junior in college, I got an internship in New York City with a new startup. On the evening of a big deadline, we all stayed late. The CEO of the company arrived at 9 p.m. with pizza for everyone. Being overly polite and nervous as the only intern, I stayed behind.  Noticing I wasn’t eating, the CEO brought me a slice, saying ‘Come on, you’re part of the family now.’ I knew right then that I wanted to work at a startup, and to feel that unmistakable sense of comradery and shared purpose.”

Bonus points if you can go even further back in time, referencing your childhood (e.g. “As a kid, I spent time reading poetry books on my parents’ hammock, and now it’s really no surprise that I’m a writer and author”).

• Highlight a skill.

If you’ve been effective in telling your story, you’ll likely have your interviewer’s close attention.  

Now it’s time to share your relevant skills. But again, let’s not go into autopilot rattling off bullet points from your resume. Instead, highlight an important skill. Better yet, highlight the important skill—the one the hiring manager knows that their company needs more than anything else. 

When it comes to this part of the formula, research is your friend. You’ll need to know the company well enough to understand how to address their needs. Stronger still is the ability to provide a skill that will help solve a problem you’d be hired to solve within your role.  

You can also take a closer look at the job description to parse out the most key skill for the role. 

One more thing to consider in answering this question is that it is ideal to share your key skill in the form of a compliment someone else has given you. Instead of saying “I have a knack for research,” you’d be better off saying “my boss tells me I’m great at research, and I’d be so excited to bring this to the table in my next step.” This will showcase self-awareness and modesty, but still do a good job of conveying that you’ve got the tools to get the job done. And of course, don’t lie! But if you have gotten a compliment, use it.

• Share your goal.

So, you’ve connected to the hiring manager with a personal story, and you've given the 411 that you have exactly the skills that they are looking for in a candidate. Now, it’s time to take it to the “big picture.” 

You want to connect the role to which you are applying and the company to the broader vision that you see for your career. 

If you’re sitting in the interview room, your goal should be to get the job. So, show them you want it, and why you want it with them . It is so key to tie who you are and what your skills are, to an inspiration you have for the company itself. You could talk about the company mission, client roster or more… But be sure to draw a link between your goals and the inspiration you feel for their specific brand.

The more you are able to learn about the company, the better you will be able to fit the narrative of your career hopes and passions into the role and the company that you are hoping to be a part of. 

The point here is to prove to the hiring manager that you don’t just want a job, you want this job. There is no other position that would be a better fit for you, nor any other candidate who would be more aligned with the role. 

Approach No. 3: K.I.S.S.

Now, this one is an old standby. I’m sure you’ve heard it everywhere from band class in high school to your SAT writing tutor. 

But seriously, it’s oldie, but very goodie. And I like to give it my own twist:

You may have heard it a different way, ending in “stupid”, but I’m simply not here for any kind of negative self-talk, even if it’s in a humorous acronym. Talking negatively to yourself can actually have some very serious consequences . And it’s the last thing you want to be doing during an interview. 

I’m here to turn this phrase on its head. Considering it the traditional way, it sounds like you are scolding yourself, being critical and chastising your own brain. 

I want to turn this into an affirmation. After all, this one isn’t really a formula for answering a question, as much as a mantra. 

Do you ever start to answer a question, or respond in a conversation and find your words getting away from faster than you can reign them in? I know that this certainly happens to me.  Sometimes we get so caught up in how we are trying to convey an idea that we lose sight of the meaning behind our words.

This can be especially toxic in the context of an interview. You’re answering a crucial question and you start to wonder if you are rambling on? This thought certainly doesn’t help, and before you know it, you’re stumbling over your words, and seconds away from asking the dreaded, “What was the question?”

Before you get ahead of yourself, remember “K.I.S.S.” To me, this is like a mental deep breath. Remind yourself to take it easy, and keep it simple. 

Remember: don’t be afraid to take a pause to gather your thoughts. Research shows that pausing while you are speaking publicly can actually help your audience digest the information that you are trying to convey. It can even help with making you seem more genuine and credible. 

So take a breath, think for a moment and deliver your sentiment in a way that is simple. We may instinctively feel that delivering our thoughts in a complex way, with lots of vocab that would earn us huge scores in Scrabble, will convince someone how smart we are. But sometimes simplicity does the best job of highlighting our intelligence. In fact, we live in a world where it’s easy to be complicated, right? Simplicity takes talent. 

There are few things in our adult lives that can give us the butterflies quite like the anticipation of a job interview. Try to relax, and take a shot at a few of these formulas to see if any of them feel right for you. You may just find that they make your interviews a lot more manageable and help your answer feel more natural. Knock ’em dead!

• Editorial Standards
• Reprints & Permissions

What Are Common Topics In (DClinPsy) Clinical Psychology Doctorate Interviews?

Saul McLeod, PhD

Editor-in-Chief for Simply Psychology

BSc (Hons) Psychology, MRes, PhD, University of Manchester

Saul McLeod, PhD., is a qualified psychology teacher with over 18 years of experience in further and higher education. He has been published in peer-reviewed journals, including the Journal of Clinical Psychology.

Learn about our Editorial Process

Olivia Guy-Evans, MSc

Associate Editor for Simply Psychology

BSc (Hons) Psychology, MSc Psychology of Education

Olivia Guy-Evans is a writer and associate editor for Simply Psychology. She has previously worked in healthcare and educational sectors.

On This Page:

Prepare for common interview themes, not specific questions.

While it might be tempting to try and predict exact interview questions, we caution against this approach.

Clinical psychology (DClinPsy) interviews are designed to assess your potential and suitability for the field, not to test your ability to provide “correct” answers.

Instead, focus on common topical themes that underpin many clinical psychology interview questions.

These themes include the applicant’s understanding of the NHS, their knowledge of clinical interventions and relevant research, their experience in multidisciplinary teams, and their reflections on their own personal and professional development.

By thoroughly reflecting on these themes and preparing to discuss them in the context of their own experiences, applicants can demonstrate a deeper understanding of the field and their place within it.

Common topics discussed in clinical psychology interviews include:

NHS Structure & Values

Demonstrate a nuanced understanding of the National Health Service (NHS) and its impact on clinical psychology. Be prepared to discuss current healthcare policies, service delivery challenges, and your awareness of relevant debates within the field.

Simply listing current issues is not enough.

Applicants should be prepared to discuss how these issues shape their own thinking about mental health services and the role of psychology within the NHS.

For example:

• Changes in mental health structure (interconnectedness of physical and mental well-being)
• Changes in the NHS and how they might affect the role of a clinical psychologist
• Changes in NHS funding
• The impact of privatization within the NHS
• Role of technology

This goes beyond simply listing topics like privatization. It involves articulating how these issues impact the role of a clinical psychologist.

The role of a clinical psychologist

Be prepared to discuss your understanding of the role of a clinical psychologist and how your skills and experiences align with this role.

Interviewers are not seeking candidates who have mastered every type of therapy or worked with every client group. Instead, they are interested in individuals who demonstrate potential for growth and development within the field.

Privatization

For instance, simply stating “privatization is a current issue” lacks depth.

Instead, consider discussing how the increasing privatization of mental health services might influence a clinical psychologist’s referral pathways, treatment options, and professional autonomy.

You could also explore the ethical dilemmas this trend might pose for practitioners committed to equitable access to care.

NHS funding

When discussing changes in NHS funding, avoid generic statements and focus on the practical implications for clinical psychologists.

For instance, you could discuss how funding cuts might impact service provision, waiting times, and the availability of resources for clients with specific needs.

Additionally, you could explore how these challenges might influence your role in advocating for clients’ rights and navigating ethical dilemmas related to resource allocation.

NHS policies

Familiarizing yourself with relevant NHS policies influencing clinical psychology is crucial.

This might involve understanding local delivery plans, equality and diversity initiatives, and other policy drivers shaping mental health service delivery.

• Ethics: Ethical dilemmas and scenarios are common topics in clinical psychology interviews, designed to assess your ethical reasoning and decision-making skills during patient interactions. Show respect for individual autonomy and preferences when making decisions about treatment options like medication management, where patient perspectives are paramount.
• Formulating informed opinions about the future of the NHS: Articulating a vision for how clinical psychology can contribute to a more equitable and effective NHS.
• Critiquing existing systems and policies: Demonstrating an ability to engage in critical thinking about the NHS’s strengths and weaknesses, particularly as they relate to mental health provision.
• Service issues: Be prepared to discuss current service issues and how clinical psychology can address them. This might involve demonstrating awareness of waiting times, access to services, and the need for innovative service delivery models.
• Local delivery plans: These plans outline how local NHS organizations intend to meet the needs of their population. Familiarizing oneself with these plans demonstrates an understanding of local priorities, service gaps, and opportunities for innovation within a specific geographical area.
• Increased emphasis on evidence-based practice: The NHS prioritizes interventions supported by research evidence. Candidates should be prepared to discuss their understanding of evidence-based practice and how they would ensure their clinical work aligns with current research findings.

Clinical Experience

Showcase a well-rounded understanding of clinical practice, acquired through diverse experiences that highlight your commitment to the field and readiness for the challenges of a clinical psychology doctorate program.

This allows interviewers to assess:

• How applicants have been shaped by their clinical experiences
• How they have handled difficult situations
• Experience in multidisciplinary teams
• Their ability to reflect on their experiences and demonstrate growth and learning
• Ethical considerations and your approach to risk assessment and management

What constitutes clinical experience?

Clinical experience refers to hands-on involvement in settings where you directly interact with patients facing mental health challenges. This experience should provide insights into the realities of clinical practice and demonstrate your commitment to working in a patient-facing role within the mental health field.

Clinical experience encompasses a broad spectrum of roles and settings, extending beyond the conventional pathway of assistant psychologist (AP) positions. While an AP role is valuable, it is not the sole determinant of a strong application.

Here are some examples of what constitutes relevant clinical experience:

• Support worker
• Healthcare assistant (HCA)
• Psychological wellbeing practitioner (PWP)
• Assistant psychologist (AP)
• Roles in mental health charities, such as Samaritans or Mind
• Research assistant positions: While primarily research-focused, these positions can offer valuable clinical experience if they involve direct patient contact.
• Lived experience: Having personal experience with mental health difficulties can provide unique insights. However, it’s crucial to reflect on how this experience might influence your work and to address any potential challenges in a professional manner.
• S ituation – Describe the situation you were in.
• T ask – Explain the task you had to complete.
• A ction – Describe the specific actions you took to complete the task.
• R esult – Close with the results of your efforts.

Demonstrate learning from clinical experiences

It is important to demonstrate what you’ve learned from your experiences and how they’ve shaped you as a potential clinician.

It’s not merely about listing roles but about articulating the skills and insights gained. This can include:

• Applying psychological frameworks
• Understanding different therapeutic approaches, such as CBT
• Gaining experience in risk assessment and management
• Working within multidisciplinary teams (MDTs)
• Reflecting on ethical dilemmas and professional values

When discussing clinical experiences, highlight the importance of reflection, not just description.

Instead of merely recounting what you did, focus on what you learned from challenging situations, how you navigated ethical dilemmas, and how these experiences contributed to your professional development.

For instance, you could discuss when your theoretical assumptions were challenged, how you adapted your approach, and the insights gained about your biases or limitations.

Reflective journals can strengthen interview performance

A reflective journal is highly recommended for aspiring clinical psychologists because it helps develop and demonstrate key skills and qualities valued in the field.

Regularly documenting experiences and analyzing them through a reflective lens helps aspiring psychologists learn from their encounters, both positive and challenging.

This process accelerates professional development and cultivates a mindset of continuous improvement, which is highly desirable in the field.

• While there is no one-size-fits-all approach to reflection, sources suggest exploring different reflective models, such as Gibbs’ model or Rolfe’s model , to find a framework that resonates with the individual. These models provide a structured approach to guide the reflective process and ensure comprehensiveness
• Reading reflective essays or listening to experienced clinicians discuss their practice to gain a deeper understanding of how reflection manifests in the field. Books like “ Surviving Clinical Psychology ” can provide valuable insights and examples to inspire aspiring psychologists in their own reflective writing

When asked about past experiences, challenges, or their motivations for pursuing clinical psychology, applicants with well-maintained reflective journals can draw on specific examples and demonstrate their capacity for self-awareness and growth.

Psychological Models

While not a memory test, interviewers expect applicants to be able to demonstrate an understanding of psychological models and how they can be applied to clinical practice.

