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The alarm goes off, and sleep was out of the question that night.

The day of truth has dawned: Today is the interview for the dream job.

Although well prepared, there is a fear of not having an answer to any question.

But certain application questions are popular and keep coming back.

Those who know them and prepare accordingly can go into the interview more relaxed.

HR professionals interpret job interviews less and less as an interrogation.

It's more about a real conversation, says Philipp Riedel, managing director of the Munich-based personnel service provider Avantgarde Experts.

“The questions are becoming more specific and are aimed more at the personality of a candidate than at the technical skills,” explains the expert.

The question of the facets of an applicant's personality can also come across as a little hidden.

The request to describe yourself once, for example, is no longer so often.

Instead, HR managers want to know how a manager or a friend would describe the candidate.

The answer shows whether the applicant can reflect on himself.

It helps to discuss this with family or friends before the interview.

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The well-known question about the strengths and weaknesses of an applicant is also less and less direct.

Instead, they choose formulations like: “How did you solve a complex problem in your previous job?” If the HR manager asks specifically, applicants should think carefully about which strengths match the advertised position, recommends Nicole Strohe, career coach from Cologne.

The ability to work in a team, for example, is good for a team-oriented work structure, but is of little use if the applicant later has to shine with individual work.

Candidates should be honest about their weaknesses and show that they are working on them.

Typical questions about motivation, CV and goals

Why do you want to work here?

A question that interests every HR manager.

For applicants, this is an opportunity to show why the job is exactly right for their skills.

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However, be careful with the question about motivation to change: You should never induce candidates to blaspheme about their previous employer.

“The answers should always lead to something, not lead away,” says career expert Strohe.

That means: Better to explain what is so appealing about the new job and why it is worth moving there.


HR professionals want to understand an applicant's résumé.

Has he changed jobs every two years, you ask yourself: is he a difficult person?

Does he get bored easily?

Is he looking for a challenge?

You are guaranteed to ask a question in the interview.

"A candidate should therefore consider beforehand whether his résumé is conclusive and how he can explain abnormalities," says career coach Strohe.

Here, too, applicants should always answer honestly, advises HR expert Riedel.

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In many conversations, the question ultimately arises: “If we talk to each other again in five years, under what circumstances would you still be satisfied in your job?” HR managers want to find out what is important to an applicant.

This could be challenges or good teamwork, for example.

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Which answer is correct depends on the focus of the company: If it relies heavily on solidarity, it matters when applicants want cooperation.

Many HR managers are also interested in the job goal of an applicant.

It is true that a young professional can hardly give an authentic answer, says expert Riedel.

But if a management position tends to be an option, a good answer is: "I can imagine taking on management tasks, but I have to find out first."

If you don't want to be in the top position under any circumstances, you should present yourself as a specialist who prefers to get involved within his department.

The question of the salary in the interview

HR experts want to find out in the course of the interview what an applicant wants to earn.

The rule of thumb is: "The smaller the company, the earlier the question of salaries," says Strohe.

She recommends finding out beforehand on job exchanges and career portals such as Xing and LinkedIn which salary is usual for the advertised position.

“In the end, however, the expected salary should be a mixture of market and intrinsic value,” says Strohe.

As the conversation nears the end of the conversation, relief begins to spread.

But one question is guaranteed to come before the farewell: “Do you have any questions?” Applicants should definitely prepare for them, says career coach Strohe.

“No is the wrong answer here.

It looks as if the applicant has not prepared for the job.

There is always a question that was not answered during the conversation. ”For example: How will I be incorporated?

What will my first projects be?

What are the company's current challenges?

HR expert Riedel advises concluding with a counter question at the end: What's next?

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Read more articles from our series of advice on job interviews here:

Everything about the interview

This article was first published in June 2019.