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Interview Preparation Guide and Worksheets

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The Interview Preparation Guide will help navigate you through the entire interview process with tips about how to prepare for your interview, how to succeed during the interview, and what to do after your interview ends. In addition, the Interview Self-Assessment and Interview Reflection worksheets are designed to help brainstorm talking points that best highlight your skills and past experiences, as well as reflect upon your interview performance to identify areas of improvement for future interviews.

Interview Preparation Guide

Interview Reflection Worksheet

Interview Self-Assessment Worksheet

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How to Answer Common Interview Questions: A Cheat Sheet

• 09 Apr 2019

After sending out countless cover letters and resumes , you’re starting to line up interviews. If you’re in a full-force job hunt, you may find yourself speaking with multiple companies within a week—all at different stages in the interview process.

No matter how much interviewing experience you may have, each hiring manager deserves to meet with a well-prepared candidate. Coming to your interview prepared not only shows you’re serious about your interest in the position, but that you respect their time.

With this in mind, here are four common interview questions you should start preparing for now if you want to land your next job.

Common Interview Questions to Be Prepared for

1. “tell me about yourself.”.

Although technically not a question, it's a common opening line. This prompt roughly translates to, “What’s your story?” and your response can set the tone for the entire interview.

Here’s how you can make your story a best seller:

Consider Your Audience : Research a company in advance to assess their culture and determine which details are most relevant to share.

Create an Outline : Avoid losing your audience by creating an easy-to-follow storyline. Focus on having a beginning, middle, and end. Consider using the template below to get started:

• “I’m currently a Business Analyst for…”
• “I work on…”
• “I previously worked as…”
• “I studied…”
• “I decided to transition because…”
• “Now that I have experience in…”
• “After completing my degree…”
• “I'm eager to work on…”

Practice, Practice, Practice: The goal is not to memorize a script, but rather to familiarize yourself with your own highlight reel. Play with the order of the template depending on the biggest selling points of your experience. People typically remember the first and last thing they hear, so prioritize accordingly and keep it concise. A 30- to 60-second response is best.

Why Is This Question Important?

It's a foundation for other common job-seeking scenarios, such as explaining why you're leaving your current role, an elevator pitch at a networking event, or as an outline for a cover letter. Think of it as an opening statement that you can repurpose for different situations.

2. "What Is Your Biggest Strength?"

As tempting as it may be to list every buzzword possible, interviewers will have heard them all. Leave a lasting impression with an anecdotal response that demonstrates the skills they’re looking for in a candidate. For example: “I have been known to work well under a tight schedule. In my current role…” You can also use situations from different points in your career.

Keep in mind the tips from the prompt above and use the S.T.A.R Method to structure your response:

• Situation: Set the scene
• Task: Explain your end goal
• Action: Outline the steps you took to achieve your task
• Result: Note the result of your action

If you’re invited to an interview, whether by phone or in person, it means your resume has already convinced the hiring manager that you meet the baseline requirements for the job. This question is an opportunity for you to “wow” them by demonstrating the kind of value you can bring to their organization. Career changers can leverage specific examples to highlight transferable skills. Use the S.T.A.R. Method for any behavioral questions, also known as “Tell Me of a Time” questions. Typical behavioral questions seek examples of leadership, problem-solving, or growth.

Related: How to Follow up After a Job Interview the Right Way

3. “What Is Your Biggest Weakness?”

Of course, you don’t want to admit to being anything but the perfect candidate. The secret is to use this as an opportunity to demonstrate how you’ve grown in your career.

For instance, you may have struggled with difficult conversations in the past, but have since honed your skills through a negotiations course . Alternatively, if you’ve found it challenging to understand various financial aspects of your job or industry, demonstrate that you’ve built financial skills to address that weakness.

If you can’t think of a weakness, find someone in your support system whom you trust to be honest with you.

Remember to use a direct example following the S.T.A.R. Method and take control of the narrative with the following tips:

• Keep it work-related
• Talk about it in a positive light; it's not a weakness, but rather an area of growth
• Outline the actions steps taken, or currently being taken, to address it

Interviewers ask this question to gauge your self-awareness and get a sense of your weaknesses. By doing the work to understand your weaknesses, and explaining how you’ve proactively taken steps to improve yourself, you can be a more attractive candidate.

The answer to this question can proactively address any missing skills or experience on your resume (for example, taking a course to learn business fundamentals ). It will also demonstrate your problem-solving skills and build your confidence.

