Interview Preparation: How to Make a Strong Impression

Most professional interviews include three types of questions, and knowing the difference helps you prepare appropriately.

Competency and Behavioural Questions ask about past experiences. Example: "Tell me about a time you resolved a conflict in the workplace." These questions look for evidence of skills and character from real situations.

Technical Questions test role-specific knowledge. These vary by profession — an accountant might be asked about reconciliation processes, a logistics coordinator about incoterms, an engineer about load calculations. Prepare by reviewing the job description and thinking through examples from your experience.

Situational Questions ask how you would handle a hypothetical scenario. Example: "What would you do if a member of your team was consistently missing deadlines?" Answer by explaining your reasoning and approach — interviewers are assessing your judgement, not looking for a single right answer.

STAR stands for Situation, Task, Action, Result. It is the most effective structure for answering behavioural interview questions, and it consistently produces clear, compelling answers.

Situation: Briefly describe the context. Where were you working? What was the challenge or problem?

Task: What was your specific responsibility in that situation? What were you expected to do?

Action: What did you personally do? Focus on your own actions, not what the team did collectively.

Result: What was the outcome? Use numbers or concrete details where possible — "we delivered on time", "the client renewed the contract", "the team met the target for the first time in six months".

Example: "At my previous company, our team was struggling to meet a project deadline due to a supplier delay (Situation). As logistics coordinator, it was my responsibility to find an alternative supplier and manage the revised timeline (Task). I contacted three alternative suppliers within 24 hours, secured a delivery commitment, and briefed the project manager daily on progress (Action). We delivered on time, and the client extended their contract for a second year (Result)."

Always prepare two or three questions to ask at the end of the interview. Asking nothing suggests a lack of curiosity. Asking good questions leaves a lasting impression.

The logistics of an interview matter as much as the content. Arriving late, dressed inappropriately, or visibly unprepared undermines the impression you make regardless of what you say.