• The most common model used, and therefore the easiest to practice with is CBT .
• Familiarity with risk assessment and management is also important.

While knowing specific models is important, interviewers are more interested in your ability to apply theoretical understanding to practice.

Rather than memorizing models, focus on demonstrating how you would use your knowledge to formulate a client’s difficulties, select appropriate interventions, and tailor your approach based on individual needs and preferences.

• Focus on the “why” and “how” of models: Instead of simply listing the principles of a model, applicants should be prepared to explain why they find certain models compelling, how they have used those models in their clinical work, and how their understanding of those models has evolved.
• Highlight experiences that showcase model application: Applicants should reflect on their clinical experiences and identify situations where they effectively applied psychological models. When discussing these experiences, they should clearly outline the model used, the rationale for its application, and the outcomes observed.
• Articulate a coherent approach to model selection: Applicants should be prepared to discuss the factors they consider when choosing a model, such as the client’s presenting issues, their therapeutic goals, and the evidence base for different interventions.
• Acknowledge the limitations of a purely theoretical approach: Applicants should be prepared to discuss the challenges of applying models in real-world settings and how they navigate the complexities of clinical work.

Research Knowledge & Experience

Be prepared to discuss your research background, analyze research papers, and articulate your research interests. Interviewers may also assess your understanding of research methodologies and statistical concepts.

Interviewers may ask applicants to discuss:

• Research they have conducted
• Research papers they have read
• Research ideas they have

When discussing research, highlight your ability to think critically and apply research methodologies.

Instead of simply summarizing studies, articulate what you found interesting, any methodological limitations, and how the findings might inform your clinical practice.

How can research experience benefit an interviewee?

Research experience can significantly benefit an applicant to a clinical psychology doctorate program, as it highlights key competencies desired in aspiring clinicians.

It is crucial for applicants to articulate how their research experience has shaped their clinical perspective and prepared them for the demands of a doctorate program.

Simply listing research activities is insufficient; instead, interviewees should focus on the transferable skills acquired, the insights gained, and the overall impact of these experiences on their professional development.

• Strengthens research skills: Engaging in research, whether through undergraduate projects, master’s theses, or research assistant positions, equips applicants with practical skills in research methodologies, data analysis, and interpretation. This hands-on experience enables them to confidently discuss research concepts during interviews and demonstrate their ability to apply these skills in a clinical setting.
• Demonstrates critical thinking: The ability to critically evaluate research, identify methodological strengths and weaknesses, and propose alternative approaches is highly valued in clinical psychology. Research experience provides opportunities to hone these critical thinking skills, which are essential for evidence-based practice.
• Showcases intellectual curiosity: Applicants with research experience demonstrate a genuine interest in advancing knowledge within the field. This intellectual curiosity is appealing to doctorate programs as it suggests a commitment to lifelong learning and a desire to contribute to the scientific foundations of clinical psychology.

Personal Qualities & Self-Reflection

Interviewers are particularly interested in candidates who can articulate their growth and learning from challenging situations.

They value individuals who can demonstrate self-awareness, resilience, and a commitment to continuous learning.

Clinical psychology interviews often involve questions about personal strengths and weaknesses, values, and self-care practices. It’s important to be able to articulate:

• Your motivations for pursuing clinical psychology
• How your personal qualities align with the values of the profession
• Your capacity for self-reflection and personal growth
• Reflections on their own personal and professional development
• Your strengths and weaknesses
• How you manage stress and prioritize your well-being (a crucial aspect of clinical practice)

Connecting personal qualities to clinical practice

Applicant must reflect on how their personal strengths, values, and even perceived weaknesses might influence their clinical work.

This self-awareness is seen as crucial for both effective client interaction and for navigating the challenges of a demanding profession. For instance, an applicant might be asked to reflect on how their personal experiences with diversity might shape their approach to working with a diverse clientele.

It is crucial for aspiring clinicians to critically examine how their own experiences might influence their work, ensuring they can navigate potential triggers and power dynamics appropriately.

This includes engaging in personal therapy and working towards resolving personal issues to prevent them from hindering their professional practice.

Focus on linking your personal qualities to the profession’s values and the specific competencies required of a clinical psychologist.

For example, instead of simply stating you are “empathetic,” provide a concrete example demonstrating this quality in action and how it contributes to your effectiveness as a clinician.

Self-Reflection

Success in clinical psychology interviews hinges not just on knowledge, but also on demonstrating strong self-reflection skills.

Applicants who can articulate their personal journey of growth, connect their experiences to their professional development, and demonstrate an openness to continuous learning are more likely to make a favorable impression.

Strategies for showcasing self-reflection:

Interviewees should go beyond describing what they did and articulate what they learned, how they might approach a situation differently next time, and how specific experiences shaped their professional development.

This demonstration of reflection offers interviewers insight into an applicant’s ability to learn and grow, qualities essential for clinical practice.

• The STAR Model: This model, standing for Situation, Task, Action, and Reflection, provides a structured approach to discussing experiences. It encourages concise and coherent answers that highlight reflection.
• Context, Content, Reflection: A similar framework, focusing on Context (of the experience), Content (answering the question), and Reflection, helps applicants organize their thoughts and deliver impactful responses.

Tell me about yourself

When asked “Tell me about yourself” in a clinical psychology interview, it’s crucial to provide a response that goes beyond a simple recitation of your resume.

Interviewers use this question to gain a more holistic understanding of who you are as a person and how your unique experiences and qualities have prepared you for the demanding and rewarding journey of becoming a clinical psychologist.

One helpful approach is to imagine yourself in a relaxed setting, like a pub, where a friend asks about your aspirations to become a clinical psychologist. This analogy emphasizes the importance of authenticity and ease in your response.

The interviewers want to hear your genuine voice, your passion for the field, and the experiences that have shaped your desire to pursue this career path.

Remember, the goal is to present a genuine and thoughtful representation of who you are, highlighting your unique strengths, experiences, and passion for clinical psychology.

By approaching this question with authenticity and self-awareness, you can leave a lasting impression on the interviewers and demonstrate your potential to thrive in the field.

Current Issues Impacting Clinical Practice

Interviewers assess your awareness and engagement with current issues. Therefore, it’s crucial to stay informed about relevant policies, debates, and developments within the field and demonstrate your ability to think critically about their implications for clinical practice.

Demonstrating a nuanced understanding of these current issues during clinical psychology interviews, going beyond simply listing challenges to critically analyzing their implications for practice.

Aspiring clinicians should be prepared to discuss how these issues intersect with their personal values, career aspirations, and understanding of the evolving role of clinical psychology within the NHS.

Anti-racism work and diversity

Understanding how systemic racism and lack of diversity affect mental health service provision is crucial.

This includes demonstrating an awareness of systemic barriers, a commitment to anti-racism work, and an ability to reflect on how their own identities and experiences shape their approach to clinical practice.

Diversity in this context encompasses not only race and ethnicity, but also factors such as disability, sexual orientation, and socioeconomic background.

A lack of diversity among practitioners is identified as a significant concern within the field. This lack of representation has contributed to a perception that clinical psychology is “geared to white middle-class people,” which can create additional stress for trainees from minority and marginalized groups.

Interviewees are encouraged to engage in critical self-reflection to identify their own biases and assumptions, particularly as they relate to working with diverse populations. This process of examining one’s privilege is deemed essential for ethical practice.

Anti-racism

Simply increasing diversity is not enough. Clinical psychology training programs must also prioritize anti-racism work, which involves actively dismantling racist structures and practices within the field itself. This includes critically examining:

• Curriculum content: Ensuring that training materials and case studies reflect the experiences of diverse populations.
• Teaching practices: Creating inclusive learning environments that value and incorporate diverse perspectives.
• Placement allocation: Addressing potential biases in placement assignments that may disadvantage trainees from certain backgrounds.
• Faculty and staff diversity: Increasing representation from marginalized groups among those who train and mentor future clinicians.

Climate anxiety

This trending area of concern highlights the need for clinicians to be aware of the psychological impact of climate change.

This highlights the need for clinicians to be well-informed about this issue to engage in modern discussions and address the psychological impact of climate change effectively.

Lived experience in clinical practice

Recognizing the value of lived experience in shaping mental health services is increasingly important.

Aspiring clinicians should be prepared to encounter a diverse range of experiences and perspectives from their patients, including those shaped by factors like race, culture, and personal struggles.

Growing Role of IAPT (Improving Access to Psychological Therapies)

IAPT is a national program aimed at increasing access to evidence-based psychological therapies for common mental health problems.

Understanding the role of Improving Access to Psychological Therapies (IAPT) and its potential benefits and drawbacks is relevant.

For example, you could discuss how the increasing emphasis on IAPT shapes referral pathways and treatment options.

For example, you could discuss the potential benefits of IAPT in increasing access to evidence-based treatments for common mental health difficulties while also acknowledging the model’s limitations in addressing complex mental health needs that might require more specialist interventions.

Ethical considerations and power dynamics

Interviewees are encouraged to critically examine their own biases and assumptions, recognizing how social inequalities and systemic barriers can influence mental health presentations and access to care.

This critical lens extends to questioning traditional power structures within clinical settings, advocating for greater service user involvement in treatment planning and decision-making.

Who might applicants encounter at an interview?

It is important to note that the specific composition of interview panels may vary depending on the institution and the stage of the selection process. Applicants should review the information provided by each program to understand the format of their interviews and the types of individuals they may encounter.

At an interview for a Clinical Psychology Doctorate program, applicants may encounter a variety of individuals, typically including:

• Members of the course staff: This may include professors, lecturers, or other academic staff involved in the program.
• Local psychologists: These individuals are typically practicing clinicians from the area where the training program is located. Their presence on the panel provides a perspective on the specific challenges and opportunities of working in that region.
• Service user representatives or experts by experience: Recognizing the importance of service user perspectives, many courses include individuals with lived experience of mental health services on their interview panels. These representatives offer valuable insights into the needs and experiences of the client population.
• Current trainees (often third years): In some cases, senior trainees from the program may be involved in the interview process. This allows applicants to gain insights from students who have recently navigated the program’s demands and can offer a unique perspective on the training experience.

In addition to these common panel members, some institutions may also include:

• Service users and carers: This further emphasizes the commitment to incorporating diverse perspectives into the selection process.
• Individuals involved in specific aspects of the selection process : Applicants may encounter administrative staff responsible for logistics, individuals facilitating group tasks, or those conducting research or clinical vignettes.

What should I wear to the interview?

When deciding what to wear to a Clinical Psychology Doctorate interview, it is important to present oneself professionally while remaining authentic to one’s own identity.

Ultimately, the goal is to present yourself as a capable, confident, and authentic individual who is genuinely interested in the program and the profession. Choosing attire that balances professionalism with your own personal style is key.

• Professionalism is key: Dress in a way that demonstrates respect for the interviewers and the profession, aiming for “smart casual” or slightly more formal attire.
• Comfort and authenticity: While dressing professionally, it is crucial to also feel comfortable and confident in your attire. Interviewers are interested in getting to know the real you, so choose clothing that reflects your personality and allows you to feel at ease.
• Context is important: Consider the specific context of the interview and the program to which you are applying. Researching the program’s culture and observing the attire of current clinicians or trainees might offer helpful cues.

Reflect on experiences to build interview stories

Interviewers look for candidates who can articulate what they have learned from their experiences, how they have grown, and how these experiences have shaped their understanding of the field.

Thinking about experiences in terms of context, content, and reflection can be a helpful framework.

This reflective practice not only helps structure interview answers but also allows applicants to demonstrate the capacity for self-awareness and growth that are essential qualities of a clinical psychologist.

Practice for different interview styles

Clinical psychology interviews can vary greatly in format, often including individual interviews (focused on clinical and research experience), service user panels, and group tasks. It’s beneficial to practice in settings that simulate these diverse formats.

For example, while practicing with colleagues can be helpful, seeking mock interviews with individuals outside one’s immediate circle can provide a more realistic interview experience.

This practice allows individuals to familiarize themselves with the structure and flow of different interview styles, reducing anxiety and enhancing their ability to think on their feet.

Caution against over-preparation and rote learning

While practicing responses to common questions can be helpful, striking a balance is crucial.

Excessive rehearsal can make your responses sound scripted and inauthentic.

Instead, focus on reflecting on your experiences, clarifying your motivations for pursuing clinical psychology, and developing a flexible interview approach.

