Common Interview Questions and Answers (UK): 14 Questions, What They Mean and How to Answer

The questions UK interviewers ask most often, what each one is really checking, a short example answer you can adapt, and the mistake to avoid with each one.

By Tony Musso on Thu Oct 15 2026

Most UK interviews are built from the same dozen or so questions. If you prepare a short, specific answer to each one below, you will be ready for the large majority of what comes up, whether it is a 20-minute phone screen or a panel interview.

For every question you get three things: what the interviewer is really checking, a strong example answer you can adapt, and the mistake to avoid. Keep answers to about one to two minutes. If they want more, they will ask.

The 14 most common interview questions

1. Tell me about yourself

What they're checking: whether you can give a clear, relevant summary and whether your story fits this job.

Example answer: "I've spent six years in customer service, the last two leading a team of eight at a utilities company. I'm good at fixing problems that keep coming back. Last year I rewrote our complaint scripts and repeat calls dropped noticeably. I'm now looking for a role where I can do more of that improvement work, which is why this operations role stood out."

Avoid: starting with your childhood or reading out your CV. Use present, past, future: what you do now, what you've done that matters, why you're here. Our guide to answering "tell me about yourself" has example answers for students, graduates, career changers and people returning to work.

2. Why do you want this role?

What they're checking: whether you've read the job description and whether you'll stay.

Example answer: "Three things in the advert match what I do best: managing suppliers, tidying up processes and reporting to senior people. I also like that you're expanding into the North West, because I've worked on a regional roll-out before."

Avoid: answers about you only ("it's closer to home", "better pay"). Tie it to the work.

3. Why do you want to work here?

What they're checking: whether you've researched the organisation or are applying everywhere.

Example answer: "I read your latest annual report and the focus on reducing waiting times stood out. My last project cut processing time on our team's backlog, so I'd like to help with that."

Avoid: praise you could say about any employer, such as "you have a great reputation".

4. What are your strengths?

What they're checking: self-awareness and whether your strengths match what they need.

Example answer: "I'm organised under pressure. In my current job I run month-end reporting for four departments and haven't missed a deadline in two years, even when we were two people down."

Avoid: a list of adjectives with no proof. Pick two strengths from the job description and back each with an example.

5. What is your biggest weakness?

What they're checking: honesty and whether you work on your gaps.

Example answer: "I used to avoid delegating because I wanted things done my way. I now agree clear deadlines and check-ins up front, and last quarter I handed over the weekly rota completely."

Avoid: fake weaknesses like "I'm a perfectionist" and anything that is central to the job.

6. Tell me about a time you dealt with conflict

What they're checking: how you behave when things get difficult. This is a competency question, so answer with STAR (see below).

Example answer: "Two colleagues disagreed about who owned customer refunds, and cases were being missed (situation). I needed to fix it before month-end (task). I met both, mapped every refund step on one page, and we agreed an owner for each step (action). Missed refunds stopped and we used the same method for two other processes (result)."

Avoid: blaming the other person, or picking an example where you were the cause and didn't fix it.

7. Where do you see yourself in five years?

What they're checking: ambition that fits the role, and whether you'll stay long enough to be worth training.

Example answer: "I'd like to be very good at this job first, then take on a team. I can see your team leaders were promoted internally, which is the kind of path I'm after."

Avoid: "in your job" or "running my own business". It sounds like you'll leave.

8. Why are you leaving your current job?

What they're checking: whether there's a problem you're bringing with you.

Example answer: "I've learned a lot, but the role has stopped growing. I want more responsibility for budgets, which my current employer can't offer."

Avoid: criticising your current employer or manager, even if it's deserved. If you resign later, keep it professional with a short resignation letter.

9. Why should we hire you?

What they're checking: whether you can make a short case for yourself.

Example answer: "You need someone who can manage contractors and keep projects on budget. I've done both for five years, most recently on a refurbishment that finished on time and under budget, and I've used the same scheduling software you list in the advert."

Avoid: "I'm a hard worker". Match two or three of their requirements to your evidence.

10. What are your salary expectations?

What they're checking: whether you're in budget and whether you know your worth.

Example answer: "The advert gives a range of £32,000 to £36,000. Given my experience with the systems you use, I'd expect to be towards the top of that, but I'm open to discussing the whole package."

Avoid: naming a number with no research. Check the advert and similar roles on our UK salaries by career pages first, and remember pension, holiday and flexibility have value too.

11. Tell me about a mistake you made

What they're checking: ownership and learning.

Example answer: "I once sent a client the wrong version of a report. I called them straight away, sent the right one within the hour and set up a version-naming system the team still uses."

