How to conquer the 3 toughest interview questions with confidence
Recently, I was coaching an executive leader who asked: “What are the most common questions which trip people up in an interview — especially at the executive level?”
And I thought it would be a great topic to unpack further.
Because what I’m noticing is there’s a lot of noise and conflicting advice about interview preparation — which leaves you more confused than ever.
And the fear you won’t have the confidence to address these questions to the best of your ability can hold you back from applying for jobs in the first place.
But when the world of work and employer expectations are constantly evolving, how do you know what’s working right now?
Well the good news is, there are some core principles which always hold true when it comes to your interview strategy.
Read on to discover the top 3 interview questions which trip people up — and HOW to address them. I’ll also reveal the 3 simple questions every employer wants you to answer, so you can effectively prepare for interview.
You’ll walk away with clarity on how to answer those curly questions and nail your next interview with confidence!
Let’s start with the toughest interview questions I’ve seen leaders struggle with.
#1 — TELL ME ABOUT YOURSELF…
I think this classic interview question is one of the most difficult to answer because it’s so broad. Where do you start? What should you include? And how do you ensure you don’t ramble?
This is where many people get tripped up because they’ve got a lot of experience and struggle to condense it into a few sentences. Here’s how to answer this question effectively…
Provide a high-level overview of your experience
First, starting with a concise summary of your career helps set the stage for deeper questions. Stick to a brief career timeline and allow the interviewer to guide the conversation from there. Here’s an example:
‘I’ve spent the past 20 years in corporate marketing, including time at Company A as a marketing director where I oversaw a team of 15. I then moved to Company B where I led the global marketing strategy and launched several successful international campaigns.
In my current role at Company C, I’m part of the executive leadership team and oversee all marketing initiatives. Is there a specific part you’d like me to expand on?’
Tailor your answer to the role
Second, whilst it’s tempting to list every job and achievement, you’ll make a stronger impression by highlighting the parts of your experience that align directly with the position. This is where your interview preparation comes in.
Review the job description and identify the skills and experience most relevant to the role. When answering, highlight your recent experience and accomplishments which directly relate to the role you’re applying for. For example:
‘I currently oversee multi-million dollar budgets for digital marketing campaigns, which aligns well with this position where experience with large budgets and international markets is key.’
Include a personal element
Third, sharing a personal detail related to your career can build rapport and make you memorable. You could talk about a voluntary position, board role or junior professionals you mentor outside work. Share how this has helped you develop as a leader and stay on top of new industry trends.
Turn this question into a two-way conversation
Finally after sharing your background, ask a question such as: ‘Is there a specific part of my experience you’d like me to elaborate on?’
When you keep it simple and start a two-way conversation, you will successfully answer this question.
#2 — WHAT ARE YOUR SALARY EXPECTATIONS?
Questions around salary are often the most daunting — even for experienced leaders. In fact, this is one of the most popular topics I support clients with in my one-off Career Strategy Sessions, where we customise a strategy to your unique situation. Contact me if you’d like to book a session.
Most people lose out when they’re asked what their current salary is and feel like they must share it. You do need to give an honest answer — but there’s always a strategy behind it. Here’s how I suggest you address questions around salary expectations:
Respond with a range
First, respond with a range and avoid giving an exact figure. This offers flexibility and opens the conversation up for negotiation, rather than locking you into a specific number.
Show you’ve done your research by framing your range on industry standards and your experience level. Instead of saying: ‘I’m on X’, say: ‘I’m looking for a total salary package between X and Y, in line with current market rates for someone with my level of knowledge, skills and experience.’
Know your ideal offer and walk-away point
Second, set your range so that the bottom end is higher than the minimum you’re willing to accept — and the top end is slightly above your ideal offer. This is important when a potential employer is asking for further clarification or it’s getting closer to an offer and you’re entering a negotiation conversation.
For instance, if you want $270K and your walk away point is $250K, you could go in with a range of $270K — $300K. This gives you room to negotiate –and even if the offer comes in at the lower end, it still meets your ideal figure.
Stand your ground
Third, if they push you to provide further details on your current package, stick to your range and ask if it aligns with what they’re offering. For example: ‘My current package is in line with the range I mentioned earlier. Is this within the scope of what you’re willing to offer?’
This allows for a transparent conversation to set expectations upfront, so both parties can make an informed decision. Also, don’t forget to frame salary as one part of the package, to understand if bonuses, options, flexibility and any other benefits are on offer.
Because when you strike a balance between honesty and strategy, you will tackle any salary question!
#3 — WHAT IS YOUR WEAKNESS?
I’ve shared this in a past article, but my go-to response to this interview question early in my career was: ‘I’m a perfectionist!’ However, I’d recommend something more strategic when you’re in a senior leadership position!
One thing I explored with my executive client was whether this question would even come up at their level. My response was I’d be concerned if you weren’t asked about your growth areas. Because even if you’re the CEO of an organisation, there’s always more to learn or a skill you can develop further.
Here are the strategies I suggest to address this question:
Put a positive spin on it
First, move away from the term ‘weakness’ and reframe it as a growth opportunity. Everyone has areas for improvement, even at the highest levels of leadership. Show them you’ve already got the capability — but there are one or two areas you have room to grow into to become even better at what you do!
Talk about an area you’ve actively worked to improve or one where you want to build new skills. For example: ‘While I’ve led domestic teams successfully, I’d like more of an opportunity to manage global operations.’
Make it relevant to the role
Second, identify your existing knowledge, skills and experience. Then review the job description and pinpoint the key personal and technical skills you need to be successful in this role. The similarities are your strengths and transferrable skills, while the gaps are your areas for development.
When my client and I went through this exercise for a specific position, they already had a lot of experience — but we identified one clear growth area. So their response could be:
‘Based on the role requirements, I have a lot of experience in A, B and C. The one area I’m lighter on in experience is setting up systems. Here’s what I HAVE done in this area…’
Talk about how you’d go about developing this experience once you were in the role, relating it back to an example: ‘Looking at data in spreadsheets isn’t my area of expertise, so I go about getting the information I need by consulting subject matter experts and asking the right questions. In terms of setting up systems, I would…’
When you use this as an opportunity to highlight your potential, you will nail this interview question.
FINAL TIPS…
To close, I’m going to reveal the 3 simple questions every employer wants you to answer. Understanding how to address these is the KEY to interview success.
1. What do YOU do?
A potential employer wants to know what YOUR role was on a specific project — not what your team or organisation did. When discussing your achievements at interview, provide a bit of background, talk about the actions YOU took and the result.
2. Why do you want to work for us?
Show you’ve done your research and WHY you want the job. Highlight how the company mission and values align with your priorities and work drivers. Also, use it as an opportunity to reveal a bit of personality and what makes you unique.
3. Why should we hire you?
When I was a legal recruiter, I’d often say to the lawyers I worked with any time you make a statement, back it up with evidence. So if you share a strength, achievement or development area — back it up with a specific example. Prepare 3-5 relevant examples you can draw on.
When you have a few examples at the forefront of your mind, you will answer ANY interview question with ease!
So there you have it — the 3 common interview questions which trip people up and how to address them. These strategies have helped my clients set themselves up for interview success. I hope these insights support you too!
Want further support with interview preparation so you can find your next role or advance your current career?
Click HERE to book a free 30 minute consult and find out how coaching with me can support you!
Stacey Back is a Career Strategist, Leadership Coach + Founder of Profile Careers. She helps high-achievers at a career crossroads find the work that lights them up, increase their income, impact and create a career + life on their terms. Stacey works virtually with individuals and organisations based across the globe.