British Psychological Society. (2023). Alternative handbook 2023: Postgraduate training courses in clinical psychology. https://explore.bps.org.uk/binary/bpsworks/ce5d8f58a20ecf32/fcd8f2a79b191dce9493d5d99041b36b99db8e35b67f53a786fbc5941068eb56/prelims.pdf

Hui, A. (2020, September 21). DClinPsy Applications & Interviews – Frequently Asked Questions [Video]. YouTube. https://youtu.be/HGbYxccVQgY

Murphy, D. (2019, March 24). Success in Clinical Psychology Interviews – Part 1: Preparing for interviews [Video]. YouTube. https://youtu.be/HwlEVev7TSs

Murphy, D. (2019, March 25). Success in Clinical Psychology Interviews: Part 2 – Managing the Interview Day [Video]. YouTube. https://youtu.be/09E_dkZfxyE

Research Engineer Interview Questions

The most important interview questions for Research Engineers, and how to answer them

Getting Started as a Research Engineer

• What is a Research Engineer
• How to Become
• Certifications
• Tools & Software
• LinkedIn Guide
• Interview Questions
• Work-Life Balance
• Professional Goals
• Resume Examples
• Cover Letter Examples

Interviewing as a Research Engineer

Types of questions to expect in a research engineer interview, technical questions, analytical and problem-solving questions, research methodology questions, behavioral questions, project and time management questions, preparing for a research engineer interview, how to do interview prep as a research engineer.

• Understand the Company’s Research Focus: Research the company's current projects, research areas, and recent publications. This knowledge shows your genuine interest and ability to align your expertise with their research goals.
• Review Relevant Technical Skills and Tools: Be well-versed in the technical skills and tools pertinent to the role, such as programming languages, simulation software, and data analysis tools. Ensure your knowledge is up to date and relevant to the company's research domain.
• Prepare for Technical Questions: Expect to answer in-depth technical questions related to your field. Review fundamental concepts, recent advancements, and be ready to discuss your past research projects in detail.
• Practice Problem-Solving and Analytical Questions: Research Engineers are often required to solve complex problems. Practice answering analytical questions and be prepared to walk through your problem-solving process clearly and logically.
• Review Your Past Research Work: Be ready to discuss your previous research projects, publications, and any patents. Highlight your contributions, methodologies used, and the impact of your work.
• Prepare for Behavioral Questions: Reflect on your past experiences and prepare to answer behavioral questions that demonstrate your teamwork, leadership, and communication skills.
• Develop Thoughtful Questions: Prepare insightful questions to ask the interviewer about the company’s research direction, team structure, and future projects. This shows your eagerness to contribute and grow within the company.
• Mock Interviews: Conduct mock interviews with a mentor or peer to get feedback and refine your interview skills. Focus on both technical and behavioral aspects to ensure a well-rounded preparation.

Stay Organized with Interview Tracking

Research Engineer Interview Questions and Answers

"can you describe a research project you successfully completed", how to answer it, example answer, "how do you stay updated with the latest advancements in your field", "describe a challenging technical problem you faced and how you solved it.", "how do you approach collaboration with cross-functional teams", "what methodologies do you use for data analysis", "how do you ensure the validity and reliability of your research", "how do you handle unexpected results in your research", "can you explain a research methodology you've successfully implemented", which questions should you ask in a research engineer interview, good questions to ask the interviewer, "can you describe the company's approach to research and development, and how the research team contributes to this strategy", "what are the biggest challenges your research team is currently facing", "how does the company support professional development and growth for research engineers", "can you share an example of a recent research project success and what contributed to its success", what does a good research engineer candidate look like, technical expertise, innovative thinking, analytical skills, collaboration and teamwork, communication skills, project management, adaptability, ethical considerations, interview faqs for research engineers, what is the most common interview question for research engineers, what's the best way to discuss past failures or challenges in a research engineer interview, how can i effectively showcase problem-solving skills in a research engineer interview.

Research Engineer Job Title Guide

Related Interview Guides

Driving innovation and growth through strategic research and development initiatives

Leading technical teams, driving innovation and ensuring project success in engineering

Building digital solutions through code, transforming ideas into user-friendly applications

Driving innovation with data, creating intelligent systems to solve complex problems

Pioneering AI advancements, transforming industries through innovative machine learning

Designing intelligent systems, leveraging data to create innovative AI solutions for real-world problems

Start Your Research Engineer Career with Teal

Search form

Make a Gift

Department of Economics

• Undergraduate

Everything You Need to Know About Answering Behavioral Interview Questions

By Lily Zhang

Updated 4/13/2023

Interviews can be high stakes. I get that. But bear with me here for a minute when I say this next thing: Some  interview questions  can actually be fun. And I don’t mean in the zany-but-realistically-kind-of-stressful “ How many golf balls will fit in a bus? ” kind of way. I mean that some interview questions are really just asking for a good story starring you as the main character.

What's the best job for you?

Behavioral interview questions are non-technical, focused on you, and 100% something you can prep for in advance. You actually have the answers already. We just need to find the right stories and polish them up a bit.

Here’s your ultimate go-to guide for answering behavioral interview questions—including common behavioral questions you might hear and example answers.

What are behavioral interview questions?

Behavioral interview questions are questions or statements that ask job candidates to share examples of specific situations they’ve been in. Usually interviewers want to know about an experience where you had to use certain skills— soft skills  especially—or had to navigate certain types of scenarios. (Read: It’s the  “Tell me about a time when…” genre of questions .) 

Why do interviewers ask behavioral questions?

Interviewers like these questions because it can help them get a more realistic and nuanced sense of how you work. It’s a way for them to see what you’re capable of accomplishing based on your  actual  past professional performance. Think about it: What would convince you of someone’s ability to work on a team better—them saying they totally love working on a team or them telling a story that shows exactly how they worked on a team of five for several months to implement a website redesign for a major client?

30 common behavioral interview questions

As much as I wish I could tell you exactly which behavioral questions you’ll get, I sadly cannot. But this list will give you an idea of the types of questions you might be asked. As you read through, think of stories you can share in response to each subset of questions—they can often be tweaked on the spot to answer any variation an interviewer might throw at you.

Teamwork questions

Almost any job requires you to work with others, so be prepared to talk about your experiences as part of a team. You’ll want a story that illustrates your ability to work with others under challenging circumstances. Think resolving team conflicts, dealing with project constraints, or motivating others.

• Tell me about a time when you had to work closely with someone whose personality was very different from yours.
• Give me an example of a time you faced a conflict with a coworker. How did you handle that?
• Describe a time when you had to step up and demonstrate leadership skills.
• Tell me about a time you made a mistake and wish you’d handled a situation with a colleague differently.
• Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

Customer service questions

If you’d be working with clients, customers, or other external stakeholders in this role, definitely be ready for one or more of these. Be prepared with at least one story about a time you successfully represented your company or team and delivered exceptional customer service.

• Describe a time when it was especially important to make a good impression on a client. How did you go about doing so?
• Give me an example of a time when you didn’t meet a client’s expectation. What happened, and how did you attempt to rectify the situation?
• Tell me about a time when you made sure a customer was pleased with your service.
• Describe a time when you had to interact with a difficult client or customer. What was the situation, and how did you handle it?
• When you’re working with a large number of customers, it’s tricky to deliver excellent service to them all. How do you go about prioritizing your customers’ needs

Adaptability questions

Times of turmoil are finally good for something! Think of a recent work crisis you successfully navigated. Even if the outcome didn’t ideal, find a lesson or silver lining you took from the situation.

• Tell me about a time you were under a lot of pressure at work or at school. What was going on, and how did you get through it?
• Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt?
• Tell me about settling into your last job. What did you do to learn the ropes?
• Give me an example of a time when you had to think on your feet.
• Tell me about a time you failed. How did you deal with the situation?

Time management questions

When an interviewer asks about  time management , get ready to talk about a specific instance when you had a few things in the air, prioritized, scheduled, organized, and completed everything—preferably before the deadline.

• Give me an example of a time you managed numerous responsibilities. How did you handle that?
• Describe a long-term project that you kept on track. How did you keep everything moving?
• Tell me about a time your responsibilities got a little overwhelming. What did you do?
• Tell me about a time you set a goal for yourself. How did you go about ensuring that you would meet your objective?
• Tell me about a time an unexpected problem derailed your planning. How did you recover?

Communication questions

You use  communication skills  so regularly you’ll probably have plenty of stories to choose from. Just remember to talk about your thought process or preparation.

• Tell me about a time when you had to rely on  written communication  to get your ideas across.
• Give me an example of a time when you were able to successfully persuade someone at work to see things your way.
• Describe a time when you were the resident technical expert. What did you do to make sure everyone was able to understand you?
• Give me an example of a time when you had to have a difficult conversation with a frustrated client or colleague. How did you handle the situation?
• Tell me about a successful presentation you gave and why you think it was a hit.

Motivation and values questions

A lot of seemingly  random interview questions  are actually attempts to learn more about what motivates you. Your response would ideally address values and motivations directly even if the question didn’t explicit ask about them.

How to answer behavioral questions

So how do you go about actually answering behavioral questions? It’s actually pretty simple.

• Quickly identify the hard or soft skill or quality the interviewer is trying to learn more about.
• Choose a relevant story.
• Share your story while emphasizing the details that speak to the relevant skills.
• Sum up your answer with how you generally approach situations like the one the interviewer presented.

Example answers for top behavioral questions

Check out these example questions and answers to see our advice in action and get more specific tips on some of the most common behavioral questions.

1. Give me an example of a time you faced a conflict while working on a team. How did you handle that?

Ah, the  conflict  question. It’s as common as it is dreaded. Interviewers ask because they want to know how you’ll handle the inevitable: disagreements in the workplace. But you might be nervous because it’s hard to look good in a conflict even when you’re not in the wrong. The key to getting through this one is to focus less on the problem and more on the process of finding the solution.

For example, you might say:

“Funnily enough, last year I was part of a committee that put together a training on conflict intervention in the workplace and the amount of pushback we got for requiring attendance really put our training to the test. There was one senior staff member in particular who seemed adamant. It took some careful listening on my part to understand he felt like it wasn’t the best use of his time given the workload he was juggling. I made sure to acknowledge his concern. And then rather than pointing out that he himself had voted for the entire staff to undergo this training, I focused on his direct objection and explained how the training was meant to improve not just the culture of the company, but also the efficiency at which we operated—and that the goal was for the training to make everyone’s workload feel lighter. He did eventually attend and was there when I talked to the whole staff about identifying the root issue of a conflict and addressing that directly without bringing in other issues, which is how I aim to handle any disagreement in the workplace.”

2. Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

Hiring managers want people who can take initiative and  solve problems . Many workplace problems boil down to a communication breakdown, which is what this question is getting at. Try not to get too bogged down in the nitty-gritty details of the story and make sure to finish with a clear lesson learned.

A good answer to this question might be:

“Back when I was just starting out as an assistant to a more senior recruiter, I once needed to book interview rooms for several different candidates with a few sessions each, all on the same day. The online system the company used to schedule conference rooms was straightforward enough, but the problem was that it allowed more senior people to bump me out of my reservations. I had to scramble to get them back. When I didn’t get responses to my emails, I literally ran around the office to find the people who took my rooms and explain why I needed them. It was stressful at the time, but it all worked out in the end. Most were happy to move to a different room or time to make sure the interviews went smoothly. I also met a bunch of people and earned early on that talking to someone in person when possible can often move things along more quickly than an email can.”

3. Describe a time when it was especially important to make a good impression on a client. How did you go about doing so?

A perfect answer to this question has an outstanding outcome and illustrates the process of getting to that result. But even if you only have a decent outcome to point to instead of a stellar one, spelling out the steps you took will get you a strong answer.

For instance:

“One of the most important times to make a good impression on a client is before they’re officially a client. When the sales team pulls me into meetings with potential clients, I know we’re close to sealing the deal and I do my best to help that along. That’s probably why I was chosen to represent the research team when we did a final presentation for what would become our biggest client win of the year. I spoke with everyone on the sales team who had met with them previously to learn as much as possible about what they might care about. The thing I do that sets me apart is that I don’t try to treat all the clients the same. I try to address their specific questions and concerns so that they know I did my homework and that I care enough to not just give the cookie-cutter answers. In this case, having the data pulled and ready for every question they had made all the difference in building their confidence in our company.”

4. Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt?

