What Should You Do at a Job Interview

Table of Contents

1. Introduction
2. The Foundation: Why the Right Preparation Matters
3. Before the Interview: Create a Reproducible Pre-Interview Routine
4. Crafting Your Stories: The Interview Narrative Framework
5. What To Do During the Interview: The Practical Playbook
6. The Interview Playbook for International and Expat Roles
7. Assessing Fit and Making Decisions During the Process
8. After the Interview: Follow-Up That Converts
9. Practical Scripts and Language You Can Use
10. Common Interview Pitfalls and How to Avoid Them
11. Integrating Interview Outcomes Into Your Career Roadmap
12. Tools, Templates, and Resources to Use
13. Two Lists You Should Keep Handy
14. How to Negotiate Offers Without Burning Bridges
15. When to Ask for Help: Coaching and Structured Learning
16. Conclusion
17. FAQ

Introduction

Short answer: At a job interview you must be prepared, intentional, and present. That means researching the role and company so your answers map directly to their needs, structuring stories that prove your impact, managing your body language and voice to build credibility, asking targeted questions that clarify fit, and following up with purposeful communications that keep you top of mind. Every interview is an opportunity to demonstrate how you will solve a problem for the organization and to assess whether the role advances your career and life goals.

This article explains exactly what to do at a job interview—from the hours before you walk into the room (or click “Join” on a video call) through the first two weeks after the conversation. I’m Kim Hanks K., founder of Inspire Ambitions, an author, HR and L&D specialist, and certified career coach. My work sits at the intersection of career strategy and global mobility; I help ambitious professionals create roadmaps that translate interview performance into offers and long-term career momentum. In the sections that follow you’ll find field-tested frameworks, practical scripts, and reproducible processes that convert preparation into confidence and results.

Purpose and scope: You will learn what to do before, during, and after an interview; how to craft clear stories that prove competence; how to manage nerves and nonverbal signals; how to evaluate offers and negotiate; and how international or expatriate considerations change the priorities in an interview. Wherever helpful, I’ll point you to resources and structured programs to accelerate progress, and explain how to integrate interview outcomes into a larger career roadmap.

Main message: Interview success is not a performance trick; it’s the output of disciplined preparation, clear evidence of professional value, and intentional follow-through. Treat every interview as part of a consistent system — not a one-off event — and you will shift from hoping to being chosen.

If you want tailored, one-on-one help building a roadmap that turns interviews into job offers and international opportunities, you can book a free discovery call with me.

The Foundation: Why the Right Preparation Matters

Why interview preparation is strategic, not tactical

Most candidates treat interviews like isolated tasks: revise your resume, memorize answers, show up. That short-term approach yields inconsistent results. Interviews are selection conversations where employers are testing fit against specific problems. If you want predictable outcomes, you must prepare strategically: diagnose the employer’s priorities, map your experiences to those priorities, and design a conversation that demonstrates you are a low-risk, high-value solution.

Preparation builds three things that hiring teams care about most: alignment (you understand and can do the job), credibility (you can prove impact), and coachability (you listen and adapt). When you prepare strategically, you control the narrative of the interview rather than reacting to questions.

The mindset that improves performance

Adopt a growth-focused, evidence-based mindset. Replace anxiety about “getting the job” with curiosity about “showing fit and evaluating fit.” This subtle shift reduces pressure and increases clarity. Preparation should produce two outcomes: a set of repeatable stories that prove your qualifications and a set of questions that reveal whether the role and company fit your goals.

Before the Interview: Create a Reproducible Pre-Interview Routine

The one-hour and one-day plans

Preparation scales. Some roles demand intense technical preparation; others require more cultural fit work. However, there are repeatable practices you can do one day and one hour before any interview that reliably improve outcomes.

One day before: review the job description line-by-line, translate responsibilities into the problems you will solve, rehearse three stories that show those outcomes, and prepare two thoughtful questions for each interviewer. Confirm logistics and test technology if it’s a video interview.

One hour before: warm your voice, review your headline statement and those three stories, set up your space (water, notepad, pen, tidy background), and practice a five-minute breathing routine to center your focus.

A focused job-description mapping exercise

To eliminate guesswork, create a simple mapping document: on the left column list key responsibilities and qualifications from the posting; on the right column write one or two specific examples from your experience that prove you can deliver. Use metrics or concrete outcomes wherever possible.

This mapping is the operational bridge between what they want and what you deliver. When asked a question, draw from this document so your answers stay tightly aligned to the role.

