Mastering Job Interviews – Part 2: Execution

Question category: Direct open question
Relevance: Top 10
Overall theme: Personality / professional journey

Similar questions:

“Please tell us something about yourself — including aspects that may not appear in your CV.”
“What would you like to share about your background? What has shaped your professional path?”

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Intention

With this question, the interviewer would like to get to know you not only professionally, but also as a person. They want to understand how you describe your professional development, how you speak about yourself, and which aspects of your personality, motivation and working style become visible.

In addition to the content and structure of your response, it is also relevant how approachable, engaging and likeable you come across — because in the end the interview is not only about qualifications, but also about whether the interviewer can imagine working with you.

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Meta advice: Respond with a well-structured elevator pitch (a “90-second spotlight”).

Do not treat this question as an invitation to retell your CV. The aim is a concise overview that highlights the common thread in your career.

Structure your response as a short and clearly understandable introduction to your profile — and make sure that your personality becomes visible as well. The interviewer already knows your factual background from your CV.

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Advice 1: Focus on relevance — not completeness.

Select stations, experiences or decisions that explain:

• why you are at this point in your career, and

• why your profile is a strong fit for this role.

Prepare your content in a modular way so that you can expand or shorten your elevator pitch if needed — without losing the overall thread.

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Advice 2: Use the final part of your answer to link back to the position.

Briefly explain why:

• your profile aligns well with the key requirements of the role, and

• you are genuinely motivated to take part in this interview.

This signals appreciation, professionalism and authentic interest.

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Sample answer (Position: Project Manager)

“If I were to summarise my career in one sentence, it would be that I enjoy bringing structure into complex situations while working constructively with different stakeholders.

After completing my degree in Business Administration, I initially started my career in Controlling because analytical work suited me well. However, I soon realised that collaborating with different departments and solving problems together was just as important to me as working with figures and reports.

For that reason, I consciously moved into project management three years ago. In this role, I am able to combine both aspects — structured working methods and cross-functional communication. What matters to me in particular is reliability: both in terms of deliverables and in how people work together.

This position appeals to me because it reflects exactly this combination of responsibility, structure and collaboration. I am therefore very pleased to be here today — to explore together whether we are a good professional match.”

Question category: Direct open question
Relevance: Top 10
Overall theme: Strengths / professional profile / positioning

Similar questions:

“What would you say distinguishes you from other candidates?”
“What three strengths best describe your working style?”

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Intention

With this question, the interviewer would like to understand:

• how clearly you can assess your strengths,

• how convincingly you are able to articulate them, and

• whether they match the essential requirements of the role.

It is therefore less about a general list of positive qualities — and more about your professional value proposition in the specific context of this position.

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Meta advice: Think in terms of role fit — not self-promotion.

Avoid generic statements such as “I am motivated, reliable and a team player”.

What matters is:

• which strengths are relevant here, and

• how they become visible in your day-to-day work.

Ideally, your answer combines:

1. two to three core strengths

2. a brief explanation of what this means in practice

3. a link to the requirements of the position

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Advice 1: Prioritise – do not list everything.

Select strengths that…

• are central to your professional identity, and

• create a clear link to the responsibilities of the role.

Less is more — depth is more convincing than breadth.

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Advice 2: Support strengths with practical context.

Instead of saying:

“I am structured and solution-oriented.”

show how this becomes tangible in your work, for example through:

• reliable implementation,

• structured stakeholder coordination,

• or clarity in complex situations.

Concrete behaviour makes strengths credible.

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Advice 3: When asked ‘Why are you the best candidate?’ — show awareness and professionalism.

A suitable introductory sentence may be:

“It is of course difficult to judge without knowing the other candidates.
What I can outline is what I believe I bring to this role in a particularly relevant way.”

This sounds:

• respectful,

• mature,

• and confidently grounded in your own profile.

You can then present your strengths in a focused and substantive way.

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Sample answer (Position: Project Manager)

“In relation to this role, there are three strengths that particularly characterise the way I work.

First, I have a strong ability to bring structure into complex topics and to create clarity regarding priorities and responsibilities. This helps projects to progress reliably — even when many stakeholders are involved.

Second, I place great value on transparent and constructive communication. I coordinate closely with the parties involved, address issues early and work towards solutions that are both pragmatic and sustainable.

Third, I am someone who takes responsibility and follows things through to implementation. Reliability — both in results and in collaboration — is very important to me.

From my perspective, this combination of structure, communication and accountability aligns very well with the core requirements of this position.”

Question category: Reflective question
Relevance: frequently used
Overall theme: Self-reflection / maturity / learning attitude

Similar questions:

“What would your colleagues say you could improve?”
“Where do you see personal development potential?”

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Intention

With this question, the interviewer would like to understand:

• how realistically you assess yourself,

• how you deal with imperfections, and

• whether you approach development in a constructive and responsible way.

The aim is not to expose weaknesses — but to gain insight into your level of reflection, professional maturity and learning behaviour.

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Meta advice: Show self-awareness and development — not self-criticism.

Avoid extremes such as:

• trivial pseudo-weaknesses (“I’m too perfectionistic”), or

• overly negative confessions.

A convincing answer:

1. names a real but manageable development area

2. explains how you deal with it in practice

3. shows what you have already learned or changed

This signals responsibility and growth orientation.

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Advice 1: Choose a context-related and professional topic.

Suitable examples may relate to:

• communication style

• dealing with complexity

• prioritisation or decision-making

• balancing detail vs. pragmatism

Avoid very personal issues or aspects that would fundamentally contradict the role.

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Advice 2: Describe how you manage the weakness in everyday work.