Interviewers want to know how you handle organizational change. Your story doesn’t necessarily need to be about some massive company reorg, it could even be about a new system for sharing files. The key is to make sure you clearly describe the steps you took to adapt and then generalizing your experience.

So you might say:

“This past year my manager left and the company was unable to fill her position for several months. This completely upended the way our team operated since she’d been the one who made sure we were all on the same page. After a couple of weeks of missed deadlines and miscommunications on the team, I sheepishly suggested we do a quick daily check-in. It took no more than 10 minutes a day, but it helped us get back to working efficiently again and really reduced the frustrations that had started brewing. It helped me understand that adapting to change requires understanding the gaps a change creates and thinking creatively about how to fill them.”

5. Tell me about a time you failed. How did you deal with the situation?

For broad questions like this, it can be helpful to narrow the scope a bit. For a  question about failure , you can do that by defining what it means to fail in your own words before sharing your example.

For example:

“As a team manager, I consider it a failure if I don’t know what’s going on with my staff and their work—basically if a problem catches me by surprise then I’ve failed somewhere along the way. Even if the outcome is ultimately fine, it means I’ve left a team member unsupported at some point. A recent example would be this training we do every year for new project managers. Because it’s an event that my team has run so many times, I didn’t think to check in and had no idea a scheduling conflict was brewing into a full-on turf war with another team. The resolution actually ended up being a quick and easy conversation at the leadership team meeting, but had I just asked about it sooner it would never have been a problem to begin with. I definitely learned my lesson about setting reminders to check in about major projects or events even if they’ve been done dozens of times before.”

6. Give me an example of a time you managed numerous responsibilities. How did you handle that?

Multitasking.  It’s impossible  and yet we’re all expected to do it. Your job is likely going to involve more than one responsibility and the hiring manager is going to want to know how you plan on juggling a number of tasks, projects, or deadlines.

You could say:

“This is almost a cliché, but being part of an early-stage startup meant I wore a lot of different hats. One second I was recruiting, the next I’d be in front of potential clients, and then I’d be meeting with the cofounders about the product. Switching gears so quickly often felt like getting whiplash. I realized that it wasn’t necessarily the juggling that was the problem, it was the constant switching back and forth. I started chunking my work so I could spend several hours focused on similar tasks. One block for recruiting. One block for sales. One block for product. Once I figured out the secret to multitasking was to not multitask, it got a lot more manageable.”

7. Give me an example of a time when you were able to successfully persuade someone to see things your way at work.

No matter your role, communication skills are critical and interviewers are going to keep asking related questions until they’re sure yours are up to snuff. When asked about persuasion, emotional intelligence and  empathetic listening  can be good pieces of your communication skill set to emphasize.

A good answer could sound like:

“I once was tasked with pulling the plug on a project. Of course, this can be incredibly disappointing for those affected. Done poorly it could destroy a team’s morale. I can’t discuss the project too much, but suffice it to say that everyone on it worked really hard and it took some serious convincing for them to agree this was the right choice. Rather than letting the idea take hold that months of their work was being scrapped, I proactively shared with everyone all the ways their work would still be utilized by different parts of the company. It’s not what they had intended, but seeing that their work wasn’t wasted softened the blow and allowed me to share the hard truth that we wouldn’t be able to realize our original goals. Taking the time to consider what negative reaction they might have and making the effort to be empathetic allowed me to directly address their concerns and show them that this was the best way forward.”

8. Tell me about a successful presentation you gave and why you think it was a hit.

You can probably predict whether or not you’ll get this question based on the  job description . If the job requires frequent  public speaking , be sure you have an example ready to go. For questions like this that have an “and why” part, make sure you give evidence for how you know you did a good job. In this case, an engaged audience is pretty good evidence you gave a strong presentation.

“Presenting is definitely something I’ve gotten better at over time. At my previous lab, I presented pretty often at the weekly research meeting where we all kept each other up-to-date on the progress of our work. When I first started, I would just pick up where I left off last time and spoke like I was talking to a room full of experts—which I was, but they weren’t necessarily experts in my specific project. It’s obvious in hindsight. The nature of research is that it’s inherently novel. I started doing more in my presentations to give context, like a more compact version of a conference presentation. It was more work, but I could tell everyone was engaged based on the questions I got. They were more thoughtful and challenging and actually helped push my work forward. Now, whether I’m presenting formally or informally, I try my best to scaffold my conclusions with relevant context.”

9. Tell me about your proudest professional accomplishment.

This question can sometimes make people freeze up. Proudest? Like literally the thing I am proudest of ever? It’s a lot. A more manageable way to think about it is that it’s essentially a freebie to talk about anything. So you can choose a story that showcases a relevant skill, passion, or experience you haven’t been able to talk about yet or want to emphasize more and set it up as one of your proudest accomplishments! If you’re applying to an entry-level role, feel free to talk about school accomplishments.

“There’s a lot that I’ve done over the last few years at Major Telecom that I’m proud of, but one thing we haven’t had a chance to talk too much about is my work in the parents employee resource group. As the company has become more family friendly, I’ve worked hard to guide the conversation as the co-lead of the parents ERG. This year, I spearheaded an effort to improve our flexible work policy, first writing a letter on behalf of the ERG to the leadership team and then later drafting a proposal which ultimately led to a better work environment and more flexible work for everyone, not just parents.”

10. Tell me about a time when you worked under either extremely close supervision or extremely loose supervision. How did you handle that?

This question is getting at how you like to be managed, but it’s phrased in a way that may tempt you to speak negatively of a previous employer. Stay focused and keep your response neutral to positive.

So you could say:

“As an intern at Online Content Co., I felt like my every move required approval, which isn’t everyone’s cup of tea, but I really appreciated it back when I had no idea what I was doing. I actually credit the close supervision I got for helping me pick things up so quickly. After I officially joined the team as a staff writer though, it started to feel a bit restrictive. I thought once I “proved myself” it would get better, but after a few more months with no significant change a mentor helped me see that I wasn’t being proactive about communicating with my manager. Rather than going to my one-on-one meetings with nothing prepared and being peppered with questions, I started arriving with an update of all my ongoing work. All the same information got conveyed, but instead of feeling micromanaged, I felt empowered and it made all the difference in my experience.”

4 tips to prep for—and ace—a behavioral interview

I’m taking my own advice and concluding this article with a few general takeaways. If you remember nothing else, make sure you do the following when you’re getting ready for an interview:

1.  Prepare a few stories  based on the job description.  

Maybe you’ll use them, maybe you won’t, but trust me that you’ll feel more prepared and less nervous if you’ve spent some time thinking about this. Scan the job description for anything that seems to be mentioned more than once or is otherwise emphasized—say, “takes initiative,” or, “works independently.” Then come up with some stories about those things! 

2. Brush up on the STAR method.  

Stories can get big and unwieldy, especially when we’re nervous. It’s important to keep your answer concise and relevant to the question. Using the  STAR interview method  can help you to craft job-landing responses to many interview questions that require a well-structured example story.

3.  Wrap up your answers with a conclusion.

Some stories don’t fit super neatly into the STAR method and that’s fine. In any case, just make sure to wrap up your story with a nice summation so that the interviewer knows what they were supposed to learn from it. In other words, tell your story and then tell them what to think about it. “I did this to solve the problem, so in general, this is the process I use for solving problems.”

4. Practice aloud before your real interview.  

I’ve worked with thousands of job seekers and written hundreds of job search articles, and my advice on interviewing can pretty much be summed up with one word: practice. To be more specific, practice answering possible interview questions out loud. Do not memorize your answers. Just say them a few times. If you want to be fancy, do it in front of a mirror to get a better sense of how you’re presenting yourself.

Brushing up on your  interview skills  in general will also help you to answer these questions with ease and sail through to the next round. So get those stories ready and—I’m going to say it one more time for good luck—practice!

• Open access
• Published: 19 August 2024

Updating a conceptual model of effective symptom management in palliative care to include patient and carer perspective: a qualitative study

• Emma J. Chapman 1 ,
• Carole A. Paley 1 ,
• Simon Pini 2 &
• Lucy E. Ziegler 1  

BMC Palliative Care volume  23 , Article number:  208 ( 2024 ) Cite this article

90 Accesses

Metrics details

A conceptual model of effective symptom management was previously developed from interviews with multidisciplinary healthcare professionals (HCP) working in English hospices. Here we aimed to answer the question; does a HCP data-derived model represent the experience of patients and carers of people with advanced cancer?

Semi-structured interviews were undertaken with six patients with advanced cancer and six carers to gain an in-depth understanding of their experience of symptom management. Analysis was based on the framework method; transcription, familiarisation, coding, applying analytical framework (conceptual model), charting, interpretation. Inductive framework analysis was used to align data with themes in the existing model. A deductive approach was also used to identify new themes.

The experience of patients and carers aligned with key steps of engagement, decision making, partnership and delivery in the HCP-based model. The data aligned with 18 of 23 themes. These were; Role definition and boundaries, Multidisciplinary team decision making, Availability of services/staff, Clinician-Patient relationship/rapport, Patient preferences, Patient characteristics, Quality of life versus treatment need, Staff time/burden, Psychological support -informal, Appropriate understanding, expectations, acceptance and goals- patients, Appropriate understanding, expectations, acceptance and goals-HCPs, Appropriate understanding, expectations, acceptance and goals- family friends, carers, Professional, service and referral factors, Continuity of care, Multidisciplinary team working, Palliative care philosophy and culture, Physical environment and facilities, Referral process and delays. Four additional patient and carer-derived themes were identified: Carer Burden, Communication, Medicines management and COVID-19. Constructs that did not align were Experience (of staff), Training (of staff), Guidelines and evidence, Psychological support (for staff) and Formal psychological support (for patients).

Conclusions

A healthcare professional-based conceptual model of effective symptom management aligned well with the experience of patients with advanced cancer and their carers. Additional domains were identified. We make four recommendations for change arising from this research. Routine appraisal and acknowledgement of carer burden, medicine management tasks and previous experience in healthcare roles; improved access to communication skills training for staff and review of patient communication needs. Further research should explore the symptom management experience of those living alone and how these people can be better supported.

Peer Review reports

A conceptual model of effective symptom management was previously developed from qualitative data derived from interviews with healthcare professionals working in English hospices to elicit their views about the barriers and facilitators of effective symptom management [ 1 ]. The model delineated the successful symptom management experience into four steps of: engagement, decision-making, partnership and delivery. Constructs contributing to these were identified (Table 1 ).

Our original model was based solely on Healthcare professional (HCP) input. However, the perception of professionals may vary from that of patients and carers. A recent patient and professional survey of needs assessments in an oncology inpatient unit showed discrepancies between perception of unmet needs between staff and patients [ 2 ]. For this reason, we were concerned that what was deemed important by HCP working in palliative care may not mirror the concerns and experience of patients and carers.

Here we aimed to answer the question; does an HCP data-derived model represent the experience of patients and carers of people with advanced cancer?. If necessary, the original conceptual model of effective symptom management will be updated.

Qualitative, semi-structured interviews were chosen to gain an in-depth understanding of the experience from the perspective of a range of patients and carers. All methods were carried out in accordance with the principles of the Declaration of Helsinki. Ethical approval was granted by a UK research ethics committee ( North of Scotland [ 2 ] Research Ethics Committee (20/NS/0086)). Verbal, recorded informed consent was given using a verbal consent script (Supplementary information 1). Our original intention had been to conduct interviews face to face facilitated by a set of laminated prompt cards based upon those used in the HCP interviews. However, adaptation to telephone interviews in patient’s homes was necessary due to COVID-19 restrictions and it became apparent that the card exercise did not work well remotely. We continued interviews based on the interview schedule but without the use of prompt cards. EC is a female, non-clinical senior research fellow in palliative care. She has experience of qualitative interviews and led the development of the original HCP-based model of effective symptom management [ 1 ]. Audio recordings were transcribed verbatim by a senior academic secretary.

Recruitment

Participants who met the inclusion criteria were identified by a research nurse at the participating hospice. Eligible patients were those who met all 5 criteria:

Diagnosed with advanced disease (i.e., cancer that is considered to be incurable).

Had been referred to the participating hospice.

Were 18 years of age or over.

Were able to speak and understand English.

Were able to give informed consent.

Eligible carers were people who met all 4 criteria:

Were the informal carer of an eligible patient (who may or may not also be participating in the study).

Patients or carers were excluded if they:

Exhibited cognitive dysfunction which would impede their being able to give informed consent and take part in the study.

