"Tell me about yourself" - and 9 other interview questions you underestimate

The job interview is the most nerve-wracking stage of the job search. But: most questions have a very specific intention behind them—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. Each question has a purpose. If you understand what's really being tested, you can not only answer appropriately but also avoid typical pitfalls. In this guide, we'll go through ten questions that you will very likely encounter in any interview. For each question:

What is actually being tested?
Wie antworten Sie gut?
What mistakes should you avoid?

Could you tell me a little about yourself?

That's how almost every conversation starts. What is actually being tested: Could you tell me about yourself in a structured way? How is your experience relevant to this role? What no one wants to hear: Your biography from kindergarten. The detailed history of all jobs. A good structure in four steps:

I am a product analyst with six years of experience in the fintech sector.
Key experience — where you have worked and in what roles.
One to two key achievements – with figures.
Optional: a short bridge to the point — "That's exactly 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 where you can complete your professional profile.

The self-introduction is not an autobiography. It is a brief summary of why you are interesting for precisely this role.

Question 2: “Why are you leaving your current job?”

What is actually being tested: Your ambitions. Your career stability. Your ability to handle conflict. And above all: can you speak neutrally about a former employer? The most important rule: never badmouth your previous company, boss, or colleagues. Even if everything was genuinely terrible there. Any criticism of your old job will be used against you. The logic of the person interviewing you is simple: someone who speaks like this about their last role will speak the same way about their new one in a year's time. Don't emphasise what was bad in the past, but rather what you are looking forward to in the future:

I've outgrown my current responsibilities and would like to take on more.
I am looking for a new challenge and a different scale.
“My priorities have changed and I’d like to develop my professional skills.”

If you're changing jobs for salary, frame it around the value of your work rather than dissatisfaction.

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

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

What is actually being tested: Can you quantify your contribution? Do you have tangible results to show for it? Do you think in terms of numbers? A good answer is a specific example with a measurable outcome: There was a situation. The task was this. I did the following. The result was that. What doesn’t work: General statements such as “I always did a good job” or “We were often praised”. If you don’t have exact figures, mention a measurable qualitative effect. For example: “After I joined the department, staff turnover fell significantly. In the following six months, no one left the team.” Figures or clearly identifiable impacts make your performance tangible.

Prepare two to three success stories. This way, you can select the appropriate example depending on the role.

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

This question may sound unpleasant, but it's simpler than many think. What is actually being tested: 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 you talk about successes:

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

Do not choose a catastrophic mistake, but rather a medium-sized case with a clear learning curve. The most important message is not that a mistake 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? Name two to three relevant strengths and support them with examples where possible. Avoid standard phrases such as:

I am responsible.
I am communicative.
I am determined.

Without examples, such statements appear interchangeable.

At the weaknesses

The most common mistake is disguised strengths:

I am a perfectionist.
I work too much.
I'm too demanding.

A good answer consists of two parts:

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

Examples:

When faced with new tasks, I need a bit of time to bring structure to them. That's why I break them down into small steps.
Public speaking doesn't come easily to me. That's why I prepare presentations particularly thoroughly.

Do not choose a weakness that is critical for the specific role.

Question 6: "Why our company in particular?"

What is actually being tested: Your motivation. The weakest answer is: “Large company. Good conditions. Well-known name.” Get specific:

What have you researched about the company?
What do you like about the product or business model?
Which tasks particularly appeal to you?
Why is this role a good fit for your career goals?

Show that you have actually engaged with the company.

Question 7: "Where do you see yourself in 3 to 5 years?"

What is actually being tested: Goals, ambitions and stability. Poor answers:

I've never thought about that.
"In your place."
I want to start my own business.

Good answers describe a direction of development:

I would like to deepen my expertise and take on leadership responsibility in the medium term.
I would like to expand my skills in related fields.

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 yourself: Before the interview, look at 20 to 30 similar job advertisements and work out the standard market range. During the interview:

Always state a salary range rather than a fixed figure.
Don't sell yourself short.
If necessary, ask about the budget for the position.

One way of phrasing it: “What salary range have you set aside for this role?” That’s perfectly acceptable — especially in the first interview.

Question 9: “Are you currently in talks with other companies?”

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

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

Almost every conversation ends with this question. What is actually being tested: Your interest in the role and your professionalism. Never answer: "No, I'm clear on everything." Prepare three to five questions. Good topic areas:

Regarding the role: What are the goals for the first few months?
About the Team How is the team structured?
About the processes: How are decisions made?
About the 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 having three to four key stories from your experience ready and being flexible in their use. 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 a test. It is a dialogue. It is not only the company that decides about you. You also decide about the company. Whoever goes into an interview with this attitude automatically appears calmer, more confident and more professional. Editorial note: This article summarises best practices for interview preparation, drawing on typical interview processes in modern companies.