Interview Preparation Guide: Techniques for Australian Professionals

Last Updated: November 2025

You’ve interviewed before. You understand the basics. But if it’s been several years since your last interview, the process has evolved in ways you might not expect.

This comprehensive guide covers interview preparation and techniques for experienced professionals in Australia. Whether you’re a Business Analyst, Project Manager, Finance professional, or technical specialist, these strategies will help you prepare thoroughly and perform confidently.

Interview preparation: what experienced professionals need to know

How modern interviews have changed (AI screening and video interviews)

AI screening systems now review many applications before any human sees them. Algorithms scan for specific keywords, assess how well your experience matches the role requirements, and rank candidates accordingly.

Video interviews have shifted from emergency pandemic measures to standard practice. Many organisations use them for first rounds, some for entire interview processes. The format requires different preparation than face-to-face meetings.

Hiring managers use structured behavioural questions more consistently than before. They’re looking for specific examples that demonstrate capabilities, not general statements about your skills.

The technology has changed. The fundamentals haven’t. You still need to show you can do the role and fit with the team.

Understanding your target role and organisation

Start with the organisation’s website. Read about their services, clients, recent projects, and stated values. Then search for news articles about them. Look for announcements about leadership changes, new contracts, market developments, or strategic shifts.

This research serves two purposes. First, it helps you understand whether the organisation aligns with your goals. Second, it gives you material for questions and demonstrates genuine interest during the interview.

You can even use your preferred AI to do this efficently by using a prompt like: “I’m interviewing for [Role] at [Company]. Consider you are a hiring manager for [Role] at [Company]. Using this job descriptionfor context: [paste]

Please summarise:

• The main products/services, mission, and recent news of [Company].
• What are the core values of [Company] and how do they reflect in their work?
• Explain [Company]’s position in the market compared to its main competitors.
• Describe the company culture at [Company] based on their public information and employee reviews.Please include references for all information so I verify accuracy.”

Researching the company and interviewers

Find your interviewers on LinkedIn. Understand their role and how it relates to the position you’re applying for. This helps you shape your questions appropriately.

If they’ve written articles, given presentations, or appeared on podcasts, review that content. You’ll gain insight into their priorities and communication style.

Send connection requests after the interview, not before. Connecting beforehand can feel presumptuous.

Check if you have mutual connections. If you do, and you know them well, a quick conversation might provide useful context about the team or organisation culture.

Interview preparation checklist: before your interview

Review the job description and identify key requirements

Read the job description multiple times. Identify 4-5 key accountabilities, the core responsibilities that matter most for the role.

Again you may use AI to support you in this. Prompt: “I’m interviewing for [Role] at [Company]. Consider you are a hiring manager for [Role] at [Company]. Using this job description for context [paste]:

Answer:

• What are the top five skills required?
• What might be the biggest challenges someone in [Role] role would face?
• Describe a typical day for a [Role] at a company like [Company].
• How has the [Role] role evolved in recent years, and what future trends should I be aware of?”

For each accountability, prepare a specific example from your career that demonstrates your capability. These examples should be recent, detailed, and show measurable outcomes where possible.

A Business Analyst role might require examples of:

• Requirements gathering across diverse stakeholder groups
• Process improvement that delivered measurable results
• Managing conflicting requirements or priorities
• Documenting complex business processes clearly
• Facilitating change within project environments

Your examples need to be real and specific. Generic statements about your capabilities won’t differentiate you from other candidates.

Prepare your interview questions

Prepare 4-5 questions based on the job description and your research. Strong questions often start with “how,” “what,” or “tell me about.”

Examples that work well:

• What does success look like in this role during the first six months?
• How does your team typically approach [specific challenge mentioned in job description]?
• What problems are you hoping this role will help solve?
• Tell me about how your team makes decisions and communicates.
• What skills do people who succeed here usually have in common?

Write these down. During the interview, add to your list as new information emerges. The conversation will give you material for additional questions.

My personal favourite is: “Do you have any reservations about my ability to do this job, so that I might be able to address any concerns?” That way you can be aware of any concerns, and you have the chance to tackle anything they may have misunderstood, or how you can / will recitfy them.