Were deemed by hospice staff to be too ill or distressed.

Access to the inpatient unit was not possible at this time due to Covid-19 restrictions. The research nurse introduced the study, provided a participant information sheet and completed a consent to contact form. The first contact with the researcher was made by telephone to confirm (or not) interest in participation and answer questions. An interview time not less than 48 h after provision of the participant information sheet, was scheduled. The researcher and the participant information sheet explained the overall aim of the RESOLVE research programme to improve health status and symptom experience for people living with advanced cancer (Supplementary information 2). The verbal consent statements made it clear that this was a conversation for research purposes only and would not have any impact on the care the patient received (Supplementary information 3). Permission was granted that the researcher may contact the clinical team at the hospice if there was a serious concern for welfare that required urgent attention. Verbal informed consent was collected, and audio recorded at the start of the interview with participants answering yes or no to each of the statements in the verbal consent script (Supplementary information 3). Participants were told that we had already interviewed HCPs about what helped or hindered effective symptom management and now we wanted to understand their perspective too.

Data Collection

Interview topic guides (Supplementary information 4 and 5) were used. Interviews were conducted by EC over the telephone and audio recorded onto an encrypted Dictaphone. Files were downloaded onto a secure University of Leeds drive and then deleted from the Dictaphone. No video was recorded. The researcher made brief field notes directly after the interview on impression, emotion and participant backgrounds that were disclosed.

An Excel spreadsheet was used to facilitate data management. We explored the constructs of patient and carer experience as defined by our existing model. An inductive framework analysis was used to align data with themes in the existing conceptual model. A deductive approach was also used to identify new themes not included in the original model. Two researchers (EC and CP) independently conducted framework analysis on all transcripts. Data was then compared and discussed until a consensus data set was developed. The study is reported in accordance with Standards for Reporting Qualitative Research (SRQR) recommendations [ 11 ].

Twelve participants were interviewed in their own homes by telephone. In five interviews a family member or friend was also present, and they were interviewed as a dyad. One interview was with a carer of a patient (patient not interviewed) and one interview was with a patient alone. Interviews lasted between 21 and 45 min. Basic self-declared demographic information was collected (Table 2 ).

One person was approached by a research nurse and provided with participant information sheet. However, when they spoke with the researcher on the telephone it was clear that they had not read the participant information sheet. The individual declined for the information to be read out loud with them. Informed consent could therefore not be given and an interview was not carried out. Upon reflection, this person was keen to informally chat to the researcher but was perhaps seeking social interaction rather than research participation. All other participants completed the interview as planned.

Participant background was relevant as one carer and one patient, had experience of working in healthcare and this may have shaped their experience and understanding. Analysis was based on the framework method; transcription, familiarisation, coding, applying analytical framework (conceptual model), charting, interpretation.

Data aligned with 18 of 23 constructs in the professional based model (Table 3 ). Pseudonyms are used to protect confidentiality.

Four constructs that had featured in the healthcare professional based model did not feature in the patient and carer derived data. These were perhaps not unexpectedly related to characteristics of staff; Experience (of staff), Training (of staff), Psychological support (for staff) and the provision of formal psychological support (for patients). One construct ‘Guidelines and Evidence’ was not explicitly mentioned by patients and carers. However, a carer did comment that at time of referral to the hospice, the patient had been on two different does of co-codamol simultaneously ‘ You were on co-codamol, the 500/8 plus co-codamol 500/30’ (Patricia, carer) which suggested to the researchers that the patient had been taking the medication in a way contrary to guidelines. Medications were then optimised by hospice staff. Four additional patient and carer-derived themes were identified: Carer Burden, Communication, Medicines management and Impact of COVID-19 (Fig. 1 ).

The conceptual model of effective symptom management in palliative care was updated to also reflect patient and carer perspective. Specifically, the need for support with communication and medicines management plus consideration of the carer burden were included

Carer burden

Our HCP-based conceptual model identified a role for the carer in shaping symptom management experience in either a positive or negative way [ 1 ]. The patient and carer derived data presented here provides additional insight into their role and the activities required of them. Carer burden is a multifaceted experience, however our interview schedule specifically asked about symptom management experience.

The carer was sometimes responsible for raising concerns and initiating the referral for specialist palliative cares support ‘it was at some stage earlier in this year when I was a little anxious about your health and contacted the chemo wing at (hospital) and one of the nurses there thought it would be helpful to me and Patient to put us in touch with (the hospice) (Kathleen, carer).

Carers were enmeshed into the disease and symptom experience of the patient, referring to ‘we’ when talking about the patient’s cancer treatment, pain and referral to hospice.

Olivia (carer): Immune therapy we’d had a reaction to and we’d resolved the reaction but it concluded in stopping any treatment and we then went to a situation where we were not able to manage the pain from the cancer successfully and it was recommended by our oncologist that (the hospice) may have some expertise that we could….

Olivia (carer): Tap into…as I say that was a difficult decision for us to agree for Anthony to go into (the hospice).

However, on occasion the insight from the carer was not acted upon leading to a delay in support for distressing symptoms ‘ I kept saying to people, he’s losing weight, he’s in pain and they just kept saying well he shouldn’t be in this amount of pain ‘cos of what his bloods are like. And I kept saying well what you’re saying he should be like, I can tell you he’s not like and we’re not ones to you know erm (he) isn’t one to be bothering the doctor.’ (Sandra, carer).

Once the patient was receiving palliative care the carer took responsibility for obtaining and retaining knowledge either because the patient could not, due to memory problems from medication, or their condition, or they were not willing to do this for themselves.

Martin (patient): ‘she knows better than me ‘cos I’m always, I’m not very good at remembering stuff’

Martin (patient): I’m not interested no I understand you do have a very important role and she’s taken the lead on it now, that’s definitely the case’

And with another couple

Terry (patient): Sorry I’ve got my wife at the side of me ‘cos she knows better than me ‘cos I’m always, I’m not very good at remembering stuff.

Stacey (carer): I’m usually present yeah, I’m usually around. I tend to be the one that asks more questions.

However, in our interviews occasionally discordance between patient and carer opinion was seen with the carer rating the symptoms more troublesome than the patient’s recollection.

Interviewer: So was it (the pain) stopping you doing any activities that you had been able to do?

Marti, (patient): Oh I see, not particularly no

Mary (carer): I would probably disagree with that sorry. I would say that Martin’s management of the pain and our management of the pain and everything was kind of a constant thing, that’s all we, you know if felt like we were talking about it all the time, his pain’.

Despite an integral role in facilitating effective symptom management carers could feel unacknowledged, specifically by hospital staff. ‘ at the same time they’re telling me I’m not a carer and yet you know Wendy would be in a very sorry state if I wasn’t on the ball all the time’ (Patricia, carer). Specialist palliative care staff were better at providing acknowledgement and consideration of individual capabilities.

Patricia (carer): ‘So they understand that I’m not sort of hale and hearty and I’ve got my limitations….and it’s just lovely them knowing and actually accepting that I am caring for patient, we are doing the best that we can and that they are there for us.’. This simple step of acknowledgement was appreciated and a factor in allowing the carer to continue to support the patient.

Olivia (carer): ‘You know I do feel that it’s about me as well, it’s not just about Anthony which, it is really all about Anthony but you know it’s important that I continue with my wellbeing in order that I can support and look after him’ .

Communication

The impact of communication of effective symptom management occurred at different levels. As would be expected, communication needed to be tailored to the background, previous experience and outlook of the individual. In particular, we noted that a patient who had a healthcare background themselves welcomed more in-depth discussion and input into decision making.

Andrew (patient): I’ve dealt with people with cancers and terminal illnesses. Yeah, I know about syringe drives and everything…The important thing is to be able to discuss it and with my knowledge of medication as well, I mean I can discuss it in depth.’ .

Interestingly, this person also equated being admitted to the hospice with the use of a syringe driver and end of life, illustrating that regardless of the patient’s professional background, a thorough explanation without any assumptions on understanding would still be necessary. Andrew (patient):  ‘I mean I could go into (the hospice) at any time knowing this but with my work record and everything else, I know what it all entails I mean I’d probably go in and they’d probably want to put me on a syringe drive with Oramorph and Midazolam and Betamethasone and everything else and I know that is the beginning of the end once you start on the syringe driver and everything because it just puts you to sleep and just makes you comfortable and you don’t really have no quality of life’ .

Patients and carers valued being able to get in contact with someone when difficulties arose. Kathleen (carer): ‘Ease of communication is important to us so it’s easy to get in touch with somebody’ .

For some people, at the earlier stages after referral to the palliative care team, the only support that they required was just telephone contact.

Kathleen (carer): ‘What we have at the moment is a phone number to call and another lady, a nurse who actually rings us probably about once a fortnight yeah to check if we have any anxieties, problems.’ .

Palliative care professionals had a key role in mediating communication between patients and carers and other services. Kathleen (carer):  ‘she said yes, do you think Harry would mind us contacting the GP you know and I said I’m sure he would, if I think it’s a good idea he’d go along with it so that’s what we did, she did, she contacted our GP which meant that we got a telephone appointment and something happened very quickly’ .

This extended to explaining the purpose and results of tests such as X-rays.

Stacey (carer): Yeah he went when he was admitted he went for an Xray and that was the hospice, it was (clinical nurse specialist) that had organised that. We didn’t really know what was happening in the hospital but we came home again and he didn’t really know why he’d had the Xray or anything.

So when he spoke to the nurse at (the hospice), she sort of went through it all with him and talked him through it and that was really informative and helpful

There was a feeling that communication was better in specialist palliative care compared to the general National Health Service (NHS).

Olivia (carer): ‘There is an awful lot to be learned from the NHS about liaising and communications they could learn an awful lot from the way that the palliative care is operating and running’.

The carer also became an advocate for the patient’s needs and relaying information about symptoms and concerns to the healthcare professionals which the patient may not have themselves. Andrew (patient): ‘ I mean she (partner) tells (hospice nurse) things that I don’t’ cos‘ I mean I sometimes bottle quite a few things up and don’t say nothing but (partner) notices these things and then she will tell (hospice nurse) about them’.

This was also seen during a research interview, where the patient was willing for the carer to ‘tell the story’ on their behalf.

Mary (carer): Sorry I’m doing all the talking.

Martin (patient): Well no you need to because I’m useless.

We identified that patients had unmet needs in communicating about their condition ‘ Yeah, erm, again it’s, people are very reticent to use the word cancer. So they balk at saying the word’ (Wendy, patient)  and symptom experience with family and friends other than their regular carer.

Wendy (patient): I don’t know where she’s (my sister) at in terms of knowing about my symptoms and about the treatment I’m having, well no I do tell her actually, it’s not that I don’t but she has very bad arthritis…so I don’t push that too much because I’m thinking she’s actually in as much pain as I might be.’

This lack of communication could come from a position of wishing to protect the feelings of family members:

Wendy (patient): ‘Oh it’s been very difficult with family. You don’t know how much you want to tell them and you don’t know how far down the line you are anyway. I think over the years, I’ve been protecting my family’ )

Sometimes there were other important conversations that had not been held with family members.

Martin (patient): ‘I suppose my point in bringing up was because they’re particularly good kids and they are particularly, although I wouldn’t like them to hear me say it but they are, very good’ .

The work of medicines management

Medicines management was a time consuming and complex task, even for carers who has a background working in healthcare.

Sandra (carer): ‘I’m having to ring back my fourth phone call today to see is it a week off or have they forgotten to give him it. The communication isn’t great and I kind of think you know I’m kind of used to the NHS I’m, I know to ring and that sort of thing but I do think, I think if someone isn’t, got a health background or that sort of background there’s a lot of left to guesswork’ .

Commonly, the responsibility of managing the medicines could be delegated to the carer due to the side effects of the medication on the patient’s memory. It was felt that the patient would not have been able to manage by themselves. Mary (carer): ‘ a lot of the medication has made him not so aware, maybe a little bit muddled at times and his memory’s not as good as it was….you know he does forget quite easily so I wouldn’t, I have to say I wouldn’t trust him with his medication at all.’.

Carers took responsibility for ensuring medications were taken on time. As previously reported, this carer viewed this a joint endeavour with the patient.

Patricia (carer): I wake (patient) at 9 o’clock and make sure that she has her Lansoprazole and that she has her 12 hourly Longtech tablet. I generally am doing everything and as I say, we put the injection in at lunchtime every day and at night I remind her, not that she doesn’t, she doesn’t really need reminding but at 9 o’clock, I say have you had your tablets?’ .