4. “Do You Have Any Questions for Us?”

This is your opportunity to show interest and determine if the role or company is a good fit. Always have at least one question prepared.

If you can’t think of anything to ask, consider pulling questions from the following categories:

• Ask the interviewers questions about their roles and experience with the company
• Learn more about how much you would interact with your interviewers on the job
• Actively listen to what interviewers have to say and ask follow-up questions for clarification
• Learn more about their approach to work/life balance
• Inquire about professional development opportunities
• Confirm what their performance review process is like
• Consider asking for an office tour
• Understand the history of the role and why it's currently vacant
• Learn who you'll report to and ask about their management styles
• Study the job posting and highlight any areas you want to discuss in more detail
• Consider directly asking about any concerns they may have with your application
• Inquire about the interview process and how many steps will be involved
• Confirm a timeline for their decision and determine if you can follow up in the meantime

Interviews aren’t just for the hiring manager; they’re for you, too. No matter the outcome of the interview, the more questions you ask, the more you'll learn about the job market for future reference. Think critically about any questions you’d like to ask that can’t be answered on your own with research.

Related: 3 Great Questions to Ask in an Interview

Landing the Job

Preparation is vital to a successful job interview. By practicing your responses to these common interview questions, you can make a positive impression on hiring managers and land the job of your dreams .

As you practice these questions and answers, pay special attention to any areas where you struggle to articulate yourself clearly and effectively. Ask yourself whether it’s due to jitters and limited interviewing practice, or because of a lack of confidence.

If it’s due to a lack of confidence, consider different ways you can become more confident. Completing a business course that’s relevant to your desired career can be an effective means of growing your confidence through education and skill-building.

Are you interested in additional career development advice ? Download our free guide on how to advance your career with essential business skills and explore our other articles, including " 9 Virtual Interview Tips to Help You Land Your Next Job " and " How to Properly Follow Up After an Interview ."

This post was updated on September 11, 2020. It was originally published on April 9, 2019.

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10 Common Job Interview Questions and How to Answer Them

• Vicky Oliver

Use this guide to stand out from the crowd and land the role you want.

Interviews can be high stress, anxiety-driving situations, especially if it’s your first interview. A little practice and preparation always pays off. While we can’t know exactly what an employer will ask, here are 10 common interview questions along with advice on how to answer them. The questions include:

• Could you tell me something about yourself and describe your background in brief? : Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job.
• How do you deal with pressure or stressful situations? : Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge it and include the steps you’re taking to respond better to pressure in the future.
• What are your salary expectations? : Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn.

Where your work meets your life. See more from Ascend here .

Resignation numbers have remained abnormally high in the U.S. between July 2021 and October 2021, with millions of Americans quitting their jobs  — which also means there are millions of new openings up for grabs. If you’re entering the market for the first time, or just looking to make a change, use this guide to prepare for your next interview.

• Vicky Oliver is a leading career development expert and the multi-best-selling author of five books, including  301 Smart Answers to Tough Interview Questions , named in the top 10 list of “Best Books for HR Interview Prep.” She’s a sought-after speaker and seminar presenter and a popular media source, having made over 900 appearances in broadcast, print, and online outlets.    

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Free Interview Templates and Scorecards

By Becky Simon | May 31, 2018

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Job interviews provide an opportunity for both employers and applicants to get a sense of whether the position, work environment, organizational culture, and objectives would be a good match.

We’ve rounded up the top interview templates for employers, including schedule and question templates, an exit interview template, and scorecards for final evaluations. Templates are available for free download in Excel, Word, PDF, and Google formats.

Interview Templates

Interview agenda template.

Download Interview Agenda Template

Excel  |  Word  |  PDF  |  Smartsheet

This agenda serves as an interview itinerary template: It breaks down each portion of the interview process into clear steps, identifies who is responsible for each step, and provides a timeline to follow. For group interviews or lengthy agendas, it can be helpful to create an organized outline so that everyone involved in the process is aware of the interview format. Modify the template to create an agenda that suits your organization and the role you are filling.

Interview Schedule Template

Download Interview Schedule Template

Excel  |  PDF  |  Smartsheet

Create a schedule to keep track of interviews with multiple candidates. This interview scheduling template can also be used to coordinate several activities for one applicant, such as interviewing with multiple individuals or teams, offering a presentation, or attending other events as part of the interview process. To modify the template, simply edit the headings of each column on the spreadsheet for a customized schedule.

