Let’s be honest: preparing for an interview isn’t rocket science, but it’s also not the Disney story of “just be yourself” and everything will flow. Sometimes being yourself is exactly what gets you rejected (imagine if “yourself” is someone who hates getting up early). This guide comes from my own mistakes, errors I witnessed, and a few common-sense notes many forget. Ten points, each detailed, because detail matters. Read them all or skip to the ones that hurt most. Personally, I’d take them little by little, like a coffee after lunch.

1. Start by reading the job posting as if it were an exam you need to pass

Who hasn’t done this: you get called to an interview and spend more time thinking about whether to wear a tie than reviewing the job posting. And it turns out the whole syllabus was there, clear as day. I once went to an interview for a “content writer” role and, once seated, they asked: “what’s your experience with SEO optimization?”. Silence. It was in the posting. I hadn’t seen it. I was halfway out the door within five minutes.

Reading a posting sounds obvious, but the trick is to read it like you’re studying it. Highlight verbs, spot patterns. Do they say “manage weekly KPIs”? That’s not filler: they expect numbers discipline, regular reporting, maybe boring Excel tables. If they ask for “storytelling skills” in a data role, they want someone who can turn numbers into meaningful stories, not just crunch them.

Note down three or four sentences from the posting and ask: “what example can I share that responds to this?”. If none come to mind, you’re in the red. For a practical reminder, here’s a useful and digestible guide from The Muse. Millions use it—fine, that’s no problem.

And watch out for “synonyms” that aren’t. “Lead a team” isn’t always the same as “coordinate a team”. In one, they expect a leader; in the other, a facilitator. Don’t confuse a history test with a math exam.

2. Research the company as if you were auditing it

If I say “hotel”, you might think reception and breakfast. But a hotel group is much more: international marketing, global financial operations, IT teams holding reservations. I knew a candidate who said in an interview: “You only have this one hotel in Madrid, right?”. They had twenty across the globe!

Researching a company today costs nothing. You’ve got Google, LinkedIn, press notes, even employee complaint forums. Some exaggerate, sure, but you can still sniff the company’s climate. Are they growing? Downsizing? Experimenting with AI? If you bring these insights, you show genuine interest—not because you say it, but because you ask the kind of questions nobody improvises. Example: “I saw you recently launched a product in Portugal, how is it being received so far?” That leaves an impression.

As recommended by TopResume, don’t just parrot the mission and vision. Connect it: that market expansion, that project—how does it resonate with something you’ve already done? It must sound lived, not like a PowerPoint presentation.

3. Prepare concrete examples with the STAR technique

Which is stronger—saying “I’m resourceful” or telling a story: “when our system crashed during the holiday campaign, I built a manual Excel report to keep sales going and saved clients”? Exactly. The second sticks.

The STAR method (Situation, Task, Action, Result) helps shape these answers. It forces you to tell a story, not just adjective bomb. Stories are remembered. “I’m organized” = blank. But if you say: “when managing three projects (Situation), I had to block my week carefully (Task), set up routines with alarms (Action), and delivered three deadlines without burning out the team (Result)” = positive note.

It doesn’t have to be drama. Even humble real stories work. For example: “we got delayed and I learned to never underestimate review time”. That says more than a thousand hollow adjectives. For more practical ideas, check this article at Glassdoor.

4. Anticipate difficult questions

The classic one everyone hates? “What’s your biggest weakness?”. I’ve been asked 20 times. Sometimes I answered silly things like “I work too hard”—I was embarrassed to say the truth. Eventually I learned they don’t care about the flaw itself, but how you recognize and manage it.

Today I’d say: “I can be impatient when things move slowly, but I’ve learned to adjust expectations and plan milestones in long projects.” Not perfect, but real. Lying or dressing it up as a strength (hello, “I’m a perfectionist”) is boring.

Another tricky one: “Why did you leave your last job?”. Careful—badmouthing your boss = bad for you. The elegant move is neutral: “I wanted projects with more impact” or “I looked for a less hierarchical environment.” Even if, yes, there was drama. Keep that for yourself.

5. Check your body language (even if you’re a bundle of nerves)

Brutal truth: I’ve rejected strong CVs just for body language. One guy walked in slouched, avoided eye contact, dumped his backpack carelessly. Bad point. Another went the other extreme: constant nervous smile, hands flailing like a windmill. Also bad.

Formula? Awareness. Not faking, but practicing posture. Straight back, steady eyes, hands visible. Weird to practice in the mirror or record yourself? Maybe—but it works. I once recorded myself and saw my foot going crazy under the table. Had no idea. Better to fix it before distracting the recruiter.

6. Ask smart questions yourself

When it’s your turn to ask, many freeze. Wrong. That’s your moment to prove interest. Don’t make salary your first line. Instead: “I read you’re testing flexible remote work, how do you apply it in this department?”.

Another good one: “If I started tomorrow, what would be the first month’s priority?”. Rare question that disarms interviewers—and shows you’re already picturing yourself inside.

More fresh question ideas can be found here at Rutgers-Camden Career Center, with examples that don’t sound like a manual.

7. Mind your presentation, but don’t obsess with fashion

Context matters. I once went to a creative agency interview in a formal suit, thinking “good impression”. Result: I looked like a notary among sneakers. On the other side, in finance, a collarless T-shirt = self-sabotage.

Pro tip: check employees’ LinkedIn profiles or corporate photos. That shows real “dress code”. Adapt, but don’t disguise yourself. Nothing worse than feeling uncomfortable in your own clothes. It distracts, kills authenticity. Always neat and appropriate. No need to spend a fortune; simple clean outfits work.

8. Arrive early, but not an hour early

Overcorrecting is real. Nobody wants to be late, but showing up 45 minutes early is awkward. Better: be at the door 15 minutes before. Enough buffer for subway delays, but not statue time in reception.

DIY tip: do a trial run the day before. See the building, entry, receptionist spot, traffic. That rehearsal saves nerves. And keep the contact’s phone handy—sometimes life happens.

9. Adapt your speech to the interviewer

A systems engineer won’t ask the same as HR. Talking jargon at HR = lost. Talking only values with a technical manager = empty.

Example: financial interviewer → highlight cost-saving and numbers forecasting. Creative manager → highlight how your reports fuel campaigns. Same achievement, framed differently. Not manipulation, just communication.

I recall a brilliant candidate explaining programming frameworks to a marketing lead for 10 minutes. She got annoyed. He could’ve just said: “I automate reports so the team gets insights faster”. That would’ve won her.

10. Do a mini debrief afterward

Never did this early in my career—big mistake. After an interview, you want to forget, breathe, move on. But that’s the moment to jot down: what got asked? What did I improvise well? Where did I stumble? What face did they make at my answers? That reflection, even as phone notes, turns into gold by the third interview. You see patterns, improve delivery, gain confidence.

And yes, you can (politely) ask for feedback. Half won’t reply. But when they do, it’s pure value. “We liked you but needed more experience in X.” Not consolation, but focus. As highlighted by Indeed, continuous learning is what upgrades a candidate from “good” to “unbeatable” over time.

That’s it. Ten steps, plenty of stories. Not magic formulas, not false promises. But if you apply them, your “interview version” will be much stronger than the one improvising. And that, in the end, matters much more than luck.