The carer (who did not have a healthcare background) had developed an understanding of complex concepts such as the different modes of metabolism of medication for pain.

Patricia (carer): ‘So she’s now on a different set of pain relief which, the morphine was better but not better for her. So the pain killing stuff that she’s on is processed through the liver rather than through the kidneys and the kidney function has stabilised.’ .

Impact of COVID-19

Interviewees were asked about whether COVID-19 had impacted upon their experience. It seemed that for this selected group of patients and carers the impact was minimal.

Patricia (carer): ‘Can I just add that Covid seems to have, people have been complaining that this has stopped and that’s stopped whereas with Wendy her appointments, they’ve always wanted face to face and we’ve done phone appointments when it’s been appropriate and the care has been absolutely marvelous’.

Availably of hospice staff sometimes filled the gap in other services.

Kathleen (carer): ‘Because of lockdown and the virus and everything obviously all that (GP support) changed and you did start to feel a bit isolated and alone ‘cos you don’t always want to have to get in the car and drive to (hospital) for something if it’s not absolutely necessary and so therefore having someone else to talk to who knew more about things because obviously we’re learning as we go along Harry and I, it was very helpful’.

Problems were attributed to the general NHS system rather than being COVID-19 specific.

Sandra (carer): ‘I think as far as forthcoming information, I don’t think Covid has any bearing on that to be honest. You know, it just, I think it’s just an age-old problem in the NHS is communication.’ .

The close alignment of this patient and carer data with our HCP-based conceptual model provides additional reinforcement of the importance of multidisciplinary working and continuity of care in shaping symptom management experience. Indeed, the ability to see preferred member of general practices staff was recently reported as a factor associated with satisfaction with ends of life care in England [ 3 ].

Palliative care takes a holistic view of the patient and carer, the concerns of both being intertwined and interdependent. The observation that carers and patients viewed themselves as a single unit and talked about ‘we’ when describing the experience of symptoms and service referral, aligns with the dimension of the carer ‘living in the patients world’ and living in ‘symbiosis’ recently described by Borelli et al [ 4 ] and in earlier qualitative work with advanced cancer patients [ 5 ]. Carer opinion can be a close but not always perfect proxy of patient voice, even in this small sample we observed some discordance between patient and carer perception of symptom burden. However, carers were vitally important for communication with healthcare providers, relaying concerns, managing medication and generally advocating for the patient when they were unable or willing to do so. In the UK in 2022, the number of people living alone was 8.3 million. Since 2020, the number of people over 65 years old living alone has also increased [ 6 ]. Household composition is not a general indicator of wider social support networks, but these data do suggest that there could be a considerable number of people with palliative care needs without live-in carer support. This raises the questions of whether the experience of those living without a supportive carer can be equitable and how services might better facilitate this.

Home-based palliative care is thought to reduce symptom burden for patients with cancer [ 7 ]. To enable this, it is therefore vital that carers are adequately supported. Carer burden is a multifaceted experience, however our interview schedule specifically asked about symptom management experience. In agreement with the term ‘role strain’ in the review by Choi and Seo [ 8 ] we saw carers involvement in symptom management and in mediating communication between the patient and healthcare providers. Additional aspects reported by Choi et Seo include physical symptoms of the carer, psychological distress, impaired social relationships, spiritual distress, financial crisis, disruption of daily life and uncertainty [ 8 ] and these will not have all been probed by our interview topic guide.

Although in our original study HCPs talked about medicines from their perspective, the role of the carer was not discussed. Medicines management was an important way that carers facilitated effective symptom management but is a complex task. One carer commented: ‘I have to say that would be a nightmare if I wasn’t a nurse by background’ . Our data on the difficulties with medicine management are not novel and closely mirror the report of Pollock et al., [ 9 ]. Our findings echo and support their conclusions that managing medicine at home during end-of-life care could be improved by reducing the work of medicines management and improving co-ordination and communication in health care and we echo their calls for further research in the area.

We identified that patients and carers viewed mediating communication as an important role for healthcare professionals. This could be enabling communication between patients and carers and other healthcare professionals, for example arranging follow-up care or explaining information received. There was also a need for better communication between patients and their family members. As reviewed and synthesised by Murray et al., (2014) the importance of effective communication in palliative care has been long recognised [ 10 ]. In our study, an opportunity for HCPs to facilitate better communication about symptom experience between patients and their wider family was identified. Our previous survey of English hospices found that healthcare professionals, particularly nurses and allied health professionals felt that they needed more training in basic and advanced communication skills [ 11 ]. Having relevant experience and if the appropriate training was provided, staff may be well placed to support patients with developing an approach to these potentially difficult conversations. Participants were offered a choice of joint or individual interviews, but most chose to be interviewed as a dyad. It is possible that being interviewed as a pair may have altered the information disclosed. Although the aim was to discuss factors that impacted upon effective symptom management, discussions at times deviated to a more general appraisal of a participant’s experiences and all data collected may not be relevant to the research question.

When data was collected that lead to the development of the HCP-based model of effective symptom management (May to November 2019) a global pandemic was unforeseen. At the time of the patient and carer interview described here (October to December 2020), COVID-19 restrictions were in place in the UK. The patients and carers we interviewed were already receiving specialist palliative care support as outpatients. For these individuals it appeared that the impact of COVID-19 pandemic had had minimal impact on their care. The availability and reassurance of telephone support from hospice staff seemed in part to ameliorate the reduced support available from other services such as GPs. This contrasts sharply with the negative impact of COVID-19 on the experience of patients and carers in the more immediate end of life phase [ 12 ], receiving oncology care [ 13 ] or with cancer more generally [ 14 ]. Selection bias is likely as patients and carers with the capacity and willingness to participate in our research study possibly reflect those where the illness is in a more stable phase and immediate needs were being met. Indeed, participants talked about difficulties before referral to specialist palliative care and with other services but were overwhelmingly positive about the support currently being provided by the hospice.

Limitations

Due to the constraints of conducting a research study during the COVID-19 lockdown, more purposive sampling was not possible, this led to a lack of diversity in our sample. All participants identified themselves as of white British or white Scottish ethnicity which potentially means issues related to diverse ethnicities were not captured. All the patients who participated (and the non-participating patient whose carer was interviewed) lived with another person and had carer/family support. The experience of those managing their symptoms in isolation was therefore not captured. All participants were currently accessing support from a single hospice, the experience of those not yet receiving specialist support or receiving support from a different organisation may differ. The sample were diverse in age and included males and females, but all carers were female. Demographic information was not collected on socioeconomic background. COVID-19 restrictions necessitated the use of telephone interviews which may have lost subtle communications cues such as body language or conversely may have facilitated candid description. The transcripts do suggest that participants felt comfortable to tell their experience and they mostly spoke freely with limited prompting. One participant mentioned that he found it very difficult to leave the house, and therefore a telephone interview might have facilitated his inclusion. In some interviews more data was derived from the opinion of the carer than the patient, with the pair agreeing that the carer took responsibility for many tasks involved in managing the condition. We cannot be certain that carer interpretation accurately matches patient experience for all symptoms [ 15 ].

We set out to answer the question; does a healthcare professional data derived model represent the experience of patients and carers of people with advanced cancer? Overall, the answer was yes, as our healthcare professional based conceptual model of effective symptom management aligned well with the experience of patients with advanced cancer and their carers. Domains that did not align were those specifically related to professionals; experience (of staff), training (of staff), guidelines and evidence, psychological support (for staff) and the provision of formal psychological support (for patients), a resource patients and carers might be unaware of. Additional domains of carer burden, communication, medicine management and the impact of COVID-19 were identified. We make four recommendations arising from this research.

Routine appraisal and acknowledgement of carer burden, medicine management tasks and previous experience in healthcare roles.

Increased access to communication skills training for staff caring for palliative care patients and their families.

Review of patient communication needs with support provided where needed.

Further research into the symptom management experience of those living alone and exploration of how these people can be better supported.

Availability of data and materials

Original recordings generated and analysed during the current study are not publicly available due to protection of confidentiality. Anonymised transcripts with identifiable information removed may be available from the corresponding author on reasonable request.

Abbreviations

Coronavirus disease 2019

Healthcare professional

National Health Service

United Kingdom

Chapman EJ, Pini S, Edwards Z, Elmokhallalati Y, Murtagh FEM, Bennett MI. Conceptualising effective symptom management in palliative care: a novel model derived from qualitative data. BMC Palliat Care. 2022;21(1):17.

Article   PubMed   PubMed Central   Google Scholar  

Cosgrove D, Connolly M, Monnery D. Holistic care needs in an inpatient oncology unit: patients versus professionals. BMJ Support Palliat Care. 2023. Published Online First: https://doi.org/10.1136/spcare-2023-004617 .

ElMokhallalati Y, Chapman E, Relton SD, Bennett MI, Ziegler L. Characteristics of good home-based end-of-life care: analysis of 5-year data from a nationwide mortality follow-back survey in England. Br J Gen Pract. 2023;73(731):e443–50.

Borelli E, Bigi S, Potenza L, Gilioli F, Efficace F, Porro CA, et al. Caregiver’s quality of life in advanced cancer: validation of the construct in a real-life setting of early palliative care. Front Oncol. 2023;13:1213906.

McDonald J, Swami N, Pope A, Hales S, Nissim R, Rodin G, et al. Caregiver quality of life in advanced cancer: Qualitative results from a trial of early palliative care. Palliat Med. 2018;32(1):69–78.

Article   PubMed   Google Scholar  

Office for National Statistics (ONS). Statitical bulletin, Familes and households in the UK:2022 2023 [updated 18th May 2023. Available from: https://www.ons.gov.uk/peoplepopulationandcommunity/birthsdeathsandmarriages/families/bulletins/familiesandhouseholds/2022 .

Gomes B, Calanzani N, Curiale V, McCrone P, Higginson IJ. Effectiveness and cost-effectiveness of home palliative care services for adults with advanced illness and their caregivers. Cochrane Database Syst Rev. 2013;2013(6):CD007760. https://doi.org/10.1002/14651858.CD007760.pub2 .

Choi S, Seo J. Analysis of caregiver burden in palliative care: an integrated review. Nurs Forum. 2019;54(2):280–90.

Pollock K, Wilson E, Caswell G, Latif A, Caswell A, Avery A, et al. Family and health-care professionals managing medicines for patients with serious and terminal illness at home: a qualitative study. NIHR J Libr. 2021.

Atkin H, McDonald C, Murray CD. The communication experiences of patients with palliative care needs: a systematic review and meta-synthesis of qualitative findings. Palliat Support Care. 2015;13(2):369–83.

Paley CA, Keshwala V, Farfan Arango M, Hodgson E, Chapman EJ, Birtwistle J. Evaluating provision of psychological assessment and support in palliative care: A national survey of hospices in England. Progress in Palliative Care. 2024;32(1):11–21.

Article   Google Scholar  

Bailey C, Guo P, MacArtney J, Finucane A, Meade R, Swan S, Wagstaff E. “Palliative care is so much more than that”: a qualitative study exploring experiences of hospice staff and bereaved carers during the COVID-19 pandemic. Front Public Health. 2023;11:1139313.

de Joode K, Dumoulin DW, Engelen V, Bloemendal HJ, Verheij M, van Laarhoven HWM, et al. Impact of the coronavirus disease 2019 pandemic on cancer treatment: the patients’ perspective. Eur J Cancer. 2020;136:132–9.

Moraliyage H, De Silva D, Ranasinghe W, Adikari A, Alahakoon D, Prasad R, et al. Cancer in lockdown: impact of the COVID-19 pandemic on patients with cancer. Oncologist. 2021;26(2):e342–4.

Article   PubMed   CAS   Google Scholar  

McPherson CJ, Addington-Hall JM. Judging the quality of care at the end of life: can proxies provide reliable information? Soc Sci Med. 2003;56(1):95–109.

Download references

Acknowledgements

We are grateful to the patients and carers who in giving valuable time to share their experiences, made this research possible. We thank research nurses Kath Black and Angela Wray for their support with recruitment.

The authors disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: this work was supported by Yorkshire Cancer Research programme grant L412, RESOLVE: “Improving health status and symptom experience for people living with advanced cancer”. The sponsor had no role in study design or the collection, analysis and interpretation of data; in the writing of the report; and in the decision to submit the article for publication.

Author information

Authors and affiliations.