Brief Interview Form Template

Download Brief Interview Form Template

Word  |  PDF  |  Smartsheet

This job interview form covers the basics on a single page, with room for questions, a brief evaluation, and notes or recommendations. At the top, add details about the interview, such as the position being applied for, the date and time of the interview, the candidate and interviewer names, and any other details you want to track. Use the template as a guide to create your own condensed interview form.

Interview Guide Template

Download Interview Guide Template

Word  |  PDF

An interview guide template can walk interviewers through the steps of introducing candidates to the interview process, asking pre-planned questions, evaluating responses, and rating candidates to help decide whether they should move on to the next step toward being hired. Use this template as an outline to create your own guide, and add a script for interviewers to follow, information that is relevant to the position, and specific questions to determine applicant qualifications. The template includes a basic evaluation scorecard and rating scale as well as room for comments or recommendations.

Interview Questions Template

If you need ideas for questions to ask during an interview, use this template as part of your brainstorming process. Candidates can also use this template as a practice guide for answering interview questions. The template includes sample questions aimed at gathering information about a range of skills and qualities. Adjust the questions to fit a specific role, industry, and type of interview.

‌ Download Interview Questions Template - Word

Exit Interview Template

Download Exit Interview Template

Exit interviews are an opportunity for employers to gather information about an employee’s work experience, including feedback on what elements of a job or an organization might need improvement. This template provides a survey for employees who are leaving a job, with questions related to the reason for ending employment, experience at the company, and satisfaction with the job. As with the other templates on this page, the template can be tailored to fit the needs of your human resources department.

Interview Evaluation and Scorecard Templates

Interview evaluation form template.

Download Interview Evaluation Form Template

List the core skills and credentials required for a position, along with other qualities that you want to rank, such as communication style, preparation for the interview, or initiative. Evaluate a candidate by assigning a score to each item based on how well they meet the requirements. The template includes a rating scale to indicate whether a competency was absent, average, or excellent. You may also want to include notes to record why you gave a certain score.

Interview Evaluation Scorecard Template

Download Interview Evaluation Scorecard Template

After completing an evaluation form and assigning scores to indicate how a candidate ranks for each requirement, use this scorecard template to add up overall scores and get a quick overview of results. It can also be used to calculate average scores and see how many items received high or low scores. Add notes to support the decisions and recommendations based on the data collected.

Candidate Comparison Scorecard Template

Download Candidate Comparison Scorecard Template

Once candidates have been ranked for interview performance, relevant experience, skills, and other factors, you can compare their scores to those of other applicants. This scorecard shows the candidates side by side, along with overall ratings to help you decide which candidates will move on to the next part of a hiring process. Include interviewer names and notes to keep track of each step in making hiring decisions.

Covering the Bases: What to Include in an Interview

Interviews will of course vary widely depending on the type of position that a candidate is applying for, the size and type of the business or organization that is hiring, industry standards or requirements, and other factors. Creating templates for a range of positions, from entry-level to management and executive leadership roles, can help to define the core qualifications needed for a job, create a standardized approach to interviewing and evaluating applicants, and streamline the interview process so that interviewers have clear expectations and procedures to follow. While the content and format of an interview will be shaped by the position, here are some common elements that are typically covered:

• Aspirations: Asking questions about a candidate’s goals or future aspirations can give you a sense of their own standards for success, whether they are looking for a long-term commitment, and how their professional development plans might fit with company objectives.
• Results: Gauging performance needs to be based on actual results, such as career successes, previous accomplishments for a former employer, and lessons learned from both accomplishments and setbacks.
• Conflict: Getting specific examples of how a candidate has handled conflict in previous work settings may provide a window into their strengths and weaknesses related to interpersonal challenges. This quality may be especially important for management roles that involve working closely with teams, facilitating communication among groups, and mediating conflicts.
• Making Decisions: Can the candidate provide examples of effective problem-solving? What types of decisions will they be responsible for on a daily, monthly, or annual basis? Asking questions that illustrate their leadership style and approach to handling important decisions can help you anticipate a candidate’s comfort level with taking the lead or working collaboratively when needed.
• Role Clarity: Asking questions to assess a candidate’s awareness of what the position entails, what role they will play in the organization, and why they are applying for the job not only provides a sense of the applicant’s understanding, but also gives them an opportunity to describe why they are the right person for the position.
• Cultural Fit: Looking for qualities related to personal character, professional values, teamwork, and preferred work environment or management style can help you assess how a candidate might fit into an organization’s culture.
• Skills and Competencies: These could range from assessing experience with specific equipment or technology to evaluating soft skills, such as communication, initiative, and leadership. They can also encompass previous experience with specific tasks, educational background and relevant training, and examples of professional experience as preparation to succeed in a particular role.