Test your technology for video interviews

If your interview is via video, test everything well beforehand. Check your camera, microphone, speakers, and internet connection. Many interviews happen on platforms like Teams, Zoom, or Google Meet. Make sure you have the right software installed and know how to use it.

Position your camera at eye level. If using a laptop, prop it up on books. Looking down at the camera creates an unflattering angle and makes it harder to maintain eye contact.

Check your lighting. Face a window or lamp so light falls on your face, not behind you. Avoid harsh overhead lighting that creates shadows.

Review your background. Keep it simple and professional. A plain wall works fine. If that’s not possible, use the platform’s background blur feature.

Some video interview platforms now use AI to analyse candidate engagement through eye contact patterns and facial expressions. While you shouldn’t obsess over this, be aware that looking at your own image instead of the camera, or frequently looking away, may be noted by the system.

Prepare your examples using the STAR method

The STAR method gives you a structure for answering behavioural questions clearly and concisely. STAR stands for Situation, Task, Action, Result.

Before your interview, prepare 6-8 examples using this structure. Choose examples that demonstrate different capabilities: problem-solving, stakeholder management, handling setbacks, driving change, managing competing priorities, working under pressure.

Write each example down. Practice saying them out loud. Don’t memorise them word-for-word, but be familiar enough that you can deliver them smoothly under pressure.

How to answer interview questions: the STAR method explained

What is the STAR method?

STAR is a structured approach to answering behavioural interview questions. It keeps your responses focused and demonstrates clear thinking.

Situation: Briefly describe the context. One or two sentences that set the scene.

Task: Explain what needed to be done. What was your responsibility? What was the challenge or goal?

Action: Describe what you actually did. This is where you spend most of your time. Be specific about your personal contributions. Use first person: “I analysed,” “I recommended,” “I led.”

Result: State the outcome. What happened because of your actions? Quantify when possible: “Reduced processing time by 30%,” “Delivered project two weeks ahead of schedule,” “Increased stakeholder satisfaction scores from 6 to 8.5.”

STAR method examples for common scenarios

Example 1: Handling a difficult stakeholder

Situation: “In my last role as a Business Analyst, I worked on an ERP implementation where the Finance Director consistently rejected our proposed process changes.”

Task: “I needed to understand their concerns and find a solution that met both their requirements and the project objectives.”

Action: “I scheduled one-on-one meetings with them to understand their specific concerns. I discovered they worried about audit trail compliance in the new system. I worked with the technical team to configure additional reporting that addressed this, then walked the Finance Director through exactly how it worked.”

Result: “They approved the changes and became one of our strongest advocates during the implementation. The project went live on schedule with full finance team support.”

Example 2: Managing competing priorities

Situation: “As a Project Manager, I had two major deliverables due in the same week, one for our CEO and one for an external client.”

Task: “I needed to deliver both on time without compromising quality.”

Action: “I assessed which components of each deliverable were most critical and which could be simplified. I delegated specific sections to team members based on their strengths and provided clear guidance on what each needed to contain. I held daily 15-minute check-ins to track progress and address blockers immediately.”

Result: “Both deliverables were completed on time. The CEO presentation led to board approval for our program expansion, and the client renewed their contract for another year.”

You can even use your preferred AI to do this efficently by using a prompt like: “I’m interviewing for [Role] at [Company]. Consider you are a hiring manager for [ROLE] at [COMPANY]. Using this job description [PASTE], ask me 8 questions mapped to [TOP SKILLS]. After each answer, critique using STAR and propose a stronger version.”

Or:

“I’m interviewing for [Role] at [Company]. Consider you are a hiring manager for [ROLE] at [COMPANY].Using this job description [PASTE], and my Resume [PASTE], help me answer ‘Tell me about yourself’. Critique using STAR and propose a stronger version.”

Google has developed an Interview Warm Up Tool to help with exacrly this purpose.

Speaking in first person about your contributions

Always use “I” not “we” or “the team.” Hiring managers need to understand your specific contribution, not just what your team accomplished.

If you need to provide team context, structure it this way: “The team was working on [project]. I took responsibility for [specific element]. My contribution led to [specific result].”

