What Do You Know About The Job Interview Question
Table of Contents
- Introduction
- Why Hiring Managers Ask This Question
- The Foundation: Research You Must Do Before the Interview
- Answer Frameworks: How to Structure Your Response
- The STAR Method: Structuring Behavioral Evidence
- An Interview Preparation Roadmap (Action Steps)
- Tailoring Answers for Different Interview Formats
- Common Mistakes and How to Avoid Them
- How to Build a 30–90 Day Plan That Hires You In
- Preparing Evidence: The Documents and Tools That Make Answers Stronger
- Practice Techniques That Deliver Consistent Results
- Communicating When You Don’t Know
- Integrating Career and Global Mobility Goals
- Negotiation and Salary Talk That Follows the Answer
- Common Variations of the Question and How to Respond
- When to Use Stories Versus Metrics
- How to Convey Cultural Fit Without Saying “Culture Fit”
- When to Use a Coach or Course
- Preparing for Follow-up and Red-Flag Questions
- Practical Checklist Before the Interview
- How to Follow Up After Answering the Question
- Building Interview Confidence That Lasts
- Where Candidates Commonly Ask For Help
- Final Interview Day Practices
- Conclusion
- FAQ
Introduction
Short answer: The job interview question “what do you know about the job” (and its close variants) asks you to demonstrate preparation, match your skills to the role, and communicate why you are the right fit—quickly and with evidence. Answer it by combining company and role research with a concise skills narrative and a 30–90 day contribution plan that ties to measurable outcomes.
Many ambitious professionals feel stuck because they treat interview preparation as a checklist instead of a strategy. As an Author, HR and L&D Specialist, and Career Coach, I help clients turn surface-level preparation into a confident performance that moves hiring decisions in their favor. This post explains why interviewers ask this question, how to prepare thoroughly, and exact response frameworks you can customize for any role—plus practical tools and global mobility considerations for professionals pursuing careers across borders.
My main message: mastering this question is less about reciting facts and more about crafting a credible story that connects your real capabilities to the employer’s most pressing needs. Throughout this article you’ll get step-by-step processes, tested frameworks, and resources to build a repeatable interview playbook that fits career growth and international relocation goals.
Why Hiring Managers Ask This Question
The interviewer’s objective
When an interviewer asks what you know about the job, they are evaluating three things at once: your level of preparation, your ability to identify priorities, and your talent for translating knowledge into impact. Hiring is expensive. Recruiters need to know you’ll move quickly from learning to contributing. The way you answer reveals whether you understand the role’s core responsibilities, can spot immediate problems, and will be an effective communicator on day one.
Beyond surface-level knowledge
Some candidates treat this question as a chance to list buzzwords or recite content from the job description. That approach fails because it doesn’t answer the implicit question: “So what will you actually do when you join us?” Employers want to hear priorities, context, and early wins. They want candidates who can go from comprehension to action.
Signals hidden in the question
Your answer also signals soft skills: critical thinking, business acumen, and cultural fit. For international roles or assignments, the interviewer may be testing your understanding of how the job shifts in a different market or regulatory environment. Demonstrating awareness of those nuances shows maturity and global mobility readiness.
The Foundation: Research You Must Do Before the Interview
Company research that matters
Not all research is equal. Instead of compiling trivia, target information that helps you describe how the role interfaces with business outcomes. Look for three categories of insight: strategic priorities (growth initiatives, product launches), operational constraints (resource gaps, structure), and culture (leadership style, decision speed).
Spend time reading recent press releases, leadership blogs, and customer-facing pages. LinkedIn company posts and Glassdoor comments provide context for team dynamics. For international roles, expand research to include regional operations, local competitors, and regulatory impacts.
Role-focused analysis
Deconstruct the job description into obligations and outcomes. Convert responsibilities into performance statements: what success looks like and how it’s measured. For example, a line reading “manage user acquisition” becomes “increase qualified leads by X% while reducing cost per acquisition through targeted campaigns and A/B testing.”
Create a one-page role map: core responsibilities, primary stakeholders, typical deliverables, and key metrics. This becomes the backbone of your interview narrative.
Speak to the people who know
If possible, talk to current or former employees in similar roles. Use informational interviews to validate assumptions and learn the language the team uses. If you’re pursuing roles abroad, try to connect with local hires who can explain practical differences in the workplace.
Gather evidence from your background
As you research, collect matched examples from your past experience that demonstrate you can produce the same outcomes. This alignment is what turns a description of the job into a persuasive case for your candidacy.
Answer Frameworks: How to Structure Your Response
The Present–Past–Future structure
One reliable approach is to start with a brief present statement (why you’re excited), then show past achievements that align with the role, and finish by explaining your future contribution. This is concise and effective for most general interviewers.
