Top 30 Most Common Entry Level Interview Questions You Should Prepare For
What are the top behavioral interview questions and how should I answer them?
Direct answer: Behavioral questions ask for past examples to predict future performance — use the STAR (Situation, Task, Action, Result) structure and keep answers concise.
Behavioral questions are central for entry-level interviews because hiring managers want evidence of soft skills and problem-solving even when you lack long job history. Common behavioral prompts include conflict resolution, teamwork, leadership, handling failure, and time management. Below are high-impact behavioral questions with quick STAR coaching and short sample responses you can adapt.
Tell me about a time you resolved a conflict at work or school.
STAR tip: Emphasize listening, compromise, and outcome.
Sample: “In a group project (S), I was tasked with coordinating research (T). I scheduled a meeting, delegated tasks based on strengths (A), and we completed on time with a strong grade (R).”
Describe a time you took initiative.
STAR tip: Show motivation and measurable impact.
Sample: “When club attendance fell (S), I proposed a guest speaker series (T), organized logistics (A), and attendance rose 35% (R).”
Give an example of when you failed and what you learned.
STAR tip: Be honest, focus on lesson and change.
Sample: “I underestimated research time (S/T), missed a milestone (A), and now I build buffer days and communicate earlier (R).”
Tell me about a time you worked on a team.
STAR tip: Highlight roles, collaboration, and results.
Sample: “As part of a marketing class (S), I coordinated social posts (T), aligned messaging with teammates (A), and our campaign reached 2x the expected engagement (R).”
Describe a time you made a difficult decision.
STAR tip: Explain your reasoning and trade-offs.
Sample: “I chose to reassign tasks to balance workload (S/T), discussed openly with peers (A), and project quality improved (R).”
Share an example of when you met a tight deadline.
STAR tip: Show prioritization and time management.
Sample: “A last-minute client brief arrived (S), I re-prioritized tasks and worked extra hours (A), delivering on time and satisfying the client (R).”
Tell me about a time you handled constructive criticism.
STAR tip: Demonstrate growth mindset.
Sample: “A professor critiqued my draft (S), I asked clarifying questions and revised (A), grade improved and I applied feedback afterward (R).”
Describe a time you overcame a challenge.
STAR tip: Focus on process and resilience.
Sample: “When a teammate dropped out (S), I redistributed work and simplified scope (A), and we completed the project successfully (R).”
Share an instance where you had to learn quickly.
STAR tip: Highlight resources you used and outcome.
Sample: “For a lab assignment (S), I taught myself new software (A) and contributed effectively to the analysis (R).”
Give an example of when you demonstrated leadership.
STAR tip: Leadership can be formal or situational — describe influence.
Sample: “I led study sessions (S), organized schedules (A), and overall class performance improved (R).”
Takeaway: Prepare 4–6 STAR stories you can adapt to multiple prompts; clarity and quantified results boost credibility.
(For a larger list of behavioral prompts and detailed sample answers, see Big Interview’s behavioral question bank and The Muse’s examples.)
Sources: See full question lists and sample answers from Big Interview and The Muse for additional practice and variations.
Which general questions should I expect in an entry-level interview?
Direct answer: Expect a mix of “tell me about yourself,” motivation, strengths/weaknesses, and role-fit questions that test communication and culture fit.
Hiring managers commonly open with broad questions to assess your communication and priorities. Prepare concise, targeted answers that tie your background to the job. Here are common general questions and how to frame them:
Tell me about yourself. — 60–90 second elevator pitch: education, most relevant experience or project, why this role.
Why do you want this job/company? — Connect values, mission, and specific aspects of the role to your goals.
What are your strengths? — Pick 2–3 relevant strengths with quick examples.
What are your weaknesses? — Use a real, fixable area and show improvement steps.
Where do you see yourself in 3–5 years? — Be realistic and show ambition aligned with role trajectory.
Why should we hire you? — Summarize fit: skills, culture, and eagerness to learn.
Do you have any questions for us? — Ask about team, success metrics, and next steps.
Tip: Practice crisp versions of each answer and tailor them to the job description. Recruiters value preparation and clarity over long-winded stories.
Sources: The Muse provides model answers and phrasing you can adapt for entry-level interviews.
Takeaway: Prepare short, targeted answers that consistently connect back to the role and your ability to grow.
How do I use the STAR method to structure strong interview answers?