This demonstrates both team awareness and individual capability. You’re not taking credit away from others. You’re helping the interviewer understand what you personally bring to the role.

Many experienced professionals feel uncomfortable using “I” so frequently. It can feel like boasting. But in an interview context, it’s necessary and expected. The interviewer can’t evaluate you if they don’t understand what you did versus what your team did.

Types of interview questions and how to answer them

Skill-based interview questions

These assess your knowledge, experience, and motivations. They often sound like:

• “What experience do you have with agile methodologies?”
• “Why are you interested in this role?”
• “What do you know about our organisation?”
• “Walk me through your career history.”

Answer these directly and concisely. State your answer in the first sentence, then provide a brief example or elaboration if relevant.

Keep responses under three minutes unless the interviewer asks you to elaborate. These aren’t the questions where you need long, detailed stories. They’re establishing baseline understanding of your background and fit.

Behavioural interview questions

These explore how you’ve handled specific situations. They reveal your working style, problem-solving approach, and character. Behavioural questions usually start with:

• “Tell me about a time when…”
• “Give me an example of…”
• “Describe a situation where…”

Your past behaviour predicts your future behaviour. That’s why these questions matter so much to hiring managers.

Use the STAR method for every behavioural question. Have several examples ready that demonstrate:

• How you handle setbacks or failure
• Your approach to difficult stakeholders
• How you manage competing priorities
• Your response to feedback or criticism
• How you drive results under pressure
• Your experience with change or ambiguity

Business Analysts often face behavioural questions about requirements gathering, handling scope creep, and managing stakeholder disagreements. Project Managers get questions about delivery challenges, team conflicts, and budget constraints. Finance professionals encounter questions about accuracy, meeting tight deadlines, and communicating complex information to non-finance stakeholders.

Situational interview questions

These present hypothetical scenarios and ask how you’d handle them:

• “How would you handle a stakeholder who disagrees with your recommendation?”
• “What would you do if a project was falling behind schedule?”
• “If you discovered an error in a report that had already been distributed, what would you do?”

Don’t invent theoretical responses. Base your answers on real experience. Explain how you’ve handled similar situations, what worked, what didn’t, and what you learned.

If you genuinely haven’t faced that exact situation, say so, then explain how you’d approach it based on related experience. “I haven’t dealt with that specific scenario, but when I faced [similar situation], I…”

Interview tips by role: Business Analyst, Project Manager, and more

Different roles attract different questions. While fundamentals remain consistent, knowing what to expect helps you prepare better examples.

Business Analyst interview preparation

Business Analyst interviews focus heavily on requirements elicitation, stakeholder management, and documentation skills. Expect questions about:

• How you gather requirements from stakeholders with competing interests
• Your experience with different elicitation techniques
• How you handle scope changes or unclear requirements
• Your approach to documenting business processes
• Experience with specific methodologies (Agile, Waterfall) or tools
• How you bridge gaps between business and technical teams

Prepare examples that show your analytical thinking, communication skills, and ability to manage ambiguity. Business Analyst roles require strong facilitation and documentation capabilities, so have examples ready that demonstrate both.

Project Manager interview tips

Project Manager interviews assess your ability to deliver outcomes, manage stakeholders, and lead teams. Common question areas include:

• How you manage project risks and issues
• Your approach to budget management and resource allocation
• Experience with different project methodologies
• How you handle project delays or scope changes
• Your stakeholder communication strategy
• How you build and lead project teams

Prepare examples that demonstrate leadership, decision-making under pressure, and successful delivery. Project Manager roles require both technical project management skills and soft skills like negotiation and conflict resolution.

Finance professional interview guidance

Finance roles, including Finance Business Partners, Analysts, and Accountants, focus on technical accuracy, business partnering, and commercial awareness. Expect questions about:

• Your experience with financial reporting and analysis
• How you handle tight month-end deadlines
• Your approach to business partnering with non-finance stakeholders
• Experience with specific systems (SAP, Oracle, etc.)
• How you ensure accuracy in your work
• Your understanding of commercial drivers and business operations

Prepare examples showing both technical competence and business acumen. Finance professionals increasingly need to communicate complex information clearly to non-technical stakeholders.