Begin: one-line summary of your current role and why this job matters to you.
Past: two quick, specific examples demonstrating the skills required.
Future: a clear 30–90 day plan showing what you’ll do first and the value you’ll create.
The Problem–Action–Outcome alignment
Another strong structure flips the focus directly to the employer’s problems.
Problem: Explain the likely problem or priority for the role, grounded in your research.
Action: Describe how you would address it using concrete tactics.
Outcome: State the measurable result you would aim for in a defined timeframe.
This method is particularly useful in later-stage interviews where the hiring team is focused on immediate impact.
A persuasive sample narrative (template)
Use a practiced, flexible script that sounds natural and is easy to adapt to different roles:
- Short opening statement that shows you understand the role’s top priorities.
- One example that demonstrates a directly transferable skill.
- One example that shows cultural/operational fit.
- A short 30–60 day plan with a measurable first milestone.
Practicing this template gives you the confidence to answer variations of the question without sounding rehearsed.
The STAR Method: Structuring Behavioral Evidence
When your interviewer asks for examples tied to the job, use the STAR method to keep answers tight and compelling. Use the list below as a rehearsal checklist before interviews.
- Situation: Briefly set context.
- Task: Explain the objective you were responsible for.
- Action: Describe the specific steps you took.
- Result: Quantify the impact and tie it back to the role.
Using STAR ensures every story you tell supports the claim that you can handle responsibilities in the job they are hiring for. Practice three to five STAR stories keyed to common competencies for the role—leadership, problem solving, stakeholder management, and execution.
An Interview Preparation Roadmap (Action Steps)
- Map the role: create a one-page role map with outcomes and stakeholders.
- Research the employer’s priorities and stress points.
- Build three STAR stories aligned to top job responsibilities.
- Draft a 30–90 day contribution plan.
- Rehearse your Present–Past–Future script and adjust for different interviewers.
- Prepare a list of targeted questions that reflect your research and global mobility considerations.
- Run a mock interview with a coach or peer and iterate.
This roadmap turns preparation from a task list into a repeatable system you can apply to every opportunity, especially when balancing relocation or cross-border expectations.
Tailoring Answers for Different Interview Formats
Phone screens and recruiter calls
Phone screens are a screening tool. Use concise answers that hit the employer’s top concerns: ability to do the job, motivation, and cultural fit. Keep your role map handy and be ready to share a one-minute value pitch.
Panel interviews
Panel contexts require awareness of roles and people in the room. Address the questioner directly but scan the panel to engage others when relevant. Include a short stakeholder-focused sentence: “I’d partner with X to ensure Y.”
Technical interviews
When technical expertise is being assessed, be prepared to show depth. Move quickly from a high-level overview to a specific technical example that ties to the job’s tools and systems. Be transparent about knowledge gaps and how you fill them, such as certification plans or recent training.
Interviews for international roles
For roles that span countries or require relocation, include commentary about regulatory or market differences that might affect the role. Demonstrate that you understand cross-border stakeholder management and local market adaptations. Explain how your relocation timeline aligns with operational needs.
Common Mistakes and How to Avoid Them
Mistake: Overloading with facts
Some candidates equate preparation with a spill of facts. Prioritize relevance over volume. A compact answer that links one or two critical insights to your capability is more persuasive than a long list of unrelated details.
Mistake: Being overly vague
Vagueness suggests lack of preparation. Replace words like “help” or “support” with specific deliverables: “reduce churn by 10 percentage points” or “shorten onboarding time by 25%.”
Mistake: Ignoring cultural signals
Every company has a language and set of priorities. Mirror those signals in your examples and in how you describe impact. If a company emphasizes speed and iteration, speak to how you delivered quick, incremental wins rather than lengthy projects.
Mistake: Not preparing a plan
Hiring managers are hiring for replacement value. Without a credible 30–90 day plan, your answer feels theoretical. Include an early contribution you would make to prove you can execute.
Mistake: Failing to integrate global considerations
For mobile professionals, failing to address time-zone coordination, compliance, or vendor differences can create doubt. When relevant, fold in how you manage those complexities.
How to Build a 30–90 Day Plan That Hires You In
A strong 30–90 day plan shows you think in terms of outcomes, stakeholders, and learning. Keep it realistic and focused on measurable contribution.
Start with learning goals for the first 30 days: meet key stakeholders, understand systems, and audit current processes. In days 31–60, move to small experiments and quick wins—prioritize changes that demonstrate immediate value without requiring long approval cycles. In days 61–90, scale what works and formalize improvements.
Write the plan in three short paragraphs: Learn, Act, Scale. Use this plan sparingly in interviews—share it when asked about early contribution or when the interviewer wants specifics. The plan should be customizable for role and local conditions if the job crosses borders.