Direct answer: STAR stands for Situation, Task, Action, Result — use it to tell concise, evidence-based stories that highlight your impact.
Situation: Brief context (one sentence).
Task: What you needed to accomplish.
Action: Specific steps you took — focus on “I” not “we.”
Result: Quantifiable outcome or clear lesson.
Breakdown:
Situation: “In my final project, our team lacked a clear plan.”
Task: “I needed to create a timeline to meet deliverables.”
Action: “I drafted a schedule, assigned roles, and held weekly check-ins.”
Result: “We delivered on time and earned an A; team members reported improved coordination.”
Example (STAR applied):
Too much context, not enough action.
Vague results — quantify when possible.
Using “we” throughout; highlight your role.
Common mistakes to avoid:
Practice tip: Draft 6–8 STAR stories across themes (teamwork, leadership, failure, initiative, time management, problem-solving). Memorize bullet points only; stay conversational.
Sources: For behavioral frameworks and sample applications, review SJSU iSchool and UVA’s behavioral interview guidelines.
Takeaway: STAR turns anecdotes into persuasive evidence — practice concise application and measurable outcomes.
What are the most common interview rounds and formats for entry-level roles?
Direct answer: Entry-level processes typically include a phone screen, one or two virtual or in-person interviews, and sometimes an assessment or coding test.
Application review and recruiter phone screen — screens fit and interest.
First-round interview — may be behavioral or technical via video or phone.
Final round — with hiring manager, team members, or panel; deeper questions and culture fit.
Assessments — skills tests, coding challenges, or situational judgment tests for some roles.
Offer and background/reference checks.
Typical stages:
Phone screens focus on resume highlights and availability.
Video interviews reward clear audio, neutral background, and eye contact.
Onsite/final interviews often include behavioral and situational problems, and sometimes a case or task.
What to expect:
Phone: concise talking points and questions.
Video: test tech, frame camera at eye level, dress professionally.
Task-based: practice with timed exercises and mock scenarios.
Preparation for each stage:
Takeaway: Map your preparation to each stage — short answers for screens, prepared STAR stories for rounds, and practice tasks for assessments.
What skills and qualifications do employers look for in entry-level candidates?
Direct answer: Employers prioritize communication, teamwork, problem-solving, adaptability, and role-specific technical basics.
Soft skills: Provide concrete examples showing collaboration, communication, and initiative.
Transferable skills: Highlight internships, school projects, volunteer work, or part-time roles where you used relevant skills.
Technical skills: List tools and basic proficiency relevant to the role (e.g., Excel, Python, Adobe Suite).
Certifications or coursework: Mention relevant courses or projects that demonstrate capability.
How to present them:
Show outcomes from academic projects (grades, presentations, deliverables).
Tie volunteer leadership to team and time management skills.
Emphasize quick learning, curiosity, and relevant tool exposure.
Examples of how to frame lack of formal experience:
Sources: University HR and nursing career pages detail scenario-based skill questions and how to demonstrate competencies; see Rutgers and UVA HR for sample prompts you can practice.
Takeaway: Translate non-work experiences into evidence of skills; prepare brief stories that show how you’ll add value.
What’s the best way to prepare for an entry-level interview?
Direct answer: Combine company research, role mapping, practice (mock interviews), and a checklist to cover logistics and content.
Research the company: mission, products, recent news, and culture.
Map the job description to your experiences: pick examples for each required competency.
Prepare 6–8 STAR stories and short answers for general questions.
Practice mock interviews (with friends, mentors, or platforms).
Prepare thoughtful questions for the interviewer.
Plan logistics: route, tech checks, attire, documents.
Post-interview: send a thank-you note and note areas to improve.
Step-by-step checklist:
Record video answers to refine nonverbal cues.
Time your answers to stay within 1–2 minutes for behavioral responses.
Use feedback loops from peers or mock interview tools to iterate.
Practice techniques:
For AI-enabled practice and structured feedback, candidates increasingly use platforms that simulate interview conditions and provide instant analysis.
Sources: Big Interview and The Muse offer structured preparation advice and practice question banks to build confidence and polish delivery.
Takeaway: Preparation reduces anxiety — practice deliberately, focus on alignment with the role, and iterate on feedback.
How should I present my resume, explain gaps, and make a strong first impression?
Direct answer: Be honest, concise, and proactive — frame gaps as learning or relevant activities and make a positive visual and verbal first impression.