Technical role interview preparation

Technical roles including Data Engineers, Software Developers, and Solution Architects combine behavioural questions with technical problem-solving. You might face:

• Questions about your technical expertise in specific languages or platforms
• How you approach complex technical problems
• Your experience with different development methodologies
• How you stay current with new technologies
• Questions about system design or architecture decisions
• Coding exercises or technical assessments

Prepare examples that show both technical depth and the ability to work collaboratively. Technical roles increasingly require strong communication skills to work with non-technical stakeholders.

Making a strong first impression in interviews

Face-to-face interview etiquette

Arrive ten minutes early. Not five minutes, not twenty minutes. Ten minutes gives you time to compose yourself without making the organisation feel pressured to see you before they’re ready.

Be courteous to everyone you meet from the moment you enter the building. Reception staff, people in lifts, anyone you pass in corridors. Many hiring decisions are influenced by feedback from staff who interacted with candidates before or after the formal interview.

If you’re waiting in reception, resist scrolling through your phone. Look for information about the organisation around you. Posters, brochures, awards, photos. This can give you additional talking points during the interview.

When you meet your interviewer, make direct eye contact and offer a firm handshake. Not bone-crushing, just confident. Smile. Small talk from reception to the interview room helps establish rapport.

Video interview best practices

Be online and ready ten minutes before your scheduled time. Log into the meeting platform early. Test your audio and video. Technical issues happen, and this buffer lets you troubleshoot without creating stress.

Look directly at the camera when speaking, not at your own image or the interviewer’s image on screen. This creates the impression of eye contact. It feels unnatural at first, but it makes a significant difference to how engaged you appear.

Sit up straight. Keep your hands visible. Don’t fidget with pens, your phone, or objects on your desk. These movements are more noticeable on camera than in person.

Minimise distractions in your environment. Tell people you live with when your interview is scheduled. Put your phone on silent. Close other programs on your computer that might create notification sounds.

Frame yourself properly in the camera. Your head and shoulders should be visible, not just your face, and not your entire torso. Position yourself about an arm’s length from the camera.

Video interviews come with specific technical and presence challenges. For comprehensive guidance on succeeding in this format, read our detailed guide on

During the interview: managing the conversation

Active listening and asking for clarification

Listen carefully to each question before you start formulating your answer. Many candidates start thinking about their response before the interviewer finishes speaking, which means they miss important nuances in the question.

If you’re not certain what the interviewer is asking, request clarification. “Could you elaborate on what you mean by [specific term]?” or “Are you asking about [interpretation A] or [interpretation B]?” These are perfectly acceptable responses. They show you want to answer the question properly, not just fill time with irrelevant information.

Don’t interrupt. Let the interviewer finish their question or comment completely before you respond. If you need a moment to think, that’s fine. A brief pause shows you’re considering your answer thoughtfully.

Pay attention to the interviewer’s body language and engagement. If they’re nodding and maintaining eye contact, your answer is landing well. If they’re looking distracted or checking notes, you might be going too long or off-topic. Adjust accordingly.

Handling difficult questions

Everyone encounters at least one unexpected or challenging question in an interview. How you handle it matters more than having a perfect answer.

If you don’t know something, acknowledge it directly. “I don’t have experience with that specific tool” or “I haven’t encountered that exact situation.” Experienced professionals don’t need to pretend they know everything.

After acknowledging the gap, demonstrate how you’d approach learning or solving the problem. “I haven’t used that system, but I’ve learned similar platforms quickly. My approach would be…”

If you need thinking time for a complex question, say so. “That’s an interesting question. Let me think for a moment.” Then take a breath and structure your thoughts before responding.

If you genuinely can’t answer a question well, acknowledge it and move on. “I’m not sure I’m giving you a great answer on that one. Could I come back to it if something occurs to me later?” Don’t dwell on questions that didn’t go well. Recover and focus on the next one.

Questions to ask your interviewer

As we covered earlier you always need to be prepped to ask questions yourself. Interviews are a two way street.

Your questions should emerge from the interview discussion. Build on topics the interviewer has mentioned. This shows you’ve been listening and thinking about what you’ve heard.