Do not stop at:

“Sometimes I find it difficult to say no.”

but show:

• how you recognise such situations

• what strategies you apply

• how this has improved your work

Behavioural competence is more convincing than abstract self-assessment.

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Advice 3: Emphasise learning progress — without trying to ‘sell’ the weakness as a strength.

Authenticity is key.

Weaknesses do not need to be polished —
they should be handled responsibly and thoughtfully.

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Sample answer (generic, adaptable to many roles)

“One area I have become more aware of in recent years is that I sometimes tend to take on too many topics at once — especially when I want to support colleagues or ensure that things move forward.

In the past, this occasionally led to unnecessary pressure and made prioritisation more difficult.

Today, I address this much more consciously: I clarify expectations earlier, discuss priorities transparently and am more deliberate in deciding which tasks I can realistically take on. This has helped me to work in a more focused and sustainable way — while still remaining reliable and supportive in collaboration.”

Question category: Reflective question
Relevance: Top 10
Overall theme: Values / mindset / motivation

Similar questions:

“How do you personally define professional success?”
“What does ‘a good outcome’ mean to you in your work?”

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Intention

With this question, the interviewer would like to understand:

• what you are guided by in your work,

• which values are important to you, and

• how you assess results — both for yourself and in collaboration with others.

The focus lies less on measurable achievements alone,
and more on your inner attitude towards responsibility, performance and cooperation.

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Meta advice: Combine results, impact and cooperation.

Purely outcome-driven definitions such as:

“Success means achieving targets.”

are usually perceived as too narrow.

Convincing answers reflect a balanced perspective, e.g.:

• reliable delivery and professional quality

• constructive collaboration

• sustainable impact for stakeholders or the organisation

This signals maturity and professional responsibility.

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Advice 1: Avoid purely individualistic formulations.

Instead of:

“Success means when I stand out personally,”

emphasise:

• contribution to shared objectives

• constructive teamwork

• responsibility for results

Professional success rarely happens in isolation.

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Advice 2: Show awareness of sustainability and long-term value.

Short-term success at the expense of:

• cooperation,

• quality,

• or credibility

rarely convinces interviewers.

Emphasise thoughtful, sustainable outcomes.

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Advice 3: Link your understanding of success to your working style.

Briefly describe how your mindset becomes visible in practice —
for example through reliability, structure or stakeholder focus.

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Sample answer

“For me, success means achieving results that are both reliable and sustainable — and doing so in a way that strengthens cooperation rather than undermines it.

On the one hand, this includes delivering on agreed objectives and working in a structured and accountable manner. On the other hand, it also means involving the relevant stakeholders, communicating transparently and creating solutions that are practical and robust in the long term.

In my experience, success is achieved not only through outcomes — but also through the way in which people work together to reach them.”

Question category: Reflective / personality question
Relevance: frequently used
Overall theme: Self-perception / authenticity / social impression

Similar questions:

“How would people who know you well describe you?”
“What would your friends or close colleagues say about you?”

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Intention

With this question, the interviewer would like to understand:

• how you believe others perceive you,

• which personal qualities you consider characteristic of yourself, and

• whether your self-image appears credible and consistent with your professional behaviour.

The focus is less on private friendships —
and more on your interpersonal style, attitude and way of interacting with others.

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Meta advice: Show authenticity rather than self-praise.

This question is not about presenting yourself as particularly likeable.

Strong answers:

• are calm and grounded

• mention two to three qualities

• and link them subtly to your working style

Avoid exaggerated or overly casual statements.

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Advice 1: Refer to qualities that are also relevant in a professional context.

For example:

• reliability

• integrity

• calm and considered communication

• sense of responsibility

• constructive, respectful interaction

This creates a natural connection between personality and work behaviour.

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Advice 2: Phrase your answer from an external perspective.

For instance:

“My friends would probably describe me as …”

This sounds authentic and avoids self-assessment that appears self-promotional.

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Advice 3: Avoid clichés — provide a short, meaningful nuance.

Instead of:

“Friendly, helpful, humorous,”

add a brief explanatory aspect, e.g.:

• how you behave in challenging situations

• or how you support others in a constructive way

Small details make the description believable.

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Sample answer

“My friends would probably describe me as someone who is reliable, calm and considerate. I am often the person who listens first, brings structure into conversations and tries to find a constructive way forward — especially when different perspectives come together.

At the same time, they would also say that I have a dry sense of humour and that I am someone you can depend on — both in everyday situations and when things become more demanding.”

Question category: Reflective question
Relevance: occasionally used — but revealing
Overall theme: Values / attitude / personal orientation

Similar questions:

“Is there a person who has particularly inspired or influenced you?”
“Which people have shaped your professional outlook?”

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Intention

With this question, the interviewer would like to understand:

• which qualities or values you find admirable,

• what you orient yourself towards in your work and behaviour, and

• how thoughtfully you reflect on people who have influenced you.

The focus is not on famous names —
but on the principles, attitudes or behaviours you associate with them.

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Meta advice: Role models are a means — not the message.

The question is less about whom you admire —
and more about why.

What matters is:

• which characteristics you value, and

• how these relate to your own mindset or working style.

Even though the question is formally closed (“Yes / No”),
your answer should still be slightly elaborated and reflective — not just a single-word reply.

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Advice 1: Choose one person — real, personal or professional — and explain the key attribute.

Suitable angles include:

• integrity and reliability

• calm, reflective decision-making

• responsibility in challenging situations

• fairness and respect in cooperation

Avoid purely celebrity admiration without substance.

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Advice 2: Briefly connect the valued quality to your own approach.

This should not sound like self-praise —
but like orientation and aspiration.

