Question 1

May I ask about salary in the first interview?

Accepted Answer

Only if you are directly asked — then you must answer (and should be prepared). Raising the topic yourself signals that money is your primary motivator. The EU Pay Transparency Directive 2023/970, implemented in Germany via the Entgelttransparenzgesetz, increasingly obliges employers to proactively disclose salary information — so the topic will come up on its own sooner. In markets with skills shortages, the norm has shifted: Recruiters increasingly clarify the salary range in the initial interview. Recommendation: If you know your salary expectations are well above the likely budget, early clarification can protect both sides.

Question 2

How do I answer 'Tell me about yourself'?

Accepted Answer

This is not an invitation to tell your life story — it's your most important 90-second opportunity. Proven structure from OPM research on structured interviews: Past (background in 2-3 sentences), Present (current role and core competency), Future (why this position, why now). End with a bridge: 'That is what led me to this position — I would like to explain why I am a particularly good fit.' Caveat: The structure can feel mechanical when over-rehearsed — it is a guide, not a script. Common mistakes according to recruiter surveys: Too long (over 2 minutes), chronological CV recitation, private details. Recommendation: Record yourself and listen back — the brain corrects during speaking what the ear cannot hear.

Question 3

What is the STAR method and when do I use it?

Accepted Answer

STAR stands for Situation-Task-Action-Result — a structure for behavioural questions in interviews. Example: 'Tell me about a situation where you resolved a conflict.' You answer: Situation (context, brief), Task (your responsibility), Action (what you did — the most important part), Result (measurable outcome). Practise 5-7 STAR stories from your career — they fit 80% of all interview questions.

Question 4

What is the STAR method and how do I use it?

Accepted Answer

STAR stands for Situation-Task-Action-Result — a response structure for behavioural questions. Developed based on structured interview research (OPM Q018, ISO 10667 Q019): Structured interviews show significantly higher predictive validity for job performance than unstructured conversations in meta-analyses. Approach: Situation (context in 1-2 sentences), Task (your specific responsibility), Action (what you did — the main part, 50-60% of the answer), Result (measurable outcome). Typical STAR questions: 'Tell me about a situation where you resolved a conflict', 'Describe a project that you brought to failure'. Recommendation: Prepare 5-7 STAR stories from different competency areas — they fit 80% of all behavioural questions.

Question 5

What do I do if I don't know the answer to a question in a job interview?

Accepted Answer

Be honest — but structured. The worst response is silence or an obviously fabricated answer. Better: 'I don't know that with certainty right now. What I do know is [related knowledge]. I would like to research this and provide you with a well-founded answer afterwards.' ISO 10667-1 on interview validity: Competent not-knowing is a quality signal — it demonstrates epistemic discipline and self-assessment ability. OPM: Structured interviews explicitly evaluate self-reflection. What never helps: Bluffing and hoping it goes unnoticed — experienced interviewers spot it immediately. After the interview: Research the open question and briefly address it in your follow-up email — this shows initiative.

Question 6

What are good answers to 'strengths and weaknesses'?

Accepted Answer

Strengths: Name 2-3 strengths with concrete evidence from practice — no buzzwords. 'Analytical' means nothing, 'I identified a 20% cost reduction through data analysis' is a strength. Weaknesses: Name a real weakness — recruiter surveys show that 'I am too much of a perfectionist' is recognised as evasion and evaluated negatively. Better: A weakness that is not core to the position, combined with a concrete improvement step ('I struggle with public presentations to large groups — so I have been attending a Toastmasters club for 6 months'). ISO 10667-1 on assessment quality emphasises: Structured weakness analysis yields valid results — interviewers want to see self-reflection and willingness to learn, not perfection.

Question 7

What are typical tasks in an assessment centre?

Accepted Answer

Assessment centres (ACs) in Germany follow standards according to ISO 10667-1 and DIN 33430. Typical exercises: In-tray exercise (prioritisation under time pressure), presentation (specialist topic in 10-15 minutes), group work (observation of team behaviour), role play (employee discussion, customer contact), structured interview (STAR methodology according to OPM Q018), personality test or intelligence test (logical reasoning). Typically 4-6 competency dimensions are observed — companies must design these to be non-discriminatory under AGG. Caveat: AC results have moderate validity for job performance according to meta-analyses — they measure behaviour in the AC, not necessarily on the job. Advantage for you: With preparation you can systematically perform better than without.

Question 8

What do I do if I know nothing about the company?

Accepted Answer

Knowledge is mandatory — not optional. Going into an interview without basic knowledge signals a lack of interest. Minimum preparation (30 minutes): Website (products, clients, employee count), current news (Google News), Glassdoor/kununu (reviews and interview reports), LinkedIn page (growth, news, profile of your interviewer). If you have to go into an interview spontaneously: Honesty about research still outstanding, combined with genuine interest in the role, protects more than pretending to know. Cedefop Germany 2025 shows: Employers rate willingness to learn and genuine motivation higher than rehearsed presentations.

Question 9

What should I wear to a job interview?

Accepted Answer

The rule of thumb: One level more formal than the company dress code — if you know it. Research beforehand: LinkedIn profiles of employees show the actual dress code. Destatis working time data shows: Trades and production = smart casual attire; consulting and finance = business; tech and creatives = smart casual to casual. Caveat: When in doubt, overdressing is less damaging than underdressing. The outfit should not distract — neither through too much formality nor too little. AGG §1 context: Discrimination based on clothing with religious or cultural significance is inadmissible — this can become relevant during the application phase.

Question 10

Which questions is the employer not allowed to ask in a job interview?

Accepted Answer

AGG §1 protects against discrimination on grounds of race, gender, religion, disability, age and sexual identity. Specifically inadmissible questions: Pregnancy and family planning (exception: if the position is incompatible with the characteristic), religion and ideology, trade union membership, criminal record (except for relevant convictions), HIV status and disability (if not relevant to the position). Anti-discrimination agency: You have the right to answer these questions falsely — there are no legal consequences for you. Caveat: In practice, many employers ask these questions unknowingly. Tactic: Not confrontational, but diplomatically redirect ('My plans are focused on filling this position long-term').

Job Interview & Assessment

Related tools

More categories

Job Interview & Assessment

Related tools

More categories