"Tell me about yourself" - and 9 other interview questions you're underestimating

The job interview is the most nerve-wracking stage of the job search. But: Behind most questions lies a very specific intention — and if you understand this, the interview will stop being a lottery.

Why you can actually prepare for interviews

In almost all companies, hiring managers ask roughly the same questions. This seems random – but it isn't. Every question has a purpose. If you understand what's really being assessed, you can not only answer appropriately but also avoid typical pitfalls. In this guide, we'll walk through ten questions you're highly likely to encounter in any interview. For each question:

What is really being checked?
How do you reply well?
What mistakes should you avoid?

Question 1: "Tell us something about yourself."

Almost every conversation starts with that. What is actually being checked: Can you speak about yourself in a structured way? How relevant is your experience for this role? What no one wants to hear: Your career history from nursery school onwards. A detailed account of all your previous jobs. A clear structure in four steps:

I am a product analyst with six years of experience in the fintech sector.
Key experience – where and in what roles you have worked.
One to two main achievements, with figures.
Optional: a brief bridge to the point — "This is precisely why I applied for this role."

The answer should take one to two minutes – maximum. Don’t worry if you don’t fit everything in. There will be many more questions ahead of you to complete your professional profile.

A personal statement is not an autobiography. It is a brief summary of why you are the right person for this particular role.

Question 2: "Why are you leaving your current job?"

What is actually being checked: Your ambitions. Your career stability. Your ability to handle conflict. And most importantly: Can you speak neutrally about a former employer? The most important rule: Never bad-mouth your previous company, boss, or colleagues. Even if everything there was truly awful. Any criticism of your old job will be used against you. The logic of the person interviewing you is simple: Someone who talks about their last role like this will be talking about the new one in exactly the same way in a year's time. Don't focus on what was bad in the past, but rather on what you wish for in the future.

I've outgrown my current tasks and want to take on more responsibility.
“I’m looking for a new challenge and a different scale of operation.”
My priorities have changed and I want to develop professionally.

If you are changing jobs because of salary, frame it around the value of your work, rather than dissatisfaction.

Talk about the future, not the problems of the past.

Question 3: "Tell us about your most important professional achievement."

What is actually being checked: Can you quantify your contribution? Do you have tangible results to show? Do you think in numbers? A good answer is a specific case with a measurable outcome: There was a situation. The task was this. I did the following. This was the result. What doesn't work: General statements like "I always did good work" or "We were often praised." If you don't have exact metrics, provide a measurable qualitative effect. For example: "After I joined the department, staff turnover decreased significantly. In the following six months, no one left the team." Numbers or clearly recognisable impacts make your performance tangible.

Prepare two or three success stories. That way, you can choose the most appropriate example depending on the role.

Question 4: "Tell us about your biggest professional failure."

This question sounds awkward, but is simpler than many think. What is actually being checked: Honesty, self-reflection and the ability to learn. The worst answer is: "I haven't had any failures." You should talk about failures in the same structured way as you talk about successes:

What happened?
What was your role in that?
Where did the mistake lie?
What lessons have you learnt from this?
What are you doing differently today?

Don't choose a catastrophic error, but rather a medium-sized incident with a clear learning curve. The most important message isn't that an error happened, but that you grew from it.

Question 5: "What are your strengths and weaknesses?"

As for the strengths

What is being checked How well do your strengths match the requirements of the position? Mention two to three relevant strengths and back them up with examples where possible. Avoid standard phrases such as:

I am responsible.
“I’m a good communicator.”
I am determined.

Without examples, such statements come across as interchangeable.

As for the weaknesses

The most common mistake is camouflaged strengths:

“I’m a perfectionist.”
I'm working too much.
I'm too demanding.

A good answer consists of two parts:

A real weakness.
What you are actively doing about it.

Examples:

I need a bit of time to get to grips with new tasks, so I break them down into small steps.
Public speaking isn't easy for me. That's why I prepare presentations particularly thoroughly.

Do not choose a weakness that is critical to the role.

Question 6: "Why specifically our company?"

What is actually being checked: Your motivation. The weakest answer is: "Large company. Good conditions. Well-known name." Be specific:

What have you researched about the company?
What do you like about the product or business model?
Which tasks particularly appeal to you?
How does this role fit with your career goals?

Show that you have actually engaged with the company.

Bewerber: „Ich sehe mich in drei bis fünf Jahren in einer Position, in der ich meine Führungsqualitäten besser entwickeln und meine Fähigkeiten weiter ausbauen kann, während ich gleichzeitig einen bedeutenden Beitrag zum Erfolg des Unternehmens leiste. Ich bin auf der Suche nach einer Rolle, die mich herausfordert, und ich bin zuversichtlich, dass ich, indem ich mich auf die Ziele des Unternehmens konzentriere, diese Möglichkeit finden werde.“

What is actually being checked: Goals, ambitions and stability. Bad answers:

I've never thought about that.
On your mark.
I want to start my own business.

Good answers describe a direction of development:

I want to deepen my expertise and take on leadership responsibility in the medium term.
I want to expand my skills in related subject areas.

Nobody expects an exact five-year plan. A plausible development path is perfectly sufficient.

Demonstrate that the advertised position is a logical next step in your career.

Question 8: "What are your salary expectations?"

For many applicants, this is the most difficult question. Prepare: Before the interview, look at 20 to 30 similar job advertisements and determine the market rate. In the interview:

Always state a salary range instead of a fixed figure.
Don't sell yourself short.
Ask about the budget for the position if necessary.

A possible phrasing: "What salary range have you budgeted for this position?" This is perfectly acceptable – especially in the first interview.

Question 9: "Are you currently speaking with other companies?"

What is actually being checked: Your demand in the market and the urgency of the decision. A good answer: "Yes, I am exploring several options in parallel." You don't need to name names or reveal details. If asked, you can politely reply: "I would prefer not to disclose the names of the companies and hope for your understanding." It's important to appear professional and confident.

Question 10: "Do you have any questions for us?"

Almost every conversation ends with this question. What is actually being checked: Your interest in the role and your professionalism. Never reply: "No, everything is clear to me." Prepare three to five questions. Good topic areas:

About the role: What are the goals for the first few months?
About the team: How is the team structured?
Regarding the processes: How are decisions made?
For development What are the growth opportunities?

Questions about holidays, working from home, or overtime are also legitimate – but only at the end of the conversation. These questions not only help the company, but also you in your decision.

The one principle that simplifies everything

Good interview preparation involves preparing three to four key stories from your experience and using them flexibly. For example:

A success story.
A story about a failure.
A story about teamwork.
A story about conflict resolution.

With these few examples, you can answer the majority of all standard questions. And most importantly: An interview is not an interrogation or an exam. It is a dialogue. The company doesn't just decide about you. You also decide about the company. Anyone who goes into an interview with this attitude automatically appears calmer, more confident, and more professional. Editorial note: This article summarises best practices for preparing for job interviews, following the typical interview processes of modern companies.