Interview questions may also relate to planning and organizational skills, salary expectations, work standards, and the confirmation of or expansion upon information provided in a resume. Interview templates often have a rating scale built in so that interviewers can easily evaluate and score a candidate’s answers, and then assign an overall score based on the results.

What Not to Ask in an Interview

According to the Equal Employment Opportunity Commission (EEOC), discrimination is forbidden from every aspect of employment, including steps in the pre-employment process, such as advertising and recruitment for open positions, application requirements for candidates, and what interview questions are asked. In general, it’s important to ask only for information that will be used to make a hiring decision. That means avoiding topics related to gender, race, family status, age, disability, or pregnancy. Interviewers may need training in order to fully understand what types of questions could violate labor laws. A question that is intended to be friendly or personable may actually be interpreted as fishing for information that could be used in a discriminatory manner.

Behavioral vs. Situational Interview Questions

Behavioral interview questions focus on how a candidate handled past situations in order to get an idea of how they would perform in the position they are applying for. The questions are designed to get specific, real-world examples of past behavior in work situations. Due to their focus, they are sometimes called STAR interview questions (specific situation, the task required, actions taken, and results). Behavioral questions may illustrate how a candidate is likely to react in a given situation and provide examples of interpersonal and time-management skills. The examples that a candidate chooses to share may reveal what they find challenging or difficult. Behavioral questions may also offer opportunities to discover what a candidate has learned from previous challenges. Here are three examples of behavioral interview questions:

• Describe a time when you improved the efficiency of a process. How did you accomplish this?
• Tell me about an experience of working closely with someone whose personality was very different from yours.
• Talk about a time when you had to juggle multiple responsibilities. How did you handle that situation?

Situational interview questions are similar to behavioral ones, but rather than focusing on past experiences, the interviewer offers a hypothetical scenario and asks the candidate to describe how they would deal with that situation. This can be useful for identifying how someone might handle the responsibilities of a particular job, how they might deal with problem-solving challenges, and their overall level of expertise. Situational questions might include the following:

• If a manager led a project by encouraging team members to be competitive rather than collaborative, how would you react?
• What would you do if you realized that a project wouldn’t be finished by the deadline because of a mistake?
• How would you handle a coworker if you were unable to develop a positive relationship with them?

Both behavioral and situational questions ask candidates to consider various scenarios, but behavioral questions focus on past experiences, while situational ones look to how something might be handled in the future. Most interviews include a combination of both approaches, along with general questions related to background and competencies.

Why Use Interview Evaluation Scorecards?

Using a scorecard to evaluate an interview provides a standardized and efficient method for ranking candidates. This method helps ensure fairness when comparing various applicants because everyone’s scores are based on the same factors. A scorecard can also be a helpful tool for comparing how different interviewers rate the same candidate. In addition, having a standardized scoring system may also provide some protection for a business if a candidate claims that they were judged unfairly or the outcome was swayed by the interviewer’s bias. Filling out an evaluation scorecard creates documentation to support hiring decisions and protect against claims of bias. Finally, another benefit of a scorecard is that it can highlight the core competencies required for a position, so important qualifications won’t be overlooked, and candidates will be evaluated based on specific requirements.

Taking time to train interviewers on how to use evaluation forms and scorecards can also help the interview process go smoothly and encourage accuracy and consistency. Make sure any questions are cleared up before interviewing begins.

Applicant Tips: Preparing for an Interview

Just as businesses need to define their interview objectives and understand how certain questions will help determine a hiring decision, candidates need to prepare for being interviewed. One of the most important things to keep in mind when answering interview questions is to use specific examples to illustrate your experience and abilities. Here are a few other tips to consider:

• Transform Weaknesses: Everyone makes mistakes, and you may be asked to describe a specific failure and how you handled it. Focus on what you have learned and things that you have fixed or are in the process of correcting, such as filling a knowledge gap with further training.
• Do Your Research: Providing a competent response for why you want to work at a certain company requires some knowledge about the organization’s background, values, and products.
• Stay Positive: Avoid saying anything negative about a previous employer. Even if you were fired from a position, try to frame the reason for leaving the job in a positive light.
• Be the Best: Employers want to know why you would be the best candidate for a job. Focus on how your experience, skills, and knowledge have prepared you to be the best fit.
• Maintain Focus: Some interview questions may be very broad, such as “Tell us about yourself.” When faced with open-ended questions, stay focused on your interest in the position and the relevant skills and qualities you have to offer.

