1. What can you tell us about yourself?

This question can appear in several forms, such as: "Tell us something about yourself that isn't in your CV." / "Please describe yourself in a few words." etc. It's usually the most important question because it breaks the ice, sets the tone of the discussion and, most importantly, GENERATES CONTROLLED QUESTIONS. More specifically, when we talk about ourselves, we prompt the interviewer to ask questions based on our answer.

Response strategy: The strategy I recommend is the elevator pitch (link provided). Example: "I'm Alin, I graduated from University X, I worked at companies a, b, c, holding the position of…, and what I want in the future is to lead a team." In most cases, the person asking the questions controls the conversation — but by using this strategy, I expect the follow-up questions to focus on what I just shared, allowing me to use exactly what I prepared beforehand and, effectively, shift control of the conversation (much like politicians who give speeches that intentionally generate specific press questions).

Tip for candidates: Prepare an elevator pitch and try to recall your past experience through concrete phrases that demonstrate authenticity (and align with your CV). It will make the conversation much more relaxed.

2. Where do you see yourself in 5 years?

We call this the "cliché question," simply because it sounds counterintuitive — if I knew the answer, I'd play the lottery more often. In reality, it's about motivation and goals. It can be rephrased as: "What motivates you?" / "What do you want in the future?" / "What are your professional goals?" etc.

Response strategy: I was once a candidate myself, and when I got this question I thought a bible would appear and I'd have to swear I wouldn't leave the company within 5 years. I was wrong. What actually matters are your goals and the steps you plan to take to achieve them. In a recruiter's mind, it's simple: if this candidate has no goal or plan for themselves, how could they have a goal for our company?

Tip for candidates: I recommend giving an answer that aligns with what you said in question one. Example: "I want to lead a team, either at this company or another. My goal remains the same: to understand processes as well as possible, achieve positive results, and be able to help those around me." Half of this answer was already mentioned in the first question.

3. What is your biggest weakness?

This question also appears as: "What would you improve about yourself?" / "If there were one thing you'd change about yourself, what would it be?" etc. If the previous question was a cliché, here we have the cliché answer from candidates: "Being very detail-oriented, I sometimes lose sight of the bigger picture." In reality, the recruiter wants to understand how self-aware you are and whether you're actively working on self-improvement.

Response strategy: The logic behind the cliché answer is partly correct, but a recruiter gets tired of hearing the same answer from multiple candidates — likely a side effect of the countless "ideal interview answers" websites out there.

Tip for candidates: Every weakness can also have positive sides. That's why you won't be penalized for your weaknesses, but for a lack of authenticity. Example: "I find it hard to work under pressure, which is why I try to complete tasks ahead of time. That said, I'm working on this by playing basketball, where I have to make quick decisions under pressure from opponents."

4. What is your greatest strength?

A mirror image of the previous question, but with a different response strategy. Most of us start self-promoting. I don't think that's necessarily wrong, but I'd like to suggest something different.

Response strategy: Praise others — especially the help they've given you. Example: "My greatest strength is bringing people together. I've been lucky to work with positive people and professional managers who taught me how to build a cohesive team."

Tip for candidates: Adapt the strategy to your own reality and goals. In this example, the answer connects back to the first two questions. I'd advise taking the same approach to validate the intentions you expressed in your earlier answers.

5. Give me an example of a time you worked in a team.

Most interviews include questions that test your ability to integrate and collaborate. You might encounter phrasing like: "Tell me about a difficult situation you resolved as a team." / "Give me an example of a task you completed as a team." etc.

Response strategy: This calls for a methodical approach: a real example that includes a situation, a plan, and a concrete outcome. Example: "We were a team of 5 people, 2 were on leave, so we had to handle the remaining work as 3. Normally, each of us owned a task end-to-end. In this case, we split each task into thirds: one person started it, set the direction, and completed roughly 30%; the second continued it almost to completion; the third finished, tested, validated, and delivered it."

Tip for candidates: A real situation matters more than any impression you think the interviewer is forming. I know there will be doubts — "Was what I shared enough?" / "Did it make sense to the interviewer?" The answer is simple: if it's real and authentic, it checks every box.

You may not have realized it, but what I've done above is simulate an interview — not intentionally as a goal, but certainly as a consequence of the structure created. As you've noticed throughout, authenticity and clarity are the foundational pillars. The rest is positioning and preparation before the interview.

My view is that all other interview questions stem from these five. I encourage you to use what I've written above to prepare. I'm very curious — what other questions have you encountered at interviews? Leave them in the comments and let's try to answer them together!