Preparing Evidence: The Documents and Tools That Make Answers Stronger
Two practical resources elevate any interview preparation: targeted templates that structure your examples, and a structured course that builds confident habits.
- If you want a ready set of practical formats for resumes, cover letters, and interview examples, download the free templates designed to save time and ensure clarity by using outcome-focused language and STAR-ready story templates: free resume and cover letter templates.
- For professionals who prefer a guided, habit-based approach to building interview readiness, a structured online course provides frameworks, practice routines, and feedback loops that accelerate readiness and reduce anxiety: enroll in a structured career course that teaches practical drills and confidence routines in real-world hiring scenarios structured career course for confidence.
Both resources are designed to support the practical, measurable preparations described in this article—use templates to structure evidence and a program to build the behavioral skills needed to deliver your answers with confidence.
Practice Techniques That Deliver Consistent Results
Practice with a purpose. Repetition alone is insufficient; rehearsal must include realistic pressure, feedback, and iteration.
Role-play with a peer or coach and record the session. Focus on pacing, clarity, and the strength of the evidence you use. Use timed responses to practice concise openings (30–60 seconds) and STAR stories (90–120 seconds). After each rehearsal, identify one micro-adjustment—an opening line, a metric to add, or a clearer link between skill and outcome. Iterate until those adjustments are automatic.
For professionals preparing to move internationally, include scenario practice: answering questions about remote collaboration, compliance constraints, or time-zone planning. Practicing with someone familiar with the target market is especially valuable.
Communicating When You Don’t Know
When you genuinely lack a specific fact
Honesty plus a plan is the best response. Briefly acknowledge the gap, then pivot to what you would do to get up to speed and, if possible, offer a relevant transferable example.
Example structure: “I haven’t worked with that specific platform, but here’s how I’d get operational quickly: I would complete an audit, identify quick wins, and pair with a subject-matter expert to fast-track adoption. In a past role, I learned a similar tool in three weeks and delivered a project that reduced processing time by 18%.”
When the role is ambiguous
If the job description is vague, use the interview to clarify. Frame your answer by stating assumptions, then propose priorities and early milestones. This demonstrates leadership and practical judgment.
Integrating Career and Global Mobility Goals
Your interview answers should reflect your broader career and life plan when relevant. If relocation or international work is part of your motivation, clearly state how this role fits that plan and what specific strengths you bring for cross-border success: previous expatriate assignments, language proficiency, regulatory knowledge, or supplier networks.
For hiring managers, mobility is a risk. Reduce perceived risk by showing practical readiness: relocation timeline, local compliance considerations, and stakeholder mapping for the new market. These elements are not anecdotes—they’re operational assurances that you’ll be effective quickly.
If you want tailored support to design a career strategy that includes international mobility, consider a personalized session where we map your career objectives and relocation plan together. You can schedule a discovery call to explore how to align your interview strategy with long-term global goals.
Negotiation and Salary Talk That Follows the Answer
After you’ve shown fit for the role, salary and logistics often follow. Don’t pre-empt salary questions with unrealistic numbers. Instead, be prepared with market ranges grounded in research for the role and location. For global positions, factor in local cost of living, tax differences, and relocation support.
A good formula: state a researched range, emphasize flexibility for the right role, and ask about total compensation elements that matter to you. Framing salary negotiations as a mutual value exchange—what you will deliver in measurable terms—keeps the conversation constructive.
Common Variations of the Question and How to Respond
Hiring managers use many forms of this question. Below are common variants and brief tactical responses:
- “What interests you about this role?” — Tie one or two personal motivations directly to role outcomes and culture signals.
- “What do you know about our team?” — Focus on team goals and how you would integrate with specific stakeholders.
- “Why this job at this company?” — Connect company strategy to your skills and how you’ll help achieve the next milestone.
- “What can you bring to this position?” — Offer two concrete capabilities and a recent outcome that proves them.
The through-line is the same: match your evidence to the job’s priorities and show immediate steps you would take.
When to Use Stories Versus Metrics
Both qualitative stories and quantitative results matter, but the best answers combine them. Use a story to provide context and the metric to prove impact. In early conversations, a compact narrative with a single metric is usually sufficient. In technical interviews, have detailed metrics ready with supporting steps on how you achieved them.
If you lack direct metrics, use qualitative milestones that show progression: process improvement, stakeholder endorsements, or program adoption rates. The goal is to provide credible signals of impact.
How to Convey Cultural Fit Without Saying “Culture Fit”
Rather than claiming you “fit” the culture, demonstrate behaviors that match the company’s values. If a company values collaboration, describe a cross-functional project you led and the specific steps you took to foster consensus. If speed and iteration matter, describe how you deployed a minimum viable change, measured results, and iterated.
