The Student

Job Hunting
Handbook
Part 3

Interviewing for Students

and Recent Graduates
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Section What to Expect During

5 an Interview

Common Questions and

Preparation Strategies
Interviews can be nerve wracking. Knowing a few best
practices can calm your nerves and keep you sharp. The
first step is getting familiar with the types of questions
you’ll be asked. In the following four sections, we’ll dig
deeper into each question style and share tips on how
to answer them. These include:

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1 Background Questions
These questions help hiring managers get an overview
of your experience, goals and why you’re interested in
the company.

2 Behavioral Questions
These are designed to uncover your past “behaviors”
in different work situations. These questions also help
employers decide whether you will fit company culture.

3 Situational Questions
Your answers to these questions should demonstrate your
ability to overcome challenging workplace scenarios.

4 Your Questions
Finally, we cover questions you should ask, and how to go
about probing for more information.

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“It doesn’t matter whether you

learned a valuable lesson at a
global company, or a corner coffee
shop. The important piece is that
you learned a lesson.”

— Jodi Glickman,
Harvard Business Review Blogger & Author

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 Section 6 of 13

Section How to Answer

6 Background Questions

Background questions are typically

asked first.
These questions help hiring managers get a sense
of your qualifications. This is an open door for you
to expand on your experience and outlook. Here are
some common questions and tips for answering:

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Questions You Can Expect

• “What can you share about your background
and work experience?”

• “What are your strengths?”

• “What do you hope to learn in this position?”

• “Why are you interested in this company?”

• “What can you uniquely bring to this position?”

Preparation Checklist
• Prepare to show hiring managers how your expertise,
personality and skills add up to huge career potential,
and map to the job description.

• Research your interviewers on LinkedIn to get a sense

of their background.

• Check out the company’s LinkedIn Company Page

to learn more about recent hires and initiatives.

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Tip from the Top:

Jodi Glickman
Jodi Glickman is a Harvard Business Review
blogger and author, with tons of tips for young
professionals. Here, she weighs in on how to
answer background questions: “Tell them why
you’re interested in the role, what unique value
you’ll bring, and what your future goals are,”

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 Section 7 of 13

Section How to Answer

7 Behavioral Questions

Employers want to know if you have the

qualities they seek, which behavioral
questions can uncover.
Answers to behavioral questions can be taken from work
experience, volunteer positions or sports experiences.

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Simplify with the S.T.A.R. Approach

Using the S.T.A.R. framework (Situation, Task, Action,
and Results) will take the fear out of answering
behavioral questions. Adding some structure will
also impress the hiring manager. Use the following:

• Situation: Explain the scenario that required

your experience.

• Task: Briefly identify the task that required completion.

• Action: Detail the specific steps you took to complete

the task.

• Results: Close with the results of your efforts and

what you learned.

Questions You Can Expect

• “Talk about a mistake you made. What happened
and how did you handle it?”

• “Please describe a scenario in which you were

under pressure. What was going on and how
did you respond?”

• “Tell me about your proudest accomplishment.”

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Preparation Checklist
• Categorize your experiences into successes,
challenges, leadership moments, teamwork skills
and problem solving situations.

• Practice your answers out loud.

• Get comfortable with your strengths and weaknesses.

They will ask, and you should be honest.

Tip from the Top:

“It’s all about lessons learned,” says Jodi Glickman.
“Your answers to behavioral questions should
demonstrate how you tackled and solved a
problem. And of course, what you learned from
this situation.”

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 Section 8 of 13

Section How to Answer

8 Situational Questions

Situational questions may sound similar

to behavioral questions.
But, instead of asking about past experience, you’re
presented with a hypothetical situation. These
questions generally start with, “What would you do
if…?” Here are some common situational questions
and actions to help you prepare:

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Questions You Can Expect

• “What would you do if the priorities of a project you
were working on changed suddenly?”

• “What would you do if you disagreed with a teammate

on how to solve a problem?”

• “You’re working on a major project. Halfway through

you realize that you’ve made a mistake. How do you
handle that while still trying to make your deadline?”

Preparation Checklist
• Practice linking specific situations with your
answers from the questions above to skills listed
on your resume.

• Revisit a behavioral question, then outline the

situation that arose prior to, or after each scenario
associated with the question.