The essential pre-interview checklist

1. Confirm logistics and interviewer names and titles.
2. Research the company’s mission, recent news, and product/service lines.
3. Map the job description to three evidence-based stories.
4. Prepare 6–8 targeted questions for the interview team.
5. Test video and audio equipment; plan your outfit and environment.
6. Bring or have accessible any supporting documents (resume printouts, portfolio links).

(Use the checklist above in the final hours before your meeting. If you prefer ready-to-use documents, you can download free resume and cover letter templates to ensure your materials look professional and consistent.)

Crafting Your Stories: The Interview Narrative Framework

Why stories matter more than rehearsed lines

Hiring teams evaluate how you think, not only what you did. Short, structured narratives make your impact concrete and memorable. Stories that follow a problem-action-result path help interviewers visualize you in the role. The storytelling process is a skill you can practice and refine.

The STAR method, plus two refinements

The STAR method (Situation, Task, Action, Result) is a reliable structure, but it often produces answers that feel detached or too long. I recommend two refinements:

• Front-load the result: start with the impact to grab attention, then briefly explain the situation and actions. Example opening: “We reduced churn by 18% in six months by rebuilding our onboarding flow.”
• Add a learning or follow-up: end the story with one sentence about what you learned and how you applied it afterwards. That shows growth and forward momentum.

Example structure: Impact (1–2 sentences) → Brief context (1–2 sentences) → Key actions (2–3 sentences) → Result details and metrics (1–2 sentences) → Lesson / next step (1 sentence).

Building a library of stories

Develop at least six stories that cover different competencies: leadership, problem-solving, collaboration, influence, technical expertise, and failure + recovery. Keep each story concise and practice adapting it to different question prompts. Your mapping exercise (job description vs. evidence) should tell you which stories you’ll need most.

What To Do During the Interview: The Practical Playbook

First impressions and the opening minute

The opening minute sets the tone. For in-person interviews, arrive 10–15 minutes early and use that time to settle and review your top story. For video interviews, join 3–5 minutes early so you don’t scramble.

Begin with a confident, brief greeting and use the interviewer’s name. Your opening statement should be a 30–60 second professional headline: who you are, the skills you bring, and what motivates you about this opportunity. Avoid reciting your resume. Think of this as an elevator pitch that orients the conversation.

Managing voice, pace, and posture

Your voice communicates confidence. Speak at a measured pace—fast enough to be engaging, slow enough to be clear. Use variation in tone to emphasize results. Maintain an open posture: shoulders back, hands visible, and steady eye contact. For video interviews, place the camera at eye level, and lean slightly forward when making an important point.

Listening as a performance skill

Listening is an active skill that influences interviewer perception. When the interviewer speaks, do three things: make brief verbal acknowledgments, paraphrase the question when necessary, and pause for two seconds before answering to collect your thoughts. Pausing improves clarity and reduces filler words.

Structuring answers in the moment

When you get a question, quickly map it to one of your prepared stories. If there’s no direct match, pivot to a framework-driven answer. For example, use a concise problem-solution-impact template with a closing statement that ties back to the role. Avoid going off on tangents—keep each answer between 45–90 seconds for typical competency questions and up to 3 minutes for complex behavioral scenarios.

Handling tricky or illegal questions

If a question crosses legal lines or feels invasive, answer with a professional pivot. For instance, if asked about personal life in a way that’s irrelevant, redirect to work-related strengths: “I prefer to focus on the skills that matter for this role, including my experience with X and Y.” Maintain composure and keep answers short.

When you don’t know the answer

Admit gaps honestly but use them as opportunities to show learning capability. Say, “I haven’t had direct exposure to that technology, but here’s how I would approach the problem,” and then outline a concise plan or learning timeline. Employers prefer someone who knows how to learn.

Asking interviewers high-leverage questions

Asking smart questions is as important as answering well. Avoid vague queries like “What’s the company culture?” Instead, ask targeted, decision-informing questions that reveal expectations and help you decide whether to accept an offer. Use questions that probe success metrics, immediate challenges, team dynamics, and growth pathways.

Two examples that produce actionable intelligence: “What would success look like for the person in this role at 90 days?” and “What is the biggest barrier the team is trying to solve this quarter?” These questions position you as outcome-focused and strategic.

Closing the interview with intent

End by summarizing your interest and the unique value you bring. Ask about next steps and decision timelines. A confident close might be: “This role aligns with my experience in X and my passion for Y. I’d be excited to contribute by doing Z. What are the next steps in your process?” Leave a brief note of gratitude and confirm contact information.

The Interview Playbook for International and Expat Roles

Addressing global mobility questions

When interviewing for roles that involve international relocation or remote work across countries, proactively address logistics: visa readiness, willingness to relocate, timezone management, and cultural adaptation. Explain any prior international work experience or describe how you will plan for a smooth relocation. Employers value candidates who minimize friction around mobility.