Going to job interviews can feel daunting, but advance preparation and practice can help the process go more smoothly. Read sample interview questions, and enlist a friend to help you practice your answers.

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Original text

You’ve advertised your open position, screened resumes and applications, and now you’re ready to interview the top candidates. Conducting in-depth interviews is time-consuming, it and can be stressful and unproductive if you’re not prepared. How do you make the most of this investment of your precious time? How can you glean the information you need to make the best decision for your business? 

Download this template to help you develop a list of questions to ask each candidate.

Then follow these tips for best results:

• Be consistent. To evaluate candidates fairly, ask everyone the same set of questions.
• Open up. Ask open-ended questions rather than “yes or no” questions.
• Listen carefully. If the initial answer doesn’t tell you what you need to know, keep probing until you get a meaningful response.
• Encourage questions. The questions a candidate asks can be as telling as their answers to your questions.

Remember to brush up on what you cannot ask in an interview . Federal and state laws prohibit certain questions that might be used to discriminate against candidates.

For more advice, download the free e-book, “ So You Want to Be the Boss ,” created by ComplyRight in partnership with SCORE.

Job Analysis Worksheet Download this template to help you determine the responsibilities you will delegate and the essential qualities you need in your first employee.

Hiring Your First Employee: A Guide To Getting It Right Watch this webinar and gain the confidence and know-how for the successful, snag-free hiring of your first - or newest - employee.

Copyright © 2024 SCORE Association, SCORE.org

Funded, in part, through a Cooperative Agreement with the U.S. Small Business Administration. All opinions, and/or recommendations expressed herein are those of the author(s) and do not necessarily reflect the views of the SBA.

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Interview skills lesson

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Interview skills

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Interview skills: Lesson plan

Interview skills: presentation slides

Adapting To Different Types Of Interview Interactive Worksheet

Interviews can take place in a range of ways to suit different situations, such as by telephone or video, and might include questions as well as tasks. This full-length lesson plan and interactive worksheet can help students understand the different types of interviews, why they are used and how the STAR model can be used to craft answers to common interview questions while providing the detail employers will be looking for.  

Teaching resources:

• Interview skills: Lesson plan and presentation slides – full lesson plan for use with a group of students in the classroom
• Adapting to different types of interview: Interactive worksheet – activity for independent learning whether remote or in class

Lesson plan

(30 - 120 minutes)

This lesson is designed to help young people understand why employers hold different types of interviews, and how to prepare and practise for an interview. Students will discuss different types of interviews they might come across, and the situations these interviews are most appropriate for. There are also tips on how to approach interviews using the STAR model when answering questions, and a chance to put this into practice through an interview role play.

How does LifeSkills support preparation for interviews?

Preparation is key to interview success, and this lesson includes an activity focusing on useful preparation tips and what they should and should not do in an interview. They will be introduced to the interactive Virtual Interview Practice tool , where they can do mock interviews and both practice and watch some model answers. The second activity also includes a group exercise where students discuss each stage of preparation including researching a company, deciding what to wear, and finding the interview location, before sharing advice with each other.

Lesson learning outcomes

By the end of the lesson, students will be able to:

• Identify different types of interview, their purpose and ways to prepare
• Apply the STAR method to answer some common interview questions
• Receive constructive feedback on their performance and reflected on goals for improvement

Interactive worksheet

(15 - 20 minutes)

The Adapting to different types of interview independent worksheet explores similar themes to the parts of the lesson, also introduces to students the different types of interviews and why they might be used. Additionally, it gives them the opportunity to create their own answers to interview questions using the STAR model. You might choose to assign it:

• As homework following the Interview skills lesson
• For independent study
• For remote learning

Boost interview technique with LifeSkills

Continue work on embedding students’ skills for the future with a range of LifeSkills lessons, such as Communication and digital skills at work lesson  and  Online reputation in the workplace lesson and Communicating digitally in the world of work lesson . Our  Content guide has more information on how LifeSkills resources can be used in PSHE, English lessons, and much more. Why not try one of the related lessons below next? Or for more interview resources to use yourself or to share with teachers, young people, parents, or others, visit our interviews hub .

