Interview prep changes with the stage you are at. A recruiter phone screen, a recorded video interview and a final panel each call for different preparation. Find your stage in the table, then open the matching guide.
Which interview prep guide fits your stage?
| Stage | Guide | What it covers |
|---|---|---|
| Exploring a field | Informational interview questions | 40 questions to ask and email templates to request a meeting |
| Recruiter screen | Phone interview tips | Call setup and 12 common screening questions |
| Recorded video | HireVue interview prep | How one-way video interviews work and 15 common questions |
| Interview day | What to bring to an interview | A checklist for in-person and virtual interviews |
| Behavioral questions | STAR method examples | 12 full STAR answers |
| Tough questions | Hard interview questions | 20 difficult questions with sample answers |
| Your turn to ask | Questions to ask at the end of an interview | 38 questions to choose from |
| Second round | Second interview questions | 25 questions to expect and how to answer |
| Hiring someone | Interview questions to ask candidates | 40 questions plus a scoring rubric |
What should you prepare first?
Build six to eight STAR stories before anything else. The STAR method guide shows how to tell each one in about 60 to 90 seconds: a short setup, what you personally did and a measurable result. Those same stories answer most hard interview questions, though a second interview calls for fresh examples rather than repeats from round one.
Next, match the format. A phone screen usually confirms your experience, availability and pay expectations, so keep your resume and the job posting in front of you. A HireVue interview has no live interviewer, and time limits and retakes vary by employer, so practice recording yourself first.
What should you ask, and what should you bring?
Plan two to four questions for the end of the interview, such as what success looks like after 90 days. Pack the items on the interview checklist the night before, including printed resumes, a reference list and a photo ID. Managers on the other side of the table can use the candidate questions and rubric to keep interviews fair, and anyone still choosing a field can start with informational interviews.
Then practice with the behavioral interview quiz.