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Why Interview Skills Matter
You have submitted an application for a job and the company replied. Congradulations! Your resume passed the initial test. At this point, the company knows the following:
- You have the ability to read instructions and complete an application,
- You have the many of the skills and knowledge requirements for the job, and
- You have enough focus and details to write a readable resume and likely construct a compelling cover letter.
What the company does not know, or would like to learn more about, is your ability to fit into the current company’s culture, and that is the purpose of the live interview. The live interview tests your ability to:
- Your ability to convey information,
- Your ability to form an argument to convince others to action,
- Your ability to listen critically and make judgements, and
- Your ability to express enthusasim for the role and how you can added value to the company.
Like your resume, constructing answers to interview questions in a reconnizable way allows the interviewers to: - Understand your message, - Provides clear signals and limits noice, and - Make the interview process easier for you and the interviewers.
A typical live interview will consist of behavioral, motivational, alignment, and technical questions. Understanding the different answer frameworks will allow you to confidentially answer those questions in a clear, understandable way.
Interview Question Types & Framework Fits
| Question Type | Typical Examples | Best-Fit Framework(s) | Notes / Purpose |
|---|---|---|---|
| 1. Self-Introduction / Summary | “Tell us about yourself.” | PPF (Present–Past–Future) | Keeps your story clear, chronological, and relevant to the position. |
| 2. Behavioral / Situational | “Tell me about a time you solved a problem.” “Describe a conflict you resolved.” | STAR, PAR, CCC | Focus on past actions and results. Use a story format: Situation–Task–Action–Result. |
| 3. Motivational / Interest-Based | “Why do you want to work here?” “Why this role?” | MAC (Motivation–Alignment–Contribution) | Connect your motivation to the company’s values and show what you’ll bring. |
| 4. Strength / Fit | “What are your strengths?” “What makes you a good fit?” | SER (Strength–Example–Relevance) | Demonstrates credibility by pairing strengths with evidence and job relevance. |
| 5. Career Goals / Future Focused | “Where do you see yourself in five years?” “What are you looking for in your next role?” | Career Anchor or PPF (Future Emphasis) | Shows direction, self-awareness, and alignment with the organization’s trajectory. |
| 6. Value / Culture Fit | “What’s important to you in a workplace?” “How do you define success?” | MAC or SER | Tie personal values to company culture; highlight alignment, not preference. |
| 7. Problem-Solving / Analytical | “How do you approach complex problems?” | STAR or SER | Emphasize thought process, method, and measurable outcome. |
| 8. Weakness / Self-Reflection | “What’s an area you’re improving?” | STAR (mini) or Growth Frame | Brief story: context → action → lesson → improvement. Shows humility and growth. |
| 9. Teamwork / Communication | “Describe a time you worked in a team.” “How do you handle disagreements?” | STAR or CCC | Highlight collaboration, conflict resolution, and impact. |
| 10. Closing / Motivation to Join | “Why should we hire you?” | MAC + SER Hybrid | Blend enthusiasm, capability, and fit in a concise summary. |
Frameworks Explained
STAR
Situtation, Task, Action, and Result.
It helps the listener when speaker to uses the STAR words when transitioning. An example of STAR usage is the behavioral or situtation type question.
PAR
Problem, Action, and Result. The PAR and STAR may be interchanged but a rough rule of thumb is STAR is appropriate for behavorial type problem questions and PAR technical type problem questions. Like STAR, using the PAR words when transitioning aids the listener and provide a clear message.
SER
Strength, Example, and Relevance. Using SER helps you demonstrate how you contribute (Strength), what you do (Example), and why it matters (Relevance).
PEAR
Principle Example Action Result (Best for “how you think” and “how you lead” questions)
- Principle: What you believe or understand about the topic.
- Example: A short, real-world instance that reinforces that belief.
- Action: How you act on that principle in practice.
- Result: The positive outcome or long-term impact.
SIR
Stituation, Insight, and Response.
- Ideal when you want to share a principle more than tell a story.
- It’s compact, natural in tone, and demonstrates strategic thinking.
Ex. Situation: In project environments, risks come in many forms — technical, schedule, communication, or alignment.
Insight: I’ve learned that many risks can be prevented simply by building strong working relationships early. When stakeholders trust that I’ll communicate openly and follow through, they’re much more likely to surface small concerns before they become issues.
Response: So I prioritize early relationship-building, proactive communication, and visible accountability. It’s not just risk management — it’s about creating an environment where information flows freely and people collaborate to prevent problems rather than react to them.