Avoid questions about things clearly stated in the job description or easily found on the company website. The questions you ask reveal what you care about. Make sure they reflect what genuinely matters to you about the role and organisation.

Different interview formats explained

Panel interviews

Panel interviews involve multiple interviewers assessing you simultaneously. You might face 2-5 people, often representing different parts of the organisation (hiring manager, team member, HR, stakeholder from another department).

Make eye contact with whoever asked the question when you start your answer, but include the whole panel as you respond. Glance at each person briefly during your answer to engage everyone.

If different panel members ask follow-up questions in quick succession, it’s fine to say “Let me answer [first person’s] question, then I’ll come back to yours.” This shows you’re organised and want to address everyone’s interests properly.

Panel interviews can feel more formal and intimidating than one-on-one conversations. That’s by design. They’re assessing how you handle pressure and communicate with multiple stakeholders simultaneously.

Second round interviews

Second round interviews go deeper than first rounds. Expect more detailed questions, longer discussions, and possibly meeting additional stakeholders or team members.

Review your notes from the first interview before the second. Think about topics you discussed and questions you asked. The second interview will build on that conversation.

You might meet your potential team members in second rounds. These conversations often feel less formal, but they’re equally important. Your future colleagues want to know if you’ll fit with the team dynamic.

These may even been technical tests, preparing an answer on how you would tackle a specific challenge. What your 90 day plan would be.

Again come prepared with new questions. You may have already asked basic questions about the role in the first interview. Now ask about team culture, working styles, current projects, or challenges the team is navigating. Or if you’ve already asked these before, is there someone else in this interview you can ask? Or hot topics in the area the person works on that you’re keen to get their take on?

Assessment centres and presentations

Some organisations use assessment centres that combine multiple evaluation methods: group exercises, case studies, individual tasks, and presentations. Less common at senior levels, these interviews assess how you work with others, approach problems in real time, and handle pressure.

If asked to present, clarify expectations well in advance. Ask about:

• Who will be in the audience and their roles
• Time limit for the presentation
• Format expectations (PowerPoint, other)
• Available equipment and technology
• Whether questions will come during or after
• The assessment criteria they’ll use

Prepare thoroughly but stay flexible. Assessment centre exercises often throw in complications or changes deliberately to see how you adapt.

Group exercises aren’t about dominating the conversation. They’re about collaborating effectively. Listen to others, build on their ideas, help the group reach consensus, ensure everyone’s heard. Facilitation and collaboration matter more than having the loudest voice.

After the interview: next steps

Following up professionally

Thank the interviewer for their time as you finish the conversation. Express genuine interest in the role if you have it. Smile, make eye contact, and offer a handshake (if face-to-face).

Ask about next steps and timing. “What happens next in your process?” and “When can I expect to hear from you?” are both appropriate questions.

You don’t necessarily need to send a follow-up email after every interview, particularly if you’re working with a recruiter who will follow up on your behalf. If you do send one, keep it brief. Thank them for their time, reiterate your interest, and mention one specific thing from the conversation that reinforced your enthusiasm.

Evaluating how your interview went

If you’re unsure how the interview went, these signals often indicate positive interest:

• The interviewer discussed next steps in detail
• They spent time selling you on the role or organisation
• The conversation extended beyond the scheduled time
• They introduced you to other team members
• They asked about your notice period or availability
• Their questions became more specific about how you’d approach particular challenges in the role

These signals don’t guarantee an offer, but they suggest the interviewer is seriously considering you.

Negative signals include:

• The interview finished well under the scheduled time
• The interviewer seemed distracted or disengaged
• They didn’t ask many follow-up questions
• They were vague about next steps
• They didn’t discuss the role in much detail

If you’re working with a recruiter, it’s best to give them a call as soon as you’re done in your interview. They usually know the hriing manager well enough to help you better disect the interview, and they can provide advice on how best to address any concerns. They in turn will then speak to the employer, so they can often provide you actual feedback on how the interview went from the employer’s perspective. Use that information to improve for future interviews.

Salary discussions and negotiation

When salary questions come up

Salary discussions typically happen in second or final interviews, not first rounds. If asked about salary expectations early, you can say “I’d like to learn more about the role and responsibilities before discussing salary. Could you share the budget range for this position?”