Use the language found in the company’s public content to mirror priorities—this signals attentiveness and alignment without empty platitudes.
When to Use a Coach or Course
Serious interviews require both knowledge and performance. Individuals who benefit most from coaching or a structured program are those who:
- Have important interviews with international or high-visibility roles.
- Need to shift presentation style or grow confidence quickly.
- Are right-skilled for the role but struggle to translate experience into persuasive interview narratives.
If you want a structured practice routine and skill-building roadmap, a guided program provides drills, feedback, and habit-based confidence work that shortens preparation time and improves clarity: consider joining a proven career confidence program that focuses on interview performance and sustainable habits career confidence program.
Preparing for Follow-up and Red-Flag Questions
Interviewers probe consistency. After you answer the “what do you know” question, be primed for follow-ups: “How would you handle X?” or “Tell me about a time when Y happened.” Keep your role map and STAR stories adjacent so you can pivot smoothly between strategy-level thinking and tactical examples.
If challenged on a gap, own it, explain the concrete steps you will take to bridge it, and provide a related success story that shows your learning agility.
Practical Checklist Before the Interview
Use a short final checklist on the day before and the morning of your interview: confirm the role map, rehearse two STAR stories, finalize your 30–90 day plan, verify tech and virtual setup, and prepare three high-quality interviewer questions. Keep this checklist lean—clarity beats last-minute cramming.
If you want structured templates for examples and role maps to save time, grab the practical set of tools that include formatted story templates and role planning pages: free resume and cover letter templates.
How to Follow Up After Answering the Question
After you answer, use a short transition to invite a deeper question: “If you’d like, I can walk through a specific example of how I delivered similar results,” or “Would you like me to outline a 30–60 day plan in more detail?” This shows you’re ready to engage and clarifies the interviewer’s level of interest.
A thoughtful follow-up email after the interview should reference a point you raised and include one concrete addition: a link to a short summary of your 30–90 day plan or a concise one-page example of past impact emailed as a PDF.
Building Interview Confidence That Lasts
Confidence grows from a combination of preparation, practice, and habit. Build a weekly routine that includes research, story rehearsal, and a short reflection after each interview. Over time this creates a bank of reusable, refined stories and a stable mental model for approaching any interview question.
If you want a personalized roadmap to systemize this routine and align it with international career goals, you can schedule a discovery call to design a plan that fits your timeline and objectives.
Where Candidates Commonly Ask For Help
Candidates seek assistance with translating technical accomplishments into business outcomes, building confidence for panel interviews, and aligning career moves with relocation logistics. Coaching accelerates this work by identifying the high-leverage narrative shifts and the practice patterns that make confident answers automatic.
If you want tailored help mapping interview strategy to a relocation or international career move, book a discovery conversation and we’ll co-design a roadmap that integrates career advancement with mobility planning: schedule a discovery call.
Final Interview Day Practices
On the interview day, rely on a few calm rituals: review your role map, skim the company’s latest news, rehearse your opening pitch aloud, and set an intention for the conversation (e.g., “Show how I’ll create value in the first 60 days”). Use breathing techniques to regulate nerves and remember that clarity beats perfection.
Conclusion
Answering “what do you know about the job” is a strategic performance, not a trivia test. The most persuasive candidates combine focused role research, clear evidence using the STAR method, and a practical 30–90 day plan that shows how they will contribute from day one. Use the Present–Past–Future or Problem–Action–Outcome frameworks to structure responses, practice under realistic conditions, and integrate global mobility considerations when applicable.
If you want help designing a personalized interview roadmap that aligns career progression with international opportunities and builds long-term confidence, book a free discovery call to create a step-by-step plan tailored to your goals: book a free discovery call.
FAQ
Q: How long should my answer to “what do you know about the job” be? A: Aim for 60–90 seconds for an initial answer: a quick role understanding, two brief STAR-backed claims, and a one-line 30–60 day plan. If the interviewer wants more detail, they will prompt you for it.
Q: What if I don’t have direct experience with a core responsibility? A: Be honest about the gap and immediately show transferability: describe a similar situation, the steps you took, and the measurable result. Then explain your rapid learning plan for the specific skill.
Q: Should I mention relocation or visa needs in the first interview? A: If the role explicitly involves relocation or international work, acknowledge readiness and timelines when asked about logistics. If the interviewer doesn’t bring it up, wait until the offer stage or a later conversation unless the job ad specified relocation as a requirement.
Q: Can templates and courses really improve interview outcomes? A: Templates help structure evidence and save time; courses and coaching accelerate behavioral change through feedback and practice. Use templates to organize your stories and consider guided training to build consistent performance under pressure.