For example:

• what you have learned from that person

• or which perspective has influenced you

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Advice 3: Avoid ideological, polarising or moralising references.

Stay professional, grounded and balanced.

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Sample answer

“Yes — there are people who have influenced me, especially through the way they take responsibility in demanding situations.

For example, a former manager of mine was someone I greatly respected because she combined clarity and reliability with a very calm and fair way of working with others. Even when things became difficult, she communicated transparently, remained respectful and focused on finding constructive solutions.

I would not describe her as a ‘heroic role model’, but rather as someone whose professional attitude has shaped the way I think about collaboration and responsibility.”

Question category: Motivation question
Relevance: very frequently used
Overall theme: Role fit / expectations / professional direction

Similar questions:

“What interests you most about this role?”
“What made you decide to apply to us in particular?”

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Intention

With this question, the interviewer would like to understand:

• whether your motivation is authentic and well-considered,

• how consciously you have engaged with the role and organisation, and

• whether your expectations match the reality of the position.

It is not about polite enthusiasm —
but about a clear and credible professional rationale.

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Meta advice: Link your motivation to the role — not to external circumstances.

Avoid reasons such as:

• proximity to home,

• general career advancement,

• or “looking for a new challenge”.

Convincing answers connect:

1. your strengths and interests

2. the core characteristics of the position

3. and your professional development direction

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Advice 1: Refer to content, responsibility and context — not only to employer reputation.

For example:

• type of tasks

• degree of responsibility

• cross-functional collaboration

• opportunity to create structure or impact

Substance is more persuasive than image.

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Advice 2: Emphasise mutual benefit.

Show both sides:

• why the role suits you

• and why you suit the role

This signals maturity and professional intention.

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Advice 3: Keep the tone calm, grounded and realistic.

Avoid overstated enthusiasm —
credibility is more convincing than emotional appeal.

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Sample answer

“I applied for this position because it combines exactly the aspects of work in which I see both my strengths and my professional focus.

On the one hand, the role involves responsibility, structured implementation and coordination across different stakeholders — areas in which I have built solid experience and which I particularly enjoy.

On the other hand, the environment offers the opportunity to contribute in a meaningful and sustainable way, rather than working purely operationally.

From my perspective, this makes the position a very good fit for both my skills and the direction in which I would like to continue developing.”

Question category: Direct open question
Overall theme: Transition phase / professionalism / handling career changes

Similar questions:

“What were the circumstances that led to your current employment status?”
“Can you briefly explain why your last role came to an end?”

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Intention

With this question, the interviewer would like to understand:

• the context in which your last employment ended,

• how professionally and factually you describe the situation, and

• how you deal with transitions and periods of change.

The aim is not to assess fault or blame —
but to gain insight into your attitude, composure and credibility when discussing difficult topics.

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Meta advice: Be factual, calm and concise — without justification or self-defence.

Avoid:

• emotional explanations,

• negative comments about employers, or

• lengthy background stories.

A convincing answer:

1. describes the framework conditions in a short, neutral way

2. briefly explains your role in the situation (where relevant)

3. and focuses on how you handled the transition constructively

Tone and attitude are more important than detail.

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Advice 1: Use neutral, professional wording for structural reasons.

For example:

• restructuring

• role redundancy

• contract not renewed

• project or funding ended

• organisational realignment

These formulations sound calm and credible.

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Advice 2: Emphasise responsibility and forward orientation — not resignation.

Show that you:

• handled the situation professionally

• maintained a constructive perspective

• used the time purposefully (where applicable)

This signals maturity and resilience.

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Advice 3: Avoid defensive over-explanation — keep it brief and reflective.

Two to three sentences are usually sufficient.

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Sample answer:

“The end of my last role was the result of an organisational restructuring in which several positions — including mine — were discontinued. The decision was not related to my performance.

I approached the transition professionally and used the time to reflect on my next development steps and to focus my search on roles that fit my strengths and areas of responsibility particularly well.”

Question category: Expectation & alignment
Relevance: frequently used
Overall theme: Fit with role / realism / professional priorities

Similar questions:

“What do you expect from this position in practical terms?”
“What is particularly important to you in your future role?”

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Intention

With this question, the interviewer would like to understand:

• what you consider important in your day-to-day work,

• how realistic your expectations are, and

• whether these expectations are compatible with the role and organisation.

The aim is not to evaluate wishes —
but to assess the compatibility of expectations on both sides.

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Meta advice: Combine professionalism, realism and reflection.

Avoid answers that sound:

• overly demanding, or

• very abstract and generic.

A convincing response shows that you:

1. understand the nature of the role,

2. value clarity, structure and cooperation, and

3. think in terms of contribution — not entitlement.

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Advice 1: Focus on working conditions that enable good performance.

For example:

• clear objectives and responsibilities

• constructive and respectful cooperation

• transparent communication and feedback

• realistic expectations regarding implementation

These aspects show maturity and professional grounding.

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Advice 2: Emphasise reciprocity — expectations apply both ways.

Good collaboration is based on:

• contribution

• reliability

• and shared responsibility for results

This demonstrates a balanced understanding of work relationships.

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Advice 3: Avoid purely benefit-driven expectations.

For instance:

• salary

• home office

• status

These may be relevant later —
but should not be the core of your professional expectations.

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Sample answer

“What I expect from a role — and also from the position we are discussing — is, above all, a clear framework for working together in a reliable and constructive way.

This includes clear objectives, transparent communication and the opportunity to take responsibility within an agreed scope. I value a working environment in which people address issues openly, treat one another respectfully and work together towards sustainable results.

In return, I see it as my responsibility to contribute structure, reliability and a high level of commitment to my tasks — so that expectations are clear and collaboration works well for both sides.”