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Why not try one of these next?

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Explore careers with primary aged children and teach them about workplace skills with this free lesson plan from Barclays LifeSkills.

Workplace challenge quick-fire activity

Help students think about how they might react in different workplace situations – and whether it’s the right way.

The journey to your career lesson

Identify the core transferable skills students need to develop, to aid them on their career journey.

ESL Vocabulary & Conversation Worksheet: Job Interview (Intermediate-Advanced)

In this job interview vocabulary worksheet, you are going to find ESL job interview vocabulary exercises that will help students to learn useful phrases and help them answer questions when attending a job interview. The worksheet also includes a conversation exercise for practical use of the vocabulary. The exercises are tailored to intermediate-advanced (B2-C1) students.

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Preparation Notes for the Teacher

Job interview, a. vocabulary (skills and personality traits), b. job interview questions & advice, exercise c. speaking (role-play).

Required time: 45 min

Create and print out job cards and interview cards for Exercise C. The job cards contain a job and requirements, while the interview cards contain questions for the jobseeker. Make sure you use the questions from Exercise B, and you are welcome to add more.

The role-play should be performed in pairs, so make sure you have 3 job cards with 3 matching interview cards per pair.

Student 1 is the jobseeker who draws a job card, while Student 2 is the employer who asks questions at the interviews. Roles can be swapped for a second round of the role-play activity.

In this job interview vocabulary worksheet, you will find job interview vocabulary exercises that will help you learn useful phrases, questions, and conversation tips ( what you should and shouldn’t say ) that you can use when attending a job interview.

Think about your dream job and what kind of skills and personality traits you need to have for that job. Discuss this briefly with your class and your teacher, then answer the questions in Exercise A and Exercise B.

Read the questions before answering to make sure you understand them.

1 . Imagine that you are a jobseeker. Think about how you would describe yourself. Look at the personality traits table, then check the statements below. Can you recognize the personality traits of every description? Fill in the blanks 1-14 with the correct word from the personality traits table.

Personality traits:

2. Describe yourself briefly as a jobseeker using the words from Exercise A. Give explanations to your statements.

For example : “I am positive and reliable. When I have problems at work I try to look for a solution and I never share ideas from work outside work. “

 ________________________________________________________________

3. Read the questions (1-8). These questions are typical for a job interview. Match the questions to their correct answers (a-h).

1) How are you today? Answer: ___

2) Did you have any trouble finding us? Answer: ___

3) Can you stick to deadlines? Answer: ___

4) How much do you expect to earn per month? Answer: ___

5) What are your strongest points as an employee?  Answer: ___

6) What languages can you speak fluently? Answer: ___

7) What are your goals for the future? Answer: ___

8) Have you got a car license?

a) I expect my monthly salary to be $10, 000.

b) English, Farsi, and Norwegian.

c) I see myself as a CEO of a marketing agency.

d) No, I only have a motorcycle licence.

e) Very well, thank you. How about you?

f) Yes, that is not a problem for me.

g) No, I used to work in this area.

h) I am very productive, upfront, and goal-oriented.

4. Here are some examples on what you should and shouldn’t say at a job interview. Mark each sentence 1-10 as “Right” or “Wrong”.

1) I really need this job! ___                               

2) No, I don’t have any questions for you. ___

3) I can work under pressure because I see challenges in problems. ___

4) How much will my salary be? ___

5) With this job, I would like to develop my skills and get more experience in marketing. ___

6) I feel really anxious. ___

7) I like to change jobs because I need changes in my life. ___

8) I really like that you organize after work parties every Friday! ___

9) My current job is convenient, but I want to upgrade my skills. ___

10) My goal is to strengthen my skills and learn more about sustainability in architecture. ___

5. Do this role-play activity together with your partner, then swap roles:

Student 1 draws a job card. Student 2 uses a matching interview card for Student 1 for the job on the card.

Student 2 ask the interview questions from the and Student 1 has to give creative answers to get the job. Act out the interview in front of your class.

Download this worksheet in Word and PDF doc format (zipped)

Additional Resources

• All ESL worksheets
• ESL activity ideas & materials
• ESL idioms worksheets
• Start Teaching English Abroad

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