If pressed for a number, provide a range based on your research and experience, not a single figure. This gives room for negotiation whilst anchoring expectations appropriately.

How to research market rates

Before any interview process, research typical salaries for your role, level, and location. Your recruiter should be able to prep you on this, providing current market rates across industries and regions. While generic salary guides can be useful, they don’t usually provide the context like company size, industry, etc that is required.

Even if you’ve done direct, talking to recruiters who specialise in your field can help. They have current market intelligence about what roles are paying, and can also help you secure another role should this interview not work out.

Consider total package, not just base salary. Superannuation, bonuses, car allowances, professional development budgets, and flexibility all have value.

Discussing your salary expectations

When asked about expectations, acknowledge the research you’ve done. “Based on my experience and market research for similar roles in [location], I’d expect a package in the range of [X to Y].”

If the organisation has a specific budget that’s lower than your expectations, ask what else is included in the package. Perhaps there are performance bonuses, additional leave, or other benefits that close the gap.

If the salary is non-negotiable but lower than you’d hoped, you can negotiate other elements: starting bonus, earlier performance review, additional leave, professional development budget, or flexibility.

Common interview concerns for experienced professionals

“I haven’t interviewed in years”

This is completely normal. Many experienced professionals haven’t interviewed in five, ten, or even fifteen years. The fundamentals remain the same: preparation, clear communication, and genuine engagement.

Update your approach with current formats. Familiarise yourself with video interview platforms. Understand that AI systems might screen your application before humans see it. Practice using the STAR method if that’s new to you.

Your experience is your advantage. You have years of examples to draw from. You understand business context that early-career candidates don’t. Trust that experience whilst updating your interview technique.

Explaining career gaps

Address career gaps directly and briefly. Don’t apologise or over-explain. Focus on what you learned or did during that time, then redirect to your skills and enthusiasm for this role.

“I took two years out to [care for family / study / travel / start a business that didn’t work out]. During that time I [what you learned or did]. I’m now looking to return to [your field] and I’m particularly interested in this role because [specific reason].”

The interviewer wants to know the gap won’t affect your ability to do the role. Reassure them through your preparation, your current knowledge of the industry, and your commitment to the opportunity.

Discussing other opportunities

Only mention other opportunities if asked directly or if you have competing offers and need to manage timelines.

If asked whether you’re interviewing elsewhere, be honest. “Yes, I’m speaking with a few organisations” is sufficient. You don’t need to name them or provide details unless specifically asked.

If you have multiple offers with deadlines, be transparent with recruiters or hiring managers about your timeline. Most organisations will try to accelerate their process if you’re a strong candidate and they risk losing you.

Don’t use other opportunities as a pressure tactic. It rarely works and often damages the relationship.

Answering questions about weaknesses

When asked about weaknesses, choose something real but not critical to the role. Explain what you’re doing to improve it.

“I tend to get deeply focused on complex problems, which sometimes means I don’t communicate progress as frequently as I should. I’ve been addressing this by setting calendar reminders to update stakeholders regularly, even when I don’t think I have much progress to report.”

This approach shows self-awareness, honesty, and a growth mindset. The interviewer isn’t looking for proof that you’re perfect. They’re assessing whether you can acknowledge limitations and work on them. And don’t use I’m a perfectionist… we’ve all already heard this.

Interview success checklist: key takeaways

Experienced professionals succeed in interviews when they:

• Research the organisation thoroughly including recent news and developments
• Review the job description and prepare specific examples for key requirements
• Practice answers using the STAR method structure
• Prepare 4-5 thoughtful questions based on research and the job description
• Test technology in advance for video interviews
• Arrive on time (ten minutes early for face-to-face, ready early for video)
• Speak in first person about specific contributions and outcomes
• Listen actively and ask for clarification when needed
• Keep answers focused and under three minutes unless asked to elaborate
• Ask questions that demonstrate listening and genuine interest
• Follow up professionally about next steps and timeline

Your experience matters. Your track record matters. The preparation you do before the interview matters most.

Need personalised interview preparation support? Speak with one of our specialist recruiters. We work with experienced professionals across Business Analysis, Project Management, Finance, IT, Change Management, and more.