Question category: Performance & results
Relevance: frequently used
Overall theme: Accomplishments / impact / contribution

Similar questions:

“Can you describe a professional achievement that was especially important to you?”
“Which outcomes from your previous roles do you consider particularly significant?”

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Intention

With this question, the interviewer would like to understand:

• what you consider a meaningful achievement,

• how you evaluate your own contribution, and

• whether your successes are relevant to the responsibilities of the role.

The focus is less on impressive titles or metrics alone —
and more on how you achieved results and which strengths became visible in the process.

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Meta advice: Describe the achievement through impact, not headlines.

Avoid purely external labels such as:

• “I delivered a major project,”

• “I received an award,” etc.

More convincing is a short, structured explanation of:

1. the initial situation or challenge

2. your specific role and contribution

3. the tangible outcome and learning

This creates clarity, credibility and professional weight.

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Advice 1: Choose an example that reflects the competencies of the target role.

Possible dimensions include:

• responsibility and reliability

• working across departments

• structuring complex situations

• stakeholder coordination

• sustainable implementation

The closer the relevance, the stronger the impression.

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Advice 2: Emphasise teamwork — while still being clear about your own part.

Avoid “I alone” narratives —
but also avoid disappearing behind “we”.

A balanced formulation is:

• “In my role, I was responsible for …”

• “My contribution was in particular …”

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Advice 3: Reflect briefly on what made this achievement meaningful.

For example:

• learning effect

• long-term benefit

• positive impact on collaboration or processes

This signals maturity and professional awareness.

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Sample answer

“One professional achievement I am particularly proud of was the successful implementation of a cross-functional project that initially lacked clarity in terms of responsibilities and priorities.

In my role, I structured the project framework, coordinated the key stakeholders and established a clear sequence of milestones and decision points. This helped to reduce friction, improve communication and ensure that implementation remained reliable — even under time pressure.

The result was not only that the project was delivered successfully, but also that the way of working within the team became noticeably more transparent and constructive. For me, this was meaningful because it combined tangible results with a sustainable improvement in collaboration.”

Question category: Direct open question
Overall theme: Professional motivation / career orientation / decision-making

Similar questions:

“What led you to pursue this professional direction?”
“What influenced your decision to enter this field?”

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Intention

With this question, the interviewer would like to understand:

• what guided your decision when choosing your profession,

• which values, interests or experiences shaped your path, and

• whether your career choices appear thoughtful, consistent and credible.

The focus is less on “biographical storytelling” —
and more on your inner motivation, priorities and patterns of decision-making.

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Meta advice: Show development over time — not a single turning point.

Avoid statements such as:

“I just ended up here by coincidence,”
or
“It has always been clear to me.”

More convincing is a short, reflective narrative showing:

1. what initially attracted you to this field,

2. which experiences strengthened this direction, and

3. why this path still makes sense for you today.

This signals awareness, orientation and professional maturity.

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Advice 1: Connect interests, strengths and work context.

Explain briefly:

• what you enjoy doing,

• where your strengths lie, and

• how this aligns with your current profession.

This creates coherence rather than randomness.

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Advice 2: Mention one to two formative experiences — without retelling your CV.

For example:

• a specific responsibility

• a project or learning experience

• exposure to a particular working environment

Focus on meaningful turning points, not full chronology.

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Advice 3: Conclude with a bridge to the current role.

Show that your career choice is:

• still valid today

• and consistent with your current development direction.

This links biography and present intention.

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Sample answer

“When I look back, my choice of career developed step by step rather than through a single decision.

From early on, I enjoyed analysing complex topics and bringing clarity into structures — but at the same time I was also interested in how different people and areas work together. During my studies and early professional experiences, I noticed that roles which combine analytical thinking with cross-functional coordination suited me particularly well.

Over time, this confirmed my decision to pursue a career path in which responsibility, structure and collaboration play a central role. This is still what motivates me today — and it is also the reason why the position we are discussing fits well with my professional direction.”

Question category: Direct open / behavioural question
Overall theme: Leadership perception / values / cooperation culture

Similar questions:

“What characterises good leadership from your perspective?”
“Was there a manager who particularly influenced you — and in what way?”

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Intention

With this question, the interviewer would like to understand:

• how you perceive leadership and collaboration,

• which behaviours you consider fair, professional and effective, and

• what you personally need in order to work well and reliably.

At the same time, your answer also reveals:

• how constructively you talk about former managers, and

• whether your expectations of leadership are realistic and mature.

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Meta advice: Talk about qualities — not personalities.

Avoid:

• praise that sounds emotional or overly personal, or

• criticism of other managers by comparison.

A convincing answer focuses on:

• behaviour

• attitude

• leadership principles

— not on the individual person as such.

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Advice 1: Emphasise leadership qualities that support good collaboration.

For example:

• clarity and reliability

• respectful and transparent communication

• fair expectations

• constructive feedback culture

This signals professionalism rather than preference.

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Advice 2: Describe the effect this leadership style had on your work.

Instead of only saying:

“She was very supportive,”

briefly explain:

• what that meant in practice

• and how it strengthened your performance or responsibility

Impact is more meaningful than attributes.

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Advice 3: Avoid idealisation — keep the tone balanced and reflective.

The goal is not to present a “perfect leader”,
but to show what you value in collaboration.

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Sample answer

“The manager who influenced me most positively was someone who combined clarity and reliability with a very calm and respectful way of working together.

She communicated expectations transparently, gave constructive feedback and created an environment in which responsibilities were clear — but trust and autonomy also played an important role. For me, this made collaboration both efficient and motivating.