• Conduct online research on the organization

and make a list of project types and initiatives
you find. Use those projects and initiatives to
answer the questions above, putting yourself
in the company’s shoes.

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Tip from the Top:

“The interviewer is looking for someone
exceptional,” says Jodi Glickman. “Whether
you overcame a difficult situation waiting
tables, or at a relevant internship—your story
should demonstrate an exceptional ability
to overcome adversity.”

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 Section 9 of 13

Section Your Turn to Ask

9 the Questions

An interview is a two-way street.

You are there to figure out whether the job is a fit too.
As your interview winds down, you’ll likely be asked,
“What questions do you have for us?” This is your
opportunity to demonstrate that you have done your
homework.

The following do’s and don'ts will help you get the
most out of every question you ask:

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Do
• Ask your most pressing questions first. These could
be about the culture, goals of your future team or
how performance will be evaluated.

• Ask probing questions. Consider asking which

personality traits are most common among the most
successful employees, or what employees enjoy most
about working there. Ask interviewers about their
own career paths. For example, ask them how they
decided to go into their field, or what steps they took
within the company to attain their current position.

• Ask about challenges. What will make this job

difficult? What will you need to overcome?

• Ask for their contact information and whether you

can connect on LinkedIn.

Don’t
• Don’t ask questions to sound smart.

• Don’t ask about something you could find online.

• Don’t be unprofessional.

• Don’t push. If the hiring manager won’t answer

your question, it’s best to leave it alone.

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 Section 10 of 13

Section After the Interview: The

10 Thank You Note is Not Dead

Preparing for an interview is stressful.

When it’s over, you may be tempted to sit back,
relax and wait for your phone to ring. Taking a few
minutes to send a personalized thank you note to
each interviewer is a great way to ensure the positive
impression you made stays top of mind.

Email or send a LinkedIn message within 24 hours

of the interview during business hours. Demonstrate
appreciation for the opportunity and the interviewer’s
time. After that, include the following:

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1 A Personal Touch
You likely established a personal connection during your
interview. Highlighting the best parts of the conversation
will spark the hiring manager’s memory and keep you
top-of-mind as they make a final decision.

2 Cover Your Qualifications

Next, write a quick recap of why you’d be perfect for the
job. If there were skills you didn’t cover, or if the interviewer
expressed concern over certain areas, this is your chance to
clarify. But keep it concise. No more than a few paragraphs.

Demonstrate a Specific Reason

3
for Your Interest
Use what you learned in the interview to call out one or two
aspects of the company or culture that you like, and reasons
you want to work there.

4 Close with Clarity

Finally, close with a firm reiteration of your interest: “I look
forward to taking the next step in the hiring process. Thank
you again for your time and I hope to talk to you soon.”

5 Be Authentic
Hiring managers are on the hunt for unique candidates.
Read your letter aloud. Make sure it sounds conversational,
authentic, and unique.
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 Section 11 of 13

Section Recruiter’s Perspective: The

11 Importance of Personality

Personality matters more than most

professionals realize.
As you grow in your career, skills can set you apart, but
your ability to work with the people around you will
ultimately determine success. Here are three reasons
why showcasing your personality is so important
during the interview process:

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Your Personality Is a
1
Success Indicator
Your personality is the driving force behind how you
think, feel, act, adapt and ultimately work. The stories
you share about your past experiences is an indicator
for how you will deal with adversity and opportunity.
Potential employers want a glimpse into your future
successes and failures. Often, the simplest indicator
is your personality.

Skills Can Be Taught,

2
Personality Can Not
More companies are realizing that skills and knowledge
can be gained on the job. However, personality is
hardwired. If you come to the table with a personality
that matches up with a company’s culture, other skills
can be learned over time.

3 Culture Is King
Use what you learned in the interview to call out one or
two aspects of the company or culture that you like, and
reasons you want to work there.

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A Final Tip: Embrace Your Personality

Trying to act too professional, pretending to be
someone else, or taking on character traits that
allegedly lead to a higher salary will lead you to
the wrong role. Use insights from personality
assessments, and your past experiences to really
understand what an ideal environment looks like.
Remember, it needs to be a fit on both sides.
There’s no denying your personality.

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