If asked about gaps, explain briefly and highlight constructive activities (courses, volunteer work, freelance, caregiving) and skills gained.
When discussing internships, describe responsibilities and measurable results.
Avoid long excuses — pivot quickly to what you learned and how it prepares you for the role.
Resume conversation tips:
Dress slightly more professionally than company standard if unsure.
Arrive early (virtual: log in 10–15 minutes before); have materials ready.
Use confident body language — eye contact, upright posture, and a calm tone.
First impression tips:
Typos and vague bullet points — use action verbs and metrics.
Overly long resumes — keep to one page for entry-level.
Generic resumes — tailor keywords to the job description.
Common resume mistakes to avoid:
Takeaway: Control the narrative: brief, confident explanations plus tailored resume bullets make a strong first impression.
How should I follow up after an interview and approach negotiation for an entry-level offer?
Direct answer: Send a prompt, personalized thank-you message; for negotiations, research market rates and focus on total compensation and growth opportunities.
Thank-you note within 24 hours: reference a specific topic you discussed and reiterate enthusiasm.
If you don’t hear back in the stated timeframe, follow up politely after 5–7 business days.
Post-interview follow-up:
Research salary ranges for the role and location using reliable sources.
Consider total compensation: benefits, learning opportunities, signing bonuses, and growth paths.
Negotiate respectfully: express enthusiasm, explain market research, and ask if there’s flexibility in salary or signing bonus.
If employer can’t move on salary, ask about early performance reviews or professional development support.
Offer negotiation (entry-level guidance):
Takeaway: Follow-up shows professionalism; negotiation is normal — approach it informed, polite, and flexible.
How do I handle difficult questions or moments during an interview?
Direct answer: Stay calm, pause to think, use structured frameworks, and be honest when you don’t know an answer.
“Why should we hire you?” — Summarize one strength, one relevant experience, and your eagerness to learn.
“I don’t know the answer.” — Say: “I haven’t encountered that before, but here’s how I’d approach finding a solution…” and outline a clear problem-solving process.
“Tell me about a failure.” — Briefly describe the situation, what you learned, and the change you implemented.
Salary questions early in process — Provide a range based on research or politely defer: “I’d like to learn more about the role and responsibilities before discussing numbers.”
Stress or rapid-fire questions — Breathe, ask for a moment if needed, and answer succinctly.
Common difficult scenarios and scripts:
Prepare a default refrain for unknowns: analyze, propose, and offer to follow up.
Use the STAR method even for quick negative scenarios: show growth.
Practicing de-escalation techniques:
Sources: Rutgers Nursing and UVA HR materials outline effective approaches to tough behavioral questions and failure narratives.
Takeaway: Prepared frameworks and calm, honest responses turn difficult moments into opportunities.
How can I tailor my preparation to specific entry-level fields (tech, marketing, operations)?
Direct answer: Identify the core competencies for each field and prepare a mix of technical basics and role-relevant examples.
Tech: Practice coding fundamentals, data structures, and 30–60 minute live-coding problems; prepare a short explanation of projects and trade-offs.
Marketing: Bring campaign results, analytics familiarity, and creative problem-solving examples; showcase social metrics or class projects.
Operations/Logistics: Demonstrate process improvements, time management, and quantitative reasoning; discuss project workflows.
Finance/Accounting: Be prepared for basic technical questions, Excel proficiency, and case-style problem solving.
Customer-facing roles: Role-play customer scenarios, emphasize empathy and conflict resolution stories.
Field-specific tips:
Use mock technical interviews or practice platforms for timed exercises.
Build a portfolio (projects, campaign samples, code repo) and reference it during interviews.
Practice resources:
Takeaway: Match examples to the competencies hiring managers seek; show practicality and ability to learn quickly.
How many interview questions should I prepare and how can I practice efficiently?
Direct answer: Prepare 6–8 STAR stories, 5–7 concise general answers, and 10–15 role-specific questions; practice in timed, realistic settings.
Week 1: Identify role competencies and collect stories.
Week 2: Draft STAR answers and refine results with metrics.
Week 3: Do mock interviews (video or live) and time your delivery.
Week 4: Iterate on feedback and prepare logistics.
Efficient practice plan:
Self-recorded videos for nonverbal feedback.
Peer mock interviews for conversational flow.