Academic Unit of Palliative Care, Worsley Building, University of Leeds, Clarendon Way, LS2 9NL, UK

Emma J. Chapman, Carole A. Paley & Lucy E. Ziegler

Division of Psychological and Social Medicine, Worsley Building, University of Leeds, Clarendon Way, LS2 9NL, UK

You can also search for this author in PubMed   Google Scholar

Contributions

Original idea, EC and SP; Data collection, EC; Data Analysis, EC and CP; Data interpretation, All, Methodological oversight, SP and LZ; writing the manuscript, All. All authors contributed to the development of the updated conceptual model and approved the final submission.

Corresponding author

Correspondence to Emma J. Chapman .

Ethics declarations

Ethics approval and consent to participate.

Ethical approval was granted by a UK research ethics committee ( North of Scotland (2) Research Ethics Committee (20/NS/0086)). All participants gave informed consent for participation and for the use of their direct quotations in research publications.

Consent for publication

Participants gave consent for publication of their direct quotations.

Competing interests

The authors declare no competing interests.

Additional information

Publisher's note.

Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.

Supplementary Information

Supplementary material 1, supplementary material 2, supplementary material 3, supplementary material 4, supplementary material 5, rights and permissions.

Open Access This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article's Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article's Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/ . The Creative Commons Public Domain Dedication waiver ( http://creativecommons.org/publicdomain/zero/1.0/ ) applies to the data made available in this article, unless otherwise stated in a credit line to the data.

Reprints and permissions

About this article

Cite this article.

Chapman, E.J., Paley, C.A., Pini, S. et al. Updating a conceptual model of effective symptom management in palliative care to include patient and carer perspective: a qualitative study. BMC Palliat Care 23 , 208 (2024). https://doi.org/10.1186/s12904-024-01544-x

Download citation

Received : 08 March 2024

Accepted : 08 August 2024

Published : 19 August 2024

DOI : https://doi.org/10.1186/s12904-024-01544-x

Share this article

Anyone you share the following link with will be able to read this content:

Sorry, a shareable link is not currently available for this article.

Provided by the Springer Nature SharedIt content-sharing initiative

• Symptom management
• Conceptual model
• Communication skills
• Medicines management

BMC Palliative Care

ISSN: 1472-684X

• General enquiries: [email protected]

20 Must-Know Research Assistant Interview Questions (With Answers)

Common Research Assistant interview questions, how to answer them, and sample answers from a certified career coach.

You’re about to embark on a new career journey as a research assistant. But before you get started, you need to make sure you land the job—which means getting through the interview process first.

To help you prepare for your upcoming research assistant interview, we’ve put together some of the most common questions you may be asked and advice on how to answer them. So read on, and make sure you ace that interview!

• What experience do you have conducting research?
• Describe a time when you had to analyze data and draw conclusions from it.
• How do you ensure accuracy and precision in your work?
• Are you familiar with the latest technologies used for collecting, analyzing, and presenting data?
• Explain how you would go about designing an experiment or survey.
• What strategies do you use to stay organized while working on multiple projects at once?
• How do you handle difficult conversations with participants or stakeholders?
• Tell me about a time when you had to present complex information in a way that was easy to understand.
• What methods do you use to verify the accuracy of your results?
• How do you approach troubleshooting technical issues related to research equipment or software?
• Do you have any experience writing grant proposals?
• What is your experience with developing research protocols?
• How do you manage ethical considerations when conducting research?
• Have you ever worked with a team of researchers? If so, what role did you play?
• What strategies do you use to keep up with the latest developments in your field?
• How do you prioritize tasks when faced with competing deadlines?
• What techniques do you use to ensure confidentiality when dealing with sensitive data?
• How do you handle unexpected changes in the scope of a project?
• What challenges have you encountered when working with large datasets?
• Describe a time when you had to explain complex research findings to a non-expert audience.

1. What experience do you have conducting research?

Research assistants are expected to have a thorough understanding of research methods and processes. By asking this question, the interviewer can get a sense of your past research experience and how you approach research projects. They’ll also be able to assess your level of expertise in areas such as data collection, analysis, and reporting.

How to Answer:

Be prepared to discuss any research experience you have, such as projects you’ve worked on in school or at past jobs. Talk about the methods and processes you used to conduct the research and how you evaluated its success. If you don’t have much formal research experience, talk about other experiences that demonstrate your ability to gather data, analyze it, and draw meaningful conclusions from it.

Example: “I have extensive experience conducting research for both academic and professional projects. During my undergraduate studies, I completed a year-long independent research project on the impact of climate change on local ecosystems. I developed a comprehensive plan to collect data from various sources, including field observations and interviews with experts in the area. After analyzing the data, I presented my findings at an international conference. In addition, I’ve worked as a research assistant at two different organizations, where I conducted background research for reports and presentations and provided support for ongoing research projects.”

2. Describe a time when you had to analyze data and draw conclusions from it.

Research assistants are expected to be able to analyze data and draw conclusions from it. This is a key part of the job, and the interviewer will want to know that you have the skills to do this. The interviewer is also likely to be interested in knowing how you go about analyzing data and drawing conclusions, so be prepared to explain your process.

Start by describing a specific time when you had to analyze data and draw conclusions from it. Explain the context of the situation, such as what type of data it was and why you were analyzing it. Then, explain your process for analyzing the data and drawing conclusions from it. Be sure to mention any tools or techniques that you used in the process. Finally, explain the results of your analysis and how you used them.

Example: “I recently had to analyze a large dataset for a research project I was working on. To ensure accuracy and precision, I first double-checked all the data entry and ran a series of tests to make sure that everything was correct. Then, I created several graphs and charts to visualize the results, which helped me draw more meaningful conclusions from the data. Additionally, I developed an organized system to track my progress as I worked through the data analysis, so I could always refer back to it if needed. In the end, I was able to identify key trends in the data and present them to the team.”

3. How do you ensure accuracy and precision in your work?

Research assistants need to be detail-oriented and meticulous. This question is an opportunity for you to demonstrate your knowledge of research methods and the steps you take to ensure that the data you’re collecting is accurate and reliable. The interviewer will want to understand the strategies you use to double-check your work and catch any potential errors.

You should be able to explain the steps you take to ensure accuracy and precision in your work. Be sure to mention any specific methods or tools that you use (e.g., double-checking data entry, using a particular software program). You can also talk about how you check for errors before submitting your work, such as having someone else review it or running a series of tests. Additionally, emphasize any processes you have in place to help you stay organized and on track with your research.

Example: “I understand the importance of accuracy and precision when conducting research, so I take a few steps to ensure that my work is high-quality. Firstly, I double-check all data entry before submitting it. Additionally, I use software programs like SPSS to run statistical tests on the data so that I can make sure everything is accurate. Finally, I review my work with colleagues or supervisors for an extra set of eyes to catch any potential mistakes.”

4. Are you familiar with the latest technologies used for collecting, analyzing, and presenting data?

Research assistants must be able to use the latest tools and technologies to collect, analyze, and present data in a meaningful way. They must be familiar with the most up-to-date methods of data collection and analysis, and have the skills to use them. This question allows the interviewer to assess the candidate’s knowledge and skills in this area.

To answer this question, you should be prepared to discuss your experience with using the latest technologies for data collection and analysis. Talk about any tools or software that you have used in the past, as well as any courses or certifications you may have taken related to data science or analytics. If you don’t have much experience, focus on your willingness to learn new technologies and how quickly you can pick up new skills.

Example: “Yes, I am familiar with the latest technologies used for collecting, analyzing, and presenting data. I have experience using several different software programs, such as SPSS and Tableau, to collect and analyze data. I also have a certification in Data Science from XYZ University that covers data collection, analysis, and visualization. Additionally, I’m always eager to learn new tools and technologies so I can stay up-to-date on the latest trends.”

5. Explain how you would go about designing an experiment or survey.

A research assistant should have the skills to take a research question, create a plan to answer it, and then execute that plan. This question will help the interviewer understand your ability to work independently, think critically, and develop a research strategy that will yield reliable and useful data. In addition, they will want to assess your experience and knowledge in designing experiments or surveys and the methods you would use to collect data.

Start by describing the steps you would take to design an experiment or survey. Some of these steps might include: defining the research question, creating a hypothesis, determining the sample size and population, selecting the sampling method, designing the questionnaire or experiment, pilot testing the survey/experiment, collecting data, analyzing results, and drawing conclusions from your findings. Explain how you have used each step in past research projects, emphasizing any successes or challenges you faced. Finally, be sure to mention any software programs or tools you’ve used that can help with data collection or analysis.

Example: “When designing an experiment or survey, I always start by defining the research question and creating a hypothesis. From there, I select an appropriate sample size and population that will provide reliable results. After that, I determine the best sampling method for my data collection needs. Then I design the questionnaire or experiment and pilot test it to make sure everything is working as intended. Finally, I collect the data and use various software programs and tools to analyze the results and draw conclusions from my findings.”

6. What strategies do you use to stay organized while working on multiple projects at once?

Research assistants have to juggle a lot of tasks, often with tight deadlines and strict requirements for accuracy. Interviewers want to know that you can stay organized and prioritize your work in a way that ensures you’re meeting deadlines, staying on top of the details, and doing the work to the best of your ability.

To answer this question, you should provide a few examples of the strategies you use to stay organized. These can include things like breaking down tasks into smaller chunks and setting deadlines for yourself, creating lists or spreadsheets to track progress on projects, using calendar reminders to keep up with due dates, and taking detailed notes to ensure accuracy. You should also describe any tools or systems you use to help you stay organized, such as project management software or task tracking apps.

Example: “I use a few different strategies to stay organized while working on multiple projects. I like to break down tasks into smaller chunks so that it’s easier to keep track of progress, and I set deadlines for myself to make sure I’m staying on top of things. I also create lists or spreadsheets to help me visualize what needs to be done and when, and I use calendar reminders to ensure I don’t miss any important due dates. To help stay organized with details, I take detailed notes and use project management software to track progress on each task. This helps me stay focused and ensures I’m meeting all the requirements for accuracy.”

7. How do you handle difficult conversations with participants or stakeholders?

Research assistants often have to interact with a variety of people, from research participants to stakeholders. Interviewers want to know that you know how to handle difficult conversations and that you have experience dealing with difficult people. They will also want to know how you handle projects and tasks that you may not feel comfortable with or that push you out of your comfort zone.

Start by talking about a difficult conversation you had in the past and how you handled it. Make sure to emphasize any strategies you used to de-escalate the situation, such as active listening or asking open-ended questions. You can also talk about how you manage your stress levels when dealing with difficult conversations, such as taking breaks or using deep breathing exercises. Finally, make sure to emphasize that you are always willing to take feedback from others and use it to improve your performance.

Example: “I have had to handle difficult conversations with research participants and stakeholders in the past, and I am always mindful of how I approach such conversations. I use active listening techniques to ensure that everyone feels heard and understood, and I ask open-ended questions to better understand their point of view. I also make sure to take breaks when needed, so I can remain calm and collected throughout the conversation. And, if necessary, I will reach out to colleagues or supervisors for additional guidance on how to best handle the situation. Ultimately, my goal is to be respectful, professional, and empathetic while still getting the job done.”

8. Tell me about a time when you had to present complex information in a way that was easy to understand.

Research assistants are expected to be able to take complex information and summarize it in a way that is easy for the rest of the team to understand. By asking this question, the interviewer is looking to find out if you have the ability to take complex concepts and break them down into accessible chunks. They are also looking for evidence that you can communicate information in a clear and concise manner.

Start by describing the project you were working on and the complexity of the information. Then explain how you took that complex data and broke it down into more digestible pieces for your audience. Focus on the tactics you used to make sure that everyone was able to understand the information, such as using visuals or analogies. Finally, provide an example of how your presentation helped the team achieve its goals.

Example: “I recently worked on a project to analyze the impact of a new tax policy on small business owners. The data was incredibly complex and it was difficult to explain the implications of the policy in a way that was easy to understand. To make sure everyone was on the same page, I broke down the information using visuals and analogies, which made it easier for the team to understand the implications of the policy. My presentation helped the team to better understand the data, which allowed us to make more informed decisions about the policy.”

9. What methods do you use to verify the accuracy of your results?

This is an important question for anyone in a research role. It shows the interviewer that you understand the importance of accuracy and quality in data-driven research, and that you have a process for ensuring the integrity of your results. It also shows that you have the technical skills and critical thinking abilities needed to be successful in the role.