Cultural sensitivity and local expectations

Research the local business etiquette and interview norms of the country or region. For example, some cultures favor humility and group recognition, while others value assertive self-promotion. Adjust your examples and tone accordingly while remaining authentic. Demonstrating awareness of cultural norms signals both emotional intelligence and readiness to integrate.

Negotiating international compensation constructively

International offers often include complex components: base salary, relocation bonus, housing support, tax equalization, and benefits. During the interview and offer phase, ask clarifying questions about each component rather than focusing solely on base pay. Framing negotiation in terms of total value and the business outcomes you will deliver helps maintain alignment.

Assessing Fit and Making Decisions During the Process

How to evaluate whether the role advances your roadmap

Every interview should get you closer to a career decision. Use your questions and observation to evaluate fit across four dimensions: role impact, team dynamics, learning opportunities, and lifestyle fit (including mobility if applicable). Create a simple scorecard during or immediately after each interview and compare offers using consistent criteria.

Red flags to notice during interviews

Notice if interviewers consistently avoid answering questions about growth, if they cannot describe success metrics, or if the tone suggests high turnover. These are signals to investigate further. Ask direct follow-up questions if you feel concerns: “Can you describe why the last person in this role left?” Hiring teams that respond transparently often indicate healthier organizations.

After the Interview: Follow-Up That Converts

The post-interview timeline and follow-up content

Send a concise, personalized thank-you within 24 hours. The message should reference a specific part of the conversation and reiterate how you would add value. If new, relevant material will strengthen your candidacy (a one-page case study, portfolio link, or targeted data point), attach it or include a short summary with a link.

If you do not hear back within the stated timeframe, send a brief check-in that reaffirms interest and asks for an update. Keep communications polite and brief—persistent but professional.

If you’d like help refining your post-interview follow-up or your written materials, you can schedule a one-to-one coaching conversation to create tailored templates and messaging.

When to keep waiting and when to move on

If you receive no response after a polite follow-up and two weeks have passed, it’s reasonable to move on and pursue other opportunities. Maintain a professional stance; the labor market is dynamic and relationships matter. Keep records of timelines so you can follow up if the role reopens later.

Practical Scripts and Language You Can Use

Short opening pitch (30–60 seconds)

“I’m [Name], a [functional title] with [X] years of experience delivering [core outcome]. Most recently, I led an initiative that [specific result]. I’m excited about this role because it will let me apply that experience to help your team [specific goal].”

Transition line to redirect a question you can’t immediately answer

“That’s a great question. I don’t have a direct example right now, but here’s how I would approach it and the timeline for delivering an initial result.”

Closing line to ask about next steps

“Thanks for the insight today. Based on our conversation, I’m confident I can help by [one-sentence value proposition]. What are the next steps and timeline for your decision?”

Use these scripts as frameworks, not scripts to memorize word-for-word. Personalize them so they remain natural.

Common Interview Pitfalls and How to Avoid Them

Over-talking and losing focus

Pitfall: Answering a question with a ten-minute anecdote that loses the listener.

Fix: Use the front-loaded impact approach; aim for 45–90 seconds for most answers. Practice your stories out loud to compress unnecessary detail.

Underselling your results

Pitfall: Sharing a project without quantifying impact.

Fix: Translate outcomes into metrics (percentage improvements, revenue impact, time saved) or relative scale (size of budget or team) whenever possible.

Failing to ask about decision criteria

Pitfall: Not understanding what success looks like in the role.

Fix: Ask, “What are the top priorities for the first six months?” and “How will success be measured?” Early clarity helps you tailor future communications and makes negotiation easier.

Being reactive rather than proactive

Pitfall: Letting interviewers control the narrative entirely.

Fix: Prepare transitions that bring the conversation back to your strengths: “That’s interesting — it reminds me of a project where I did X, and the outcome was Y, which I think aligns with this role.”

Integrating Interview Outcomes Into Your Career Roadmap

Treat interviews as data points

Every interview provides information about market demand, compensation benchmarks, and the types of roles available. Log insights, update your career priorities, and iterate your approach. Over time, this system produces compounding improvements.

When to accelerate your international mobility plan

If multiple interviews for international roles surface consistent interest, you may accelerate relocation planning. Use offers and interview feedback to support visa, tax, and logistics conversations with prospective employers. Treat mobility as a negotiable benefit in the offer package.

Build habits, not one-off wins

Convert the interview preparation routine into a repeatable habit. Schedule weekly practice, maintain your story library, and keep your materials updated. Small, consistent investments deliver more long-term traction than last-minute cramming.