What I particularly appreciated was that difficult topics were addressed openly and fairly, without losing respect in the way people interacted. This has shaped my own understanding of professional cooperation and responsibility.”

Question category: Direct open/behavioural question
Overall theme: Resilience / reflection / handling challenges

Similar questions:

“What was the most challenging situation in your professional life so far?”
“Have you experienced a particularly difficult phase at work — and how did you deal with it?”

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Intention

With this question, the interviewer would like to understand:

• how you talk about negative experiences

• how constructively you process difficult situations

• and what attitude you adopt when things do not go well

It is not about evoking drama or disappointment —
but about your reflection, emotional composure and sense of responsibility.

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Meta advice: Describe the situation factually — and focus on learning & behaviour.

Avoid:

• emotional storytelling

• accusations or blame

• detailed conflict narratives

A convincing answer shows:

1. a challenging but professional situation

2. how you handled it

3. what you learned from it — without sounding bitter or resigned

Tone matters more than content.

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Advice 1: Choose a difficult — but not destructive — example.

Suitable contexts may include:

• conflicting expectations

• unclear responsibilities

• structural or organisational issues

• high workload combined with ambiguity

Avoid extreme cases such as:

• severe personal conflicts

• ethical breaches

• or events that might raise concerns about stability

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Advice 2: Emphasise composure, professionalism and boundaries.

Show that you:

• acted responsibly

• communicated constructively

• sought clarification where sensible

• and drew appropriate conclusions

This signals maturity rather than helplessness.

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Advice 3: Conclude with a reflective – not moralising – learning.

Focus on:

• clarity

• realistic expectations

• transparent collaboration

• self-care and prioritisation

Not on judgement of others.

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Sample answer

“One of the most difficult professional experiences for me was a situation in which responsibilities and expectations within a project were unclear, while the time pressure was very high.

This led to misunderstandings and friction between several stakeholders. I found the situation challenging because I take reliability and transparency very seriously — and at times it was difficult to ensure both.

In response, I tried to create clarity step by step: I structured responsibilities, addressed issues openly and focused on constructive coordination. This did not resolve everything immediately, but it significantly improved communication and collaboration.

In retrospect, the experience taught me how important clear agreements, early alignment and realistic expectations are — both for results and for working together in a sustainable way.”

Question category: Direct open question
Overall theme: Professional responsibility / loyalty / handling disagreements

Similar questions:

“How do you react when you disagree with your manager’s decision?”
“In situations where you would have decided differently — how do you handle that?”

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Intention

With this question, the interviewer would like to understand:

• how you balance loyalty and independent judgement,

• how constructively you address differing views, and

• whether you are able to act professionally — even when you do not fully agree.

The core issue is your attitude towards responsibility, communication and organisational roles.

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Meta advice: Show balance — not obedience and not resistance.

Avoid extremes such as:

• “I always go along with it — it’s the boss’s decision,” or

• “If I don’t agree, I push back until things change.”

A convincing answer shows that you:

1. form a thoughtful opinion

2. address concerns constructively

3. accept decisions professionally — when they are final and legitimate

This signals maturity, reliability and role awareness.

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Advice 1: Emphasise constructive dialogue first.

Explain that you:

• seek clarification

• discuss arguments objectively

• focus on the shared objective

— rather than on “being right”.

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Advice 2: Differentiate between factual disagreement and ethical boundaries.

Make clear that:

• factual differences can be resolved through alignment,

• but you maintain integrity regarding ethical or compliance-critical issues.

This shows judgement and responsibility.

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Advice 3: Highlight implementation loyalty after alignment.

Once a decision is final:

• you support it consistently

• you do not undermine it in the background

• you communicate it coherently to others

This demonstrates professionalism and trustworthiness.

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Sample answer

“When I do not fully agree with a management decision, my first step is to address the topic constructively and at the appropriate level. I outline my perspective, explain the potential implications I see and try to contribute to a well-considered decision.

If, after discussion, the decision is made differently, I respect that — provided it is professionally sound and compliant — and I implement it reliably. For me, loyalty also means communicating the decision consistently and not weakening it through informal dissent.

At the same time, if a situation were to touch ethical or compliance-relevant boundaries, I would address this clearly and seek escalation through the proper channels. That balance between responsibility, dialogue and reliability is important to me.”

Question category: Projective/hypothetical  question
Overall theme: Self-image / personality / thinking style

Similar questions:

“If you were an object, landscape or colour — which one would you be?”
“If your working style were an animal — which one would it resemble?”

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Intention

With this question, the interviewer would like to gain insight into:

• how you perceive yourself and your working style,

• which qualities you associate with yourself, and

• how thoughtfully you can interpret an abstract or metaphorical question.

The content of the chosen animal is less important than:

• your ability to explain your choice calmly and meaningfully

• and to link it to your professional personality.

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Meta advice: Focus on qualities — not on the animal itself.

What matters is not whether the animal sounds “impressive” —
but whether your explanation reflects:

• maturity

• self-awareness

• and credibility

Avoid joke answers or ironic distancing —
they tend to weaken the impression.

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Advice 1: Choose a calm, professional and non-polarising metaphor.

Good examples include animals associated with:

• reliability

• focus and structure

• awareness and balance

• constructive cooperation

Avoid metaphors suggesting dominance, aggression or superiority.

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Advice 2: Explain two to three professional qualities — briefly and clearly.

For example:

• approach to responsibility

• working method

• interaction with others

Keep the explanation reflective — not heroic.

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Advice 3: Emphasise balance rather than extremes.

Show:

• strength and composure

• independence and cooperation

• structure and pragmatism

Nuanced answers feel more authentic than one-dimensional ones.