You should be able to explain the methods you use to verify the accuracy of your results. This could include double-checking your data, using multiple sources to cross-reference information, or running tests on the data to ensure it is valid. You can also discuss how you use quality assurance techniques such as peer reviews and audits to make sure that all results are accurate. Finally, if you have experience with any statistical software programs, mention those as well.

Example: “I use a variety of methods to verify the accuracy of my research results. First, I always double-check my data to make sure that it is correct. Then, I use multiple sources to cross-reference information to ensure that it is accurate. I also run tests on the data to make sure that it is valid. Additionally, I use quality assurance techniques such as peer reviews and audits to make sure that all results are accurate. Finally, I have experience with statistical software programs, such as SPSS and SAS, which I use to analyze the data and verify the accuracy of my results.”

10. How do you approach troubleshooting technical issues related to research equipment or software?

Research assistants are often tasked with troubleshooting technical issues that arise with research equipment or software. The interviewer wants to know that you have the knowledge, problem-solving skills, and experience to identify and resolve such issues quickly and effectively.

The best way to answer this question is to provide a real-life example of how you have successfully troubleshot an issue in the past. Explain the steps you took to identify and resolve the problem, including any research or resources you consulted to help you find the solution. If you don’t have prior experience with this type of situation, explain how you would approach it by breaking down each step logically. Be sure to emphasize your problem-solving skills and ability to think critically when tackling complex issues.

Example: “When I encounter a technical issue related to research equipment or software, I like to start by breaking the problem down into its component parts, so I can better understand what is causing the issue. I then use my research and technical skills to identify potential solutions and test them until I find the one that works. For example, when I was working as a research assistant, I encountered an issue with a piece of lab equipment. After doing some research to understand the issue, I identified a potential solution and tested it. After a few iterations, I was able to successfully resolve the issue and get the lab equipment working properly again. I believe my problem-solving skills and ability to think critically will be an asset in this role.”

11. Do you have any experience writing grant proposals?

Grant-writing is an essential part of the research assistant’s role. It’s important to understand the structure of a grant and how to write one that is compelling and properly formatted. Interviewers will want to know if you have the experience necessary to efficiently and effectively write grant proposals, as it can be a time-consuming task.

Talk about any experience you have writing grant proposals, such as the number of grants you’ve written or how many were successful. If you don’t have direct experience with this task, discuss any related experiences that demonstrate your ability to write persuasive and well-structured documents, such as research papers or other professional documents. Additionally, if you have experience working with budgets or managing financials, this is a great time to mention it since these skills are often required for grant-writing.

Example: “I have experience writing grant proposals, having written several successful grants for my previous research position. I understand the importance of creating a compelling argument and I’m familiar with the structure and formatting needed for a successful grant proposal. Additionally, I’ve had experience preparing budgets for grants and managing financials, which I believe makes me an ideal candidate for this role.”

12. What is your experience with developing research protocols?

Research protocols are the detailed instructions used to conduct research. The interviewer wants to know that you have the experience and knowledge to develop a clear research plan, which includes collecting data, analyzing results, and writing up the findings. It’s important to have experience in this area as it’s a key part of the research assistant job.

Be prepared to discuss your experience with developing research protocols. Talk about the skills you have that would be helpful, such as conducting literature reviews, designing experiments, and writing up results. You should also mention any courses or certifications you’ve taken related to research protocol development. Finally, provide a few examples of successful research protocols you’ve developed in the past.

Example: “I have extensive experience developing research protocols, including conducting literature reviews, designing experiments, and writing up the results. I have a degree in psychology and have taken a number of courses in research methodology, so I’m familiar with the process. I’ve also developed several successful protocols for research projects in the past. For example, I worked on a project that examined the effect of various parenting styles on children’s academic performance. I designed an experiment, collected data, and wrote up the results. The project was a success and the findings were published in a leading journal.”

13. How do you manage ethical considerations when conducting research?

Research assistants are responsible for a variety of tasks, including data collection, data analysis, and report writing. But they also need to be aware of ethical considerations—which can include topics like confidentiality, privacy, and data security. By asking this question, the interviewer is trying to get a sense of your understanding of ethical research practices and whether you can be trusted to handle sensitive information in a responsible way.

It’s important to show that you understand the importance of ethical research practices and can be trusted to handle sensitive information in a responsible way. Talk about any experience you have with managing confidential data or conducting research in an ethical manner, such as following protocols set by your organization or adhering to industry standards. You should also emphasize how you go above and beyond to ensure the safety of the data you are collecting and analyzing.

Example: “I take ethical considerations very seriously when conducting research, and I always make sure to adhere to the protocols and standards set by my organization or industry. I understand the importance of protecting confidential data, so I always take extra steps to ensure that the data I’m collecting and analyzing is secure. For example, when conducting interviews, I make sure to get consent from the participants, and I use secure data storage and encryption methods when handling sensitive information. I also make sure to stay up to date on the latest industry guidelines and regulations so that I can ensure my research is compliant with all applicable laws.”

14. Have you ever worked with a team of researchers? If so, what role did you play?

Working with a team of researchers requires a certain set of skills, and it’s important for the interviewer to get a sense of how you interact with others and the role you’re likely to take on in such a situation. This question also helps the interviewer understand the scope of your research experience, as well as the types of projects you’ve been involved in.

Explain any research teams you’ve been a part of, and what your role was in the project. If possible, give examples of how you contributed to the team’s success. You might also explain how working on a team has helped you develop certain skills, such as communication or collaboration. Be sure to emphasize any leadership roles you may have had, as well as any successes that were achieved as a result of your work with the team.

Example: “I worked on a team of researchers at the University of Chicago studying the effects of climate change on coral reefs. I was responsible for conducting data analysis, leading the team in developing research protocols, and ensuring the accuracy of our findings. I was also the primary liaison between our team and other research groups, coordinating our efforts with theirs and keeping everyone on the same page. I’m proud to say that our research was published in a prestigious journal, and I believe my experience working with a team of researchers has given me the skills and knowledge to be a successful Research Assistant here.”

15. What strategies do you use to keep up with the latest developments in your field?

Research is a constantly changing field, and as a research assistant, you’ll need to stay up to date on the latest developments in your industry. This question is meant to gauge your ability to stay on top of the latest news and trends. It also shows the interviewer that you understand the importance of staying informed and are willing to put in the work to do so.

To answer this question, you should talk about the strategies you use to stay informed. This could include reading industry publications and blogs, attending conferences or seminars, subscribing to newsletters, or following experts on social media. You can also mention any research projects you’ve been involved in that have kept you up-to-date on the latest developments. Finally, be sure to emphasize your willingness to learn new things and adapt quickly to changes in the field.

Example: “I stay up to date on the latest developments in my field by reading industry publications, blogs, and newsletters. I also attend conferences and seminars to stay informed and network with other professionals. I’m also very active on social media, following experts in my field to get the latest insights. Additionally, I’m always looking for opportunities to stay involved in research projects, which helps to keep me up to date on the latest developments. All of this helps me to stay informed and adapt quickly to changes in the field.”

16. How do you prioritize tasks when faced with competing deadlines?

Time management and organization are key components of any research role. The interviewer wants to understand how you handle the pressure of competing deadlines and how you prioritize tasks to ensure that you meet all deadlines. This question is also a great opportunity to demonstrate your ability to think on your feet and come up with creative solutions.

Talk about a time when you had to prioritize tasks under pressure. Describe the process you used and how it worked out for you. Explain what you learned from that experience, such as which strategies are most effective in managing competing deadlines. If possible, provide an example of a successful project where you managed multiple deadlines successfully. Showcase your ability to be organized, efficient, and creative when faced with tight deadlines.

Example: “When I’m faced with competing deadlines, I prioritize tasks in a few different ways. First, I make sure that I have a clear understanding of the deadlines for each task and the importance of each task. Then, I break down the tasks into smaller, more manageable chunks and set realistic goals for each chunk. This helps me to stay organized and focused on completing the tasks. Finally, I use creative strategies to help me stay on track, such as setting reminders or enlisting help from other team members. I was able to successfully manage competing deadlines on a project last year by using these strategies. I was able to complete the project on time and within budget, which was a great success.”

17. What techniques do you use to ensure confidentiality when dealing with sensitive data?

This question is important to assess the level of responsibility a candidate has when dealing with sensitive data. It also helps the interviewer understand the candidate’s knowledge of best practices in research, data collection, and analysis. The candidate should be able to explain their process for ensuring the confidentiality of data and the steps they take to protect it.

To answer this question, you should explain the methods and processes that you use to protect data. You can start by discussing your understanding of the importance of confidentiality when dealing with sensitive data. Then, you can discuss the steps you take to ensure that the data is kept confidential. These could include using secure networks, encryption software, and password protection for all research documents. Additionally, you can mention any policies or procedures that you follow to maintain data security.

Example: “I understand the importance of protecting confidential data and take steps to ensure that it remains secure. I use secure networks, encryption software, and password protection to protect all research documents. Additionally, I follow all relevant policies and procedures to maintain data security. I also take the extra step of regularly auditing my systems and processes to ensure that the data remains secure and confidential.”

18. How do you handle unexpected changes in the scope of a project?

Research assistants often have to work with a lot of different people and juggle multiple tasks. Being able to handle unexpected changes in the scope of a project is a valuable skill, since research projects can often take unexpected turns or require additional work. This question helps the interviewer gauge how you handle changes and how you work with other people to get the job done.

To answer this question, talk about how you handle changes in a project. Do you stay calm and organized? Are you able to adjust quickly? Do you communicate well with team members if the scope of a project changes? Talk about specific examples of times when you had to adapt to unexpected changes in a project and how you handled it. Showing that you can remain flexible and focused on completing the task is key.

Example: “I’m very adaptable and have a lot of experience dealing with unexpected changes in projects. I always stay calm and organized even when things don’t go as planned. I’m also very good at communicating with team members and stakeholders to ensure that everyone is on the same page and that we’re all working towards the same goal. For example, I was working on a research project for a client last year and midway through the project, they changed their requirements. I was able to quickly adjust the project timeline and communicate the changes to the team to ensure that we stayed on track and delivered the project on time.”

19. What challenges have you encountered when working with large datasets?

Research assistants are often tasked with handling large and complex datasets. This question is meant to test your knowledge of data analysis and your ability to identify and solve any potential issues that may arise. By asking this question, the interviewer can get an idea of your problem-solving skills and your familiarity with working with large datasets.

You should be prepared to discuss the challenges you have faced when working with large datasets, such as data cleaning, missing values, outliers, and other issues. You can also talk about how you overcame these challenges and any strategies or techniques you used to ensure accuracy in your analysis. Additionally, if you are familiar with specific software or tools that you use for data analysis, it is a good idea to mention them as well.

Example: “When working with large datasets, one of the biggest challenges I have faced is data cleaning. I have had to manually identify and remove erroneous or incomplete data, as well as identify and correct any outliers. To do this, I have used various tools such as Excel and SPSS to clean and organize the data. I have also used Python to automate this process and to ensure accuracy in my analysis. Additionally, I have had to develop strategies to deal with missing values and ensure that the results of my analysis are meaningful and reliable.”

20. Describe a time when you had to explain complex research findings to a non-expert audience.

Research assistants are often tasked with communicating complex research findings to people who don’t have the same level of knowledge or expertise in the subject area. This question is designed to assess your ability to explain complex concepts in a way that is understandable to a lay audience. It also gives the interviewer an idea of your communication skills and your ability to distill complex topics into simple terms.

Before you answer this question, take a moment to think about a time when you had to explain complex research findings to someone who wasn’t an expert. You can talk about the context of the situation and what steps you took to make sure that the person understood your explanation. Describe how you used visual aids or analogies to help them understand the concepts better. Finally, be sure to mention any positive feedback you received from the audience after your explanation.

Example: “I once had to explain the results of a research project to a group of non-experts at a conference. I started by breaking down the research into simple terms and then I used visuals to help illustrate my points. I also provided examples to help make the concepts more relatable to the audience. After my presentation, I received a lot of positive feedback from the audience, which was very encouraging. I was also able to answer any questions they had and provide more information if they needed it.”

20 Camera Operator Interview Questions and Answers

20 common computer consultant interview questions, you may also be interested in..., 30 web architect interview questions and answers, 30 lab technician interview questions and answers, 30 high school english teacher interview questions and answers, 30 regulatory affairs coordinator interview questions and answers.