Platform-based mocks for scenario variety and AI feedback.
Mock formats:
Sources: Big Interview and The Muse recommend structured practice and repetition to build fluency and reduce filler words.
Takeaway: Quality beats quantity — polished stories and regular feedback create reliable, confident answers.
How Verve AI Interview Copilot Can Help You With This
Verve AI acts like a discreet, real-time coach — analyzing the interview prompt, suggesting STAR-structured phrasing, and calming pacing so you stay articulate and concise. Verve AI offers context-aware hints (e.g., when to add a metric or shorten an example), quick phrasing suggestions, and breathing cues to manage stress during live interviews. Use Verve AI Interview Copilot to get in-the-moment feedback, refine answers on the fly, and build consistency across rounds.
What Are the Top 30 Entry-Level Interview Questions You Should Practice?
Direct answer: Below are 30 common questions grouped by category — prepare concise answers and pair each with a STAR story or evidence point.
Tell me about a time you resolved a conflict.
Describe a time you took initiative.
Give an example of when you failed and what you learned.
Tell me about a time you worked on a team.
Describe a time you had to meet a tight deadline.
Share an example of when you had to learn quickly.
Tell me about a time you received constructive criticism.
Describe a situation where you had to handle ambiguity.
Give an example of when you led a project or task.
Tell me about a time you improved a process.
Behavioral (STAR-ready)
Tell me about yourself.
Why do you want this role/company?
What are your strengths and weaknesses?
Where do you see yourself in three years?
Why should we hire you?
What motivates you?
How do you prioritize tasks?
General / Fit
How do you handle stress?
Describe a technical task or coursework project.
How would you approach [role-specific problem]?
Explain a time you used data to inform a decision.
How do you handle customer complaints or difficult stakeholders?
Skills & Scenarios
Are you willing to relocate or travel?
What is your availability?
Do you have any commitments that would affect the job?
Process & Logistics
Do you have any questions for us?
What are your salary expectations?
When can you start?
How do you evaluate success in a role?
How would you handle a task outside your job description?
Closing & Negotiation
Practice tip: Pair each question with a succinct bullet answer and one STAR story that fits multiple prompts.
Takeaway: Cover these 30 questions, prioritize STAR stories, and rehearse until answers are clear but not memorized.
What Are the Most Common Questions About This Topic
Q: Can I use the same STAR story for multiple questions?
A: Yes — adapt the emphasis to the question while keeping the core example intact.
Q: How long should a STAR answer be?
A: Aim for 45–90 seconds; be concise and highlight one result or lesson.
Q: Should I disclose salary expectations in first interview?
A: It’s fine to give a researched range or defer until you know more about responsibilities.
Q: How do I handle a question I can’t answer?
A: Admit you don’t know, outline how you’d find a solution, and offer a related example.
Q: Is it okay to use school projects in answers?
A: Absolutely — well-documented projects show relevant skills and results.
Q: How many STAR stories should I prepare?
A: Prepare 6–8 versatile stories covering teamwork, failure, initiative, and leadership.
(Each answer is concise and intended for quick reference during prep.)
Quick Prep Resources and Next Steps
Direct answer: Use curated question banks, mock interviews, and company research — practice aloud and collect feedback.
Build a one-page “cheat sheet” with your 6–8 STAR stories and role-specific keywords.
Schedule 3 mock interviews before real interviews: one peer, one mentor, one timed platform.
Record a 60–90 second elevator pitch and refine to 30–60 seconds for openings.
Keep a running log of interview questions and interviewer feedback to iterate.
Recommended actions:
Big Interview’s behavioral question collection for practice prompts and sample answers.
The Muse for model replies and phrasing techniques.
SJSU iSchool and Rutgers Nursing for scenario-based behavioral examples and frameworks.
UVA HR for behavioral question sets and competency mapping.
Helpful sources for deeper practice and sample questions:
Takeaway: Combine structured practice with feedback and iteration — track progress to build confidence.
Conclusion
Recap: The most effective entry-level interview preparation blends STAR-crafted stories, role-specific skill examples, and consistent practice across likely stages. Focus on 6–8 high-quality anecdotes, tailor answers to the job description, and rehearse in realistic conditions. Preparation and structure build confidence — and help you respond clearly under pressure. Try Verve AI Interview Copilot to refine delivery, get real-time prompts, and feel prepared for every interview.