---

Sample answer

“If I were to describe myself using an animal, I would probably choose an owl — not in a mystical sense, but because it represents calm observation, considered judgement and a structured approach.

In my work, I tend to analyse situations carefully, take the different perspectives into account and then make well-thought-out decisions. At the same time, I value reliability and a respectful way of working with others.

For me, this combination of composure, clarity and responsibility reflects my working style quite well.”

Question category: Alternative question
Overall theme: Working style / collaboration / professional self-management

Similar questions:

“Do you see yourself more as an independent contributor or as a team-oriented collaborator?”
“In which working environment do you perform at your best — individual or team-based?”

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Intention

With this question, the interviewer would like to understand:

• how you structure your work,

• how you balance independence and cooperation, and

• whether your working style fits the role’s environment.

The goal is not to force a clear-cut preference —
but to gain insight into your flexibility, balance and self-awareness.

---

Meta advice: Show complementarity — not either/or.

Pure answers such as:

“I only like working independently,”
or
“I work best only in teams”

tend to sound rigid.

A convincing response:

• acknowledges the value of both modes

• explains when each is useful

• and shows that you can switch appropriately

This signals maturity and professional adaptability.

---

Advice 1: Emphasise responsibility and focus when working independently.

For example:

• structured and reliable self-organisation

• ownership and accountability

• ability to work productively without supervision

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Advice 2: Highlight cooperation and alignment in team settings.

Such as:

• constructive communication

• transparency and coordination

• respect for shared objectives

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Advice 3: Link your preference to the role’s requirements.

Briefly show that your working style fits:

• the task profile

• collaboration culture

• level of responsibility

This makes the answer relevant — not generic.

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Sample answer

“I see both independent work and teamwork as important — and I am comfortable with each, depending on the task.

When I work independently, I appreciate being able to organise my topics in a structured way, take responsibility for results and progress reliably without constant coordination.

At the same time, many tasks benefit significantly from teamwork — particularly when different perspectives are involved or decisions affect several stakeholders. In these situations, I value clear alignment, transparent communication and constructive collaboration.

So, for me, it is less about choosing one over the other — and more about using both approaches appropriately and responsibly.”

Question category: Behavioural question
Overall theme: Cooperation / communication / conflict handling

Similar questions:

“Tell me about a situation where you had to deal with a conflict in a team.”
“How do you react when tensions or disagreements arise in collaboration?”

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Intention

With this question, the interviewer would like to understand:

• how you perceive and interpret conflict situations,

• how constructively you communicate in challenging moments, and

• whether you contribute to de-escalation, alignment and sustainable solutions.

The focus is not on whether conflicts occur —
but on how responsibly you handle them.

---

Meta advice: Emphasise balance — clarity and respect.

Avoid extremes such as:

• avoiding conflict entirely, or

• approaching it confrontationally.

A convincing answer shows:

1. awareness of different perspectives

2. calm, factual communication

3. focus on shared objectives and workable solutions

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Advice 1: Describe your first step — understanding before judgement.

For example:

• clarifying the issue

• listening to the perspectives involved

• distinguishing facts from interpretations

This signals composure and professionalism.

---

Advice 2: Emphasise transparent and respectful dialogue.

Suitable aspects include:

• addressing issues early

• choosing an appropriate setting

• formulating concerns objectively

• avoiding personal attributions

Constructive tone matters.

---

Advice 3: Show responsibility for resolution — not only mediation.

Meaning:

• you help create clarity

• agree on next steps

• and support sustainable follow-through

Conflict handling is part of collaboration — not a side activity.

---

Sample answer

“When conflicts arise in a team, my first step is to understand the situation calmly and objectively — what exactly the issue is and which perspectives are involved.

I then try to address the topic at an early stage and in an appropriate setting. For me, it is important to speak factually, to listen carefully and to concentrate on what is needed to move forward — rather than on assigning blame.

Where possible, I work towards clear agreements and shared expectations, so that everyone knows what has been decided and how we continue. From my experience, transparency, respect and clear communication are the most effective ways to resolve conflicts in a sustainable and constructive way.”

Question category: Direct open question
Overall theme: Resilience / composure / professional self-management

Similar questions:

“How do you cope with demanding phases at work?”
“What helps you remain reliable when things become stressful or time-critical?”

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Intention

With this question, the interviewer would like to understand:

• how you react in situations of pressure, workload or tight deadlines,

• which strategies you use to stay composed and effective, and

• whether you approach demanding situations in a responsible and professional way.

The focus is not on showing toughness,
but on your attitude, stability and ability to act reliably under pressure.

---

Meta advice: Emphasise composure, structure and transparency.

Overly heroic statements such as:

“Stress is never a problem for me,”

tend to sound unrealistic.

Convincing answers show:

1. calm and structured behaviour in demanding phases

2. conscious prioritisation and transparent communication

3. awareness of limits and sustainable workload management

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Advice 1: Describe how you maintain structure in stressful situations.

For example:

• clear prioritisation of tasks

• realistic time planning

• step-by-step execution

• avoidance of unnecessary escalation

Structure signals reliability.

---

Advice 2: Emphasise transparent communication with stakeholders.

Such as:

• clarifying expectations

• sharing status updates

• addressing risks early

This demonstrates responsibility rather than strain.

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Advice 3: Show that resilience also includes self-care and sustainability.

Meaning:

• not ignoring warning signals

• seeking alignment when workload becomes unrealistic

• ensuring long-term performance

Professional resilience ≠ endless endurance.

---

Sample answer

“In demanding phases or under time pressure, I try to remain calm and structured. I prioritise tasks clearly, separate what is urgent from what is important and organise my work in a way that allows reliable progress.

