Behind Every ‘Tell Me About Yourself’: What Interviewers Really Want

You walk into the meeting room, your palms are slightly sweaty, you try to smile but your mind is racing: “Will they like me? Will I say something wrong?”

It is one of those moments when preparation, communication and confidence come together, and too often things go awry simply because we overlook the basics. Good interviews do not just happen; they are made.

Why Interviews Still Matter, Even in a Digital Age

With AI screening, online assessments and automated matching tools increasingly part of hiring workflows, it may seem that human interviews have lost their edge.

In practice, interviews remain the core moment when people meet people, not just skills and qualifications.

They allow employers to assess cultural fit, trust, motivation and how candidates respond in real time.

Research shows that beyond technical competence, human judgement in interviews captures subtleties that algorithms may miss.

For many firms, virtual or automated pre-screens help filter large applicant volumes, but final hiring decisions still hinge on direct conversation and observation.

First, Know What You Are Trying to Find Out

Interviews work best when both sides are clear on purpose.

As I tell clients at Inspire Ambitions, a job interview is a two-way diagnostic: employers validate capability, motivation and cultural fit, while candidates test whether the work, team and growth path align with their goals, including the realities of relocation and global mobility.

Start by deciding what you need to learn, then match your approach to the format in front of you, whether behavioural, technical, panel or a conversational video call.

When you frame the conversation this way, every answer becomes targeted evidence and every question helps you judge true fit so you can make confident and practical choices about your next move abroad.

Be Ethical and Respectful from the Start

Though it might sound obvious, ethical interviewing is sometimes neglected.

Respecting dignity, avoiding irrelevant or potentially discriminatory questions, and being mindful of socio-cultural sensitivities are all essential to maintaining fairness.

In both research and employment contexts, transparency and respect for autonomy are key pillars of ethical practice. Interviewers should ensure candidates understand the purpose of the interview, how their information will be used, and that their participation is entirely voluntary.

According to a feature on ethical interviewing published by ATLAS.ti, confidentiality and informed consent build trust between interviewer and interviewee, while leading or manipulative questioning compromises authenticity and fairness.

Poorly handled interviews can disadvantage even strong applicants, while ethical and empathetic interviewing helps ensure that decisions are fair, sound and aligned with professional integrity.

Ask Well, Listen Better

Some questions are too generic and get vague responses, while others are so rigid that candidates sound rehearsed.

Better interviews draw out actual stories about work done, challenges faced, decisions taken and lessons learnt.

The way someone answers often conveys as much as what they say. Tone, body language, comfort with ambiguity, clarity of thought and honesty all count.

Giving candidates a moment to think and encouraging them to elaborate rather than rushing them helps produce more authentic results.

What Happens After the Interview Matters Too

The interview does not end when the candidate leaves the room. Reflecting on what was said and what was left unsaid helps hiring teams identify skill gaps, assess alignment with organisational needs and refine their selection criteria.

Constructive feedback, both for candidates and within the hiring panel, ensures the process remains transparent and developmental.

According to a feature by CareerJunction, thoughtful post-interview follow-up fosters professionalism and trust, while careless silence can damage employer reputation.

When used well, these reflections transform interviews from one-off evaluations into opportunities for continuous improvement in recruitment and candidate experience.

Bringing It into Everyday Practice

Practising mock interviews or informal role-plays can build confidence and reduce nerves for both candidates and interviewers.

Using the actual job description as a guide keeps the discussion focused on what matters most.

Even small details count: politeness, punctuality, clarity and follow-through. Jotting down impressions immediately after the interview helps capture nuances while they are still fresh.

Disclaimer

The information contained herein is provided for general informational purposes only. While every reasonable effort has been made to ensure the accuracy of the information, inadvertent errors or omissions may occur. No representations or warranties, express or implied, are made regarding the accuracy, completeness, or suitability of the information provided. The authors expressly disclaim any and all liability arising from, or in connection with, any errors or omissions. Recipients are advised to seek independent legal counsel for advice pertaining to their individual circumstances.