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For stories, it recommends using a structured STAR method: Situation, Task, Action, Result, with coaching and prioritization examples. 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This is your opportunity to give them your elevator pitch. You want to introduce yourself and include your ‘highlights’ and interest in this position specifically.  \n“Why are you interested in this position?”  \nWhat are they lookingfor? They are hoping to hear you have researched their organization and have specific interest in them. Avoid using general answers that could be used for any similar experience.  \n“What is your biggest strength?” OR “What is an area of improvement for you?”  \nWhat are they lookingfor? You can recognize and define your strengths and weaknesses. Give specific examples of how you use your strength or how you acknowledge and are improving a weakness.  \n“Tell me about a time…”  \nWhat are they lookingfor? They want to be able to picture you in the role they are hiringfor by understanding how you used skills in previous experiences. Tell a story with structure (STAR method).  \n\n| Situation | Introduce the story by explaining the situation with relevant details to help the\u003Cbr>interviewer understand the context, who was involved and your role in relation to others |\n| --- | --- |\n| Task | Explain what needed to be done, your specific role in the task |\n| Action | Identify what actions you took to resolve the task, what skills did you use, explain why did you complete it this way |\n| Result | End your story with the results ofyour action with the outcome |\n\n● Tell me about a time you were on a team. What role did you play and what was the outcome?  \n● Walk me through a time that you could not complete all ofyour tasks and had to prioritize.  \n● Give me an example of a time you had to adapt to a new situation in a short amount of time.  \n● Have you ever tutored, coached or mentored someone? Tell me about that experience.  \nHow wouldyou…  \n● How would you approach a problem you don’t knowhow to solve?  \n● How would you respond to received feedback from a supervisor?  \n● How would you approach understanding the perspectives of others?  \nDo you have any questions for me?  \nWhat are they looking for? They want to see ifyou are interested and curious about them specifically. This is the last conversation with them, so you want to have an engaging question.  \nPrepare 3 to 4 questions and ask 1 to 2! Your question might get answered throughout the interview, so you want to prepare more than 1.","cbCaip4KrHvFCVpO","https://ap.wps.com/l/cbCaip4KrHvFCVpO","pdf",216975,"English","# Common Interview Questions\n## Core prompt guidance\n### Tell me about yourself\n### Why this position?\n### Biggest strength or improvement area\n### Tell me about a time (STAR method)\n## Practice prompts\n### Team and prioritization examples\n### Adapting quickly\n### Tutoring, coaching, or mentoring\n## Scenario questions\n### Approaching unknown problems\n### Responding to supervisor feedback\n### Understanding others' perspectives\n## Questions to ask the interviewer","[{\"question\":\"What should you include when they ask “Tell me about yourself”?\",\"answer\":\"Use it as your elevator pitch by introducing yourself and highlighting strengths and interests relevant to the position.\"},{\"question\":\"How should you structure answers to “Tell me about a time…” questions?\",\"answer\":\"Use the STAR method: Situation, Task, Action, and Result to show how you used skills and what the outcome was.\"},{\"question\":\"How should you answer “How would you…” questions like problem-solving or handling feedback?\",\"answer\":\"Approach unknown problems by explaining your thinking process, address supervisor feedback with how you would incorporate it, and demonstrate how you would understand others’ perspectives.\"}]","Common Interview Questions - Elevator pitch & STAR method guide | PDF",1790365368]