At the same time, I communicate transparently with the people involved — for example by clarifying expectations, highlighting potential risks early and coordinating realistic timelines.

From my perspective, resilience means being able to stay composed and effective in challenging situations — while also ensuring that performance remains sustainable in the long term.”

Question category: Scale question
Overall theme: Leadership competence / self-assessment / reflection

Similar questions:

“How would you rate your leadership capabilities — and what leads you to that assessment?”
“Where do you currently see yourself in terms of leadership maturity and experience?”

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Intention

With this question, the interviewer would like to understand:

• how realistically you assess your own leadership abilities,

• how you differentiate between strengths and development areas, and

• which aspects of leadership you consider essential.

The goal is not to hear the highest possible score,
but to gain insight into your judgement, maturity and self-reflection.

---

Meta advice: Give a balanced score — and justify it thoughtfully.

Extreme values such as:

• 10 / 10 = perfect leader (implausible), or

• 3 / 10 = weak leadership (raises concerns)

tend to be unconvincing.

A credible answer:

1. positions you realistically (often around 7–8)

2. explains what that number represents in practice

3. mentions one area you continue to develop consciously

This signals confidence without arrogance.

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Advice 1: Briefly define what “leadership” means to you.

For example:

• responsibility and reliability

• clarity and structure

• transparent communication

• respectful and fair collaboration

This shows professional orientation rather than self-labelling.

---

Advice 2: Support your rating with concrete behaviour.

Instead of general statements like:

“I’m a good leader,”

refer to:

• guiding teams through complexity

• aligning stakeholders

• creating clarity in expectations and priorities

• developing trustful working relationships

Evidence makes the rating credible.

---

Advice 3: Mention a development aspect — without weakening yourself.

For example:

• strengthening delegation balance

• developing further in strategic perspective

• expanding experience in larger team settings

Learning orientation ≠ weakness — it signals maturity.

---

Sample answer

“On a scale from 1 to 10, I would assess my leadership abilities at around 7 to 8.

I take responsibility seriously, communicate clearly and work in a structured and reliable way with my team and stakeholders. In challenging situations, I focus on creating clarity, addressing issues transparently and supporting constructive collaboration — while keeping results and people equally in view.

At the same time, I see leadership as an ongoing learning process. For example, I am continually working on refining the balance between guidance and delegation, particularly in more complex or cross-functional constellations.”

Question category: Direct open question
Overall theme: Role understanding / expectations / professional judgement

Similar questions:

“How do you assess the main challenges associated with this position?”
“What do you think will be particularly critical for success in this role?”

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Intention

With this question, the interviewer would like to understand:

• how carefully you have engaged with the role,

• whether your expectations are realistic and well-founded, and

• how clearly you recognise the responsibilities and complexity involved.

The focus lies on your ability to analyse a role thoughtfully —
not on guessing what the interviewer wants to hear.

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Meta advice: Show clarity, realism and constructive attitude.

Avoid answers that sound:

• too superficial (“Everything seems straightforward”), or

• overly negative or problem-focused.

A convincing response:

1. identifies two to three core demands of the role

2. explains why they matter

3. and shows how your working style aligns with them

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Advice 1: Refer to structural and collaborative challenges — not just workload.

Suitable aspects may include:

• coordinating different stakeholders

• creating clarity in complex environments

• managing expectations and priorities

• ensuring reliable implementation

These signal maturity and professional awareness.

---

Advice 2: Emphasise responsibility rather than personal strain.

Focus on:

• accountability

• quality of decisions

• impact on others / organisation

—not on stress or pressure.

---

Advice 3: Conclude with a natural bridge to your strengths.

Avoid self-promotion — but show:

• why these demands fit your profile,

• or where you already have relevant experience.

This keeps the answer credible and role-focused.

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Sample answer

“From my perspective, the greatest demands of this role lie less in individual tasks and more in the combination of responsibility, coordination and structured implementation.

On the one hand, the position requires the ability to align different stakeholders, create clarity regarding expectations and priorities, and communicate transparently — especially when topics are complex or interdependent.

On the other hand, it is important to ensure reliable delivery and to translate decisions into sustainable, practical solutions.

These are exactly the kinds of environments in which I have worked in recent years — where structure, transparency and constructive collaboration are critical for achieving good results.”

Question category: Direct open question
Overall theme: Role scope / priorities / professional positioning

Similar questions:

“What are the main topics you are currently working on?”
“Where do your responsibilities and key activities lie at the moment?”

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Intention

With this question, the interviewer would like to understand:

• how your current role is structured,

• which responsibilities and topics are central to your work, and

• where your professional emphasis lies in practice.

The aim is not to list every task —
but to gain insight into your core responsibilities and contribution areas.

---

Meta advice: Provide a structured, role-based overview — not a task list.

A convincing answer:

1. groups your work into two to three thematic focus areas

2. briefly explains what each area involves

3. shows your level of responsibility and impact

This creates clarity and professionalism.

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Advice 1: Distinguish between content focus and responsibility level.

For example:

• coordination & stakeholder management

• project or process responsibility

• analytical / conceptual work

• implementation & delivery

This helps the interviewer understand how you work — not just what you do.

---

Advice 2: Emphasise recurring and defining responsibilities — not one-off activities.

Focus on what:

• shapes your role,

• reflects your strengths, and

• is relevant to the target position.

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Advice 3: Conclude — where appropriate — with a subtle bridge to the new role.

No self-promotion — just a natural connection.

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Sample answer

“At the moment, my work is mainly structured around three areas of focus.

First, I am responsible for coordinating and structuring cross-functional topics — for example by aligning stakeholders, clarifying expectations and ensuring that responsibilities and timelines are clearly defined.