Avoid: saying you've never made a mistake.

12. How do you handle pressure?

What they're checking: coping strategies, not a claim that you never get stressed.

Example answer: "I break work into a list ranked by deadline and impact, and I tell my manager early if something will slip. During our system migration that kept us on track."

Avoid: "I thrive under pressure" with no example.

13. Can you explain this gap on your CV?

What they're checking: that there's a simple, honest explanation.

Example answer: "I took a year out to care for a parent. During that time I kept my bookkeeping skills current with an online course, and I'm ready to return full-time."

Avoid: long justifications. One or two sentences, then move to what you can offer now.

14. Do you have any questions for us?

What they're checking: interest and preparation. "No, I think you've covered everything" is a weak finish.

Example answer: "What would a great first six months look like in this role?"

Avoid: asking about holiday as your first question. Our list of questions to ask at the end of an interview gives you 20-plus options grouped by purpose.

The STAR method

Use STAR for any question that starts "Tell me about a time" or "Give an example of".

Step	What to say	Share of your answer
Situation	The context, in one or two sentences	Small
Task	What you needed to achieve	Small
Action	What you did, using "I" not "we"	Most of it
Result	What changed, with numbers if you have them, and what you learned	A clear finish

Prepare six to eight STAR stories before any interview: a conflict, a problem you solved, a time you led something, a mistake, a change you made, a time you hit a tight deadline, and a time you helped a customer or colleague. Most competency questions can be answered with one of them. Our full guide to the STAR method has five worked examples you can adapt.

Competency-based interviews

Competency-based (or behavioural) interviews are standard in the NHS, the civil service, local councils, schools and many large employers. Each question tests a skill listed in the person specification, and panels often score answers against set criteria. A vague answer scores low even if you'd be good at the job. See our list of 25 competency-based interview questions, grouped by skill.

Civil service: jobs are recruited using Success Profiles. These assess five elements: Behaviours, Strengths, Ability, Experience and Technical. The advert tells you which apply. The nine Behaviours are:

Seeing the Big Picture
Changing and Improving
Making Effective Decisions
Leadership
Communicating and Influencing
Working Together
Developing Self and Others
Managing a Quality Service
Delivering at Pace

Prepare one STAR example for each behaviour named in the advert, at the level of the grade you're applying for. Our guide to Civil Service behaviours explains each one, how it is scored and gives an example answer. Strengths questions are different: they're quicker, about what you enjoy and do naturally, and you won't get them in advance.

NHS: many trusts use values-based questions alongside competency ones, linked to the NHS Constitution values such as compassion and respect. Read the trust's own values and have an example ready for each.

Large employers: look at the person specification and turn every "essential" line into a likely question. If it says "manages competing priorities", prepare "Tell me about a time you had several deadlines at once".

Tests and assessment centres: graduate schemes, the police and many large employers add a situational judgement test or a full assessment centre before or alongside the interview, using the same competencies.

How to prepare in one evening

Print the advert and person specification and highlight each skill they ask for.
Write a short answer to the 14 questions above.
Match a STAR story to each highlighted skill.
Say your answers out loud, timing each one.
Check your CV tells the same story. If you're changing field, CV Studio helps you present transferable experience clearly.
Prepare two or three questions to ask them.

If you're interviewing for something new and still unsure it's the right direction, Career Compass ranks careers against your interests and priorities.

Tailor your CV in CV Studio

Frequently asked questions

What are the most common interview questions in the UK?

Tell me about yourself, why do you want this role, why do you want to work here, your strengths and weaknesses, a time you handled conflict, where you see yourself in five years, why you're leaving, and salary expectations. Most interviews also end with "Do you have any questions for us?"

How long should an interview answer be?

Aim for one to two minutes for most answers. Competency answers using STAR can run to around two to three minutes. If the interviewer wants more detail, they'll ask a follow-up question, which is better than losing them halfway through a long answer.

What is the STAR method?

STAR stands for Situation, Task, Action and Result. You briefly set the scene, say what you needed to do, explain what you personally did, and finish with the outcome. Spend most of your answer on the Action and use "I" rather than "we".

What are civil service Success Profiles?

Success Profiles is the framework the civil service uses to recruit. It assesses up to five elements: Behaviours, Strengths, Ability, Experience and Technical. The job advert tells you which elements and behaviours will be tested, so prepare an example for each one listed.

Should I give a salary figure in an interview?

If asked, yes, but base it on research. Refer to the advertised range and say where you'd expect to sit within it and why. Saying you're open to discussing the whole package, including pension and flexibility, keeps the conversation open.