If you want a structured way to build persistent interview confidence and a reproducible roadmap, consider the digital course to strengthen interview skills designed for professionals who need repeatable systems for interviews and career advancement.

Tools, Templates, and Resources to Use

• Resume and cover letter templates: Have professional, consistent documents ready so you can tailor them quickly. You can download free resume and cover letter templates that are formatted for clarity and recruiter screening.
• Story library: Keep a one-page summary of your top six stories with triggers for when to use them.
• Decision scorecard: Create a simple spreadsheet to compare roles across critical dimensions (impact, compensation, mobility, learning).
• Interview tracker: Track applications, interview dates, interviewer names, and follow-up actions.

If you want a repeatable, coached path to strengthen interview skills and internalize the habits required for long-term career progression, I offer a targeted program that combines strategy, templates, and accountability — the digital course to strengthen interview skills.

Two Lists You Should Keep Handy

1. Critical pre-interview steps (quick recap):
   • Map the job description to your stories.
   • Rehearse your three top stories with metrics.
   • Prepare targeted questions for each interviewer.
   • Test your technology and environment.
   • Create a short closing summary of your value.
   • Draft a personalized thank-you note template.
2. High-leverage questions to ask interviewers:
   • What immediate problem should the new hire solve?
   • How will success be measured in this role?
   • What change or project is the team most excited about?
   • How does this role interact with other teams?
   • What professional development opportunities exist?
   • Can you describe the typical career progression for someone successful here?
   • What is the decision timeline and next step?

(These two lists are intentionally compact; use them as practical checks rather than exhaustive inventories.)

How to Negotiate Offers Without Burning Bridges

Prepare a negotiation framework

Negotiate around value and outcomes rather than personal needs. Start by asking clarifying questions about total compensation components and performance expectations. Then present a concise case for why you deserve the proposed increase or additional benefits by referencing relevant accomplishments and market data.

Use conditional commitments

If the employer cannot move on salary immediately, ask for conditional alternatives: a signing bonus, early performance review with a salary evaluation at six months, relocation assistance, or additional PTO. These options preserve relationship capital while securing better total value.

Keep tone collaborative

Frame your counteroffer in collaborative language: “I’m excited about the role. Based on market ranges and the impact I will deliver, I was expecting a total package closer to X. Is there flexibility to bridge that gap through compensation or additional benefits?” A collaborative approach increases the likelihood of a constructive outcome.

When to Ask for Help: Coaching and Structured Learning

If interviews repeatedly stall despite solid credentials, it’s time to diagnose the pattern with a coach. Working with an experienced coach accelerates behavior change through targeted feedback on story structure, presence, and negotiation technique. If you prefer self-paced learning combined with templates and practice frameworks, the Career Confidence Blueprint program offers structured modules to build consistent interview routines. For one-on-one diagnosis and a personalized action plan, you can always book a free discovery call to define the most efficient path forward.

Conclusion

Interviews are decisive moments that reward disciplined preparation and purposeful follow-through. What you should do at a job interview is both straightforward and strategic: prepare targeted evidence, lead with impact, listen actively, ask insightful questions, and follow up with clarity. For professionals balancing career advancement with international mobility, add proactive discussion of logistics and cross-cultural fit to your routine. Convert every interview into feedback for your roadmap, sharpen the quality of your stories, and practice the presence that makes your competence visible.

If you’re ready to build a personalized roadmap that turns interviews into offers and moves your career forward—locally or internationally—book a free discovery call with me and let’s create a clear, confident plan together.

FAQ

What should I wear to an interview?

Dress one notch above the company’s typical dress code. For corporate settings choose business professional; for startups or creative roles, smart business casual is appropriate. For virtual interviews, ensure your top is professional, the background is tidy, and lighting is flattering.

How long should my interview answers be?

Aim for 45–90 seconds for most competency questions and up to three minutes for complex behavioral examples. Structure your answers to front-load the result and close with the learning or relevance to the role.

Should I follow up if I haven’t heard back?

Yes. Send a polite, concise follow-up 3–5 business days after the expected decision date. If there’s still no response after a polite second follow-up two weeks later, move forward but keep the door open.

How do I handle salary questions early in the process?

If asked about salary expectations early, provide a range based on market research and emphasize that total compensation and role responsibilities matter. You can say, “I’m looking for a competitive package in the range of X–Y, but I’d like to learn more about responsibilities and the full benefits package before finalizing.”

If you want a one-on-one review of your interview stories, negotiation scripts, or post-interview follow-ups, book a free discovery call and we’ll build a roadmap that turns each interview into a strategic step in your career.