Second, a significant part of my work involves translating conceptual decisions into practical implementation steps and monitoring progress to ensure that results remain reliable.

Third, I contribute to analytical and preparatory work — such as evaluating options, identifying risks and supporting decision-making through structured analysis.

Together, these areas form the core of my current role and reflect the combination of structure, coordination and implementation that characterises my day-to-day work.”

Question category: Alternative question
Overall theme: Leadership attitude / values / balance between results and collaboration

Similar questions:

“Do you place greater emphasis on achieving outcomes or on working with people?”
“How do you balance performance expectations and employee needs?”

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Intention

With this question, the interviewer would like to understand:

• how you view the relationship between results and collaboration,

• which principles guide your leadership and working style, and

• whether you think in either–or categories or in balanced, professional trade-offs.

The goal is not to choose a side —
but to show how you integrate both perspectives responsibly.

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Meta advice: Emphasise complementarity — not contradiction.

Pure statements such as:

“Results always come first,”
oder
“People are always more important,”

tend to sound one-dimensional.

A convincing answer shows:

1. accountability for outcomes

2. respect and fairness in collaboration

3. awareness that sustainable results depend on how people work together

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Advice 1: Frame results and people as mutually reinforcing.

For example:

• clear goals

• transparent expectations

• constructive cooperation

• trust and reliability

Good leadership connects — not separates — these elements.

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Advice 2: Explain how this balance becomes visible in your behaviour.

Such as:

• addressing issues factually and respectfully

• combining clarity with support

• ensuring both quality and commitment

Behaviour > abstract values.

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Advice 3: Show situational judgement — not rigid principle-thinking.

Different contexts require:

• more structure at times,

• more dialogue at others.

Balanced decision-making signals maturity.

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Sample answer

“For me, results orientation and people orientation are not opposites — they belong together.

Sustainable results are achieved when expectations are clear, responsibilities are transparent and people are able to work together in a constructive and respectful way. That means I place strong value on reliability and quality of outcomes — but equally on fair communication and trustful collaboration.

In practice, this means addressing issues clearly and factually, while also considering the perspective of the people involved and ensuring that decisions remain workable for the team. From my experience, this balance is what ultimately leads to both good results and a stable working environment.”

Question category: Direct open question
Overall theme: Career direction / development perspective / professional goals

Similar questions:

“What are your medium-term professional goals?”
“In which direction would you like your career to develop?”

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Intention

With this question, the interviewer would like to understand:

• how you think about your professional development,

• whether your goals are realistic and consistent, and

• whether your direction aligns with what the organisation can offer.

It is not about fixed career planning or ambition slogans —
but about orientation, maturity and sense of proportion.

---

Meta advice: Show direction — not rigid career targets.

Avoid extremes such as:

• overly ambitious statements (“I want to be in senior top management”), or

• complete openness (“I have no fixed plans”).

A convincing answer:

1. describes a meaningful development direction

2. remains realistic and role-related

3. emphasises learning, responsibility and professional growth

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Advice 1: Focus on content, responsibility and scope — not job titles.

For example:

• broader responsibility

• stronger involvement in coordination or leadership

• deeper expertise in a relevant area

Titles vary — development principles don’t.

---

Advice 2: Emphasise learning and contribution rather than status.

Show:

• professional maturity

• willingness to develop step by step

• long-term commitment

This signals realism and credibility.

---

Advice 3: Create a natural link to the position being discussed.

Not as self-promotion —
but as consistent development logic.

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Sample answer

“When I think about the next five years, I do not have a rigid job title in mind. What is important to me is to continue developing in a role where responsibility, structure and collaboration play a central part.

In the medium term, I would like to broaden my scope — for example by taking on more cross-functional responsibility, contributing more strongly to decision-making processes and further strengthening my ability to guide complex topics in a structured and reliable way.

From my perspective, the position we are discussing fits well with this direction, because it offers both professional depth and the opportunity to grow step by step in terms of responsibility.”

Question category: Quantitative question
Overall theme: Compensation / market orientation / professional positioning

Similar questions:

“What are your salary expectations?”
“What annual gross salary do you consider appropriate for this role?”

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Intention

With this question, the interviewer would like to understand:

• where you position yourself in terms of compensation,

• whether your expectations are realistic and market-oriented, and

• how confidently and professionally you are able to discuss remuneration.

It is not a test of negotiation toughness —
but an assessment of realism, preparation and communication style.

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Meta advice: Be clear, justified and open to dialogue.

Avoid extremes such as:

• defensive hesitation (“I don’t know — whatever you suggest”), or

• rigid demands without context.

A convincing answer:

1. provides a well-considered compensation indication

2. shows that it is based on responsibility & market benchmarks

3. remains open to discussion within the overall package

This signals confidence and professionalism.

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Advice 1: Refer to the role, responsibility and market level — not personal needs.

Good framing elements include:

• scope of responsibility

• seniority of the role

• industry benchmarks / market range

• your experience & contribution profile

Avoid arguments such as private obligations or lifestyle factors.

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Advice 2: State a number or a reasonable range — not a vague formula.

For example:

• “in the range of …”

• “around … depending on the overall package”

Clarity is appreciated — vagueness rarely helps.

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Advice 3: Emphasise flexibility within the overall compensation framework.

Show that you:

• value task content and context, and

• see salary as part of a broader package.

That keeps the discussion constructive.

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Sample answer

“Based on the level of responsibility associated with this position, my professional experience and common market benchmarks, I would place my salary expectation at an annual gross salary of XXX €.

At the same time, I consider remuneration in the context of the overall role and framework conditions. I am therefore open to discussing your internal structure and how this fits within the broader compensation package.”