A useful set of mock interview questions mixes openers, motivation questions, behavioral and situational questions, role-specific questions, and a closing, then scores each answer against the same few criteria so you can see what to fix. Below is a 30-question set you can print, a 1-to-4 scoring rubric, and step-by-step instructions for running the mock with a friend or on your own.
How to use this page
Pick 10 to 12 questions for one session, not all 30. If you know how long the real interview is scheduled to last, make the mock the same length, so you see how your energy and focus hold up. Choose at least two from each group, plus the role-specific questions filled in for your target job. Save the rest for a second round, because answering new questions cold is part of the practice.
This page gives the questions and the scoring. For full sample answers, follow the links in the tables; each one goes to a guide on that question.
The 30 mock interview questions
The groups follow the structure many university career centers use for practice interviews; the University of Florida's mock interview guide, for example, moves from opening questions through behavioral, situational, and field-specific questions to a closing and the candidate's own questions.
Opening questions (1 to 4)
| # | Question | What the interviewer is listening for |
|---|---|---|
| 1 | Tell me about yourself. | A 60 to 90 second summary that ends with why this job. Guide: tell me about yourself |
| 2 | Walk me through your resume. | A clear thread between jobs, not a list of every task |
| 3 | What do you know about our organization? | Specific research tied to the role |
| 4 | How would a past manager describe you? | Traits backed by a real example or feedback you received |
Motivation and fit (5 to 9)
| # | Question | What the interviewer is listening for |
|---|---|---|
| 5 | Why do you want this job? | Reasons rooted in the work itself, not only pay or location |
| 6 | Why should we hire you? | Two or three matches between your evidence and their needs. Guide: why should we hire you |
| 7 | Why are you leaving your current job? (or: Why did you leave your last one?) | A brief, neutral reason and a forward-looking close |
| 8 | Where do you see yourself in five years? | Direction that fits the role. Guide: five-year question |
| 9 | What kind of work environment helps you do your best work? | Self-awareness that does not rule out how this team works |
Behavioral questions (10 to 17)
Answer these with one real story each. The STAR method keeps them to situation, task, action, and result.
| # | Question | What the interviewer is listening for |
|---|---|---|
| 10 | Tell me about a time you solved a difficult problem. | Your reasoning, not only the outcome |
| 11 | Describe a disagreement with a coworker and how you handled it. | Respect, listening, and a resolution |
| 12 | Tell me about a mistake you made at work. | Ownership and what you changed afterward |
| 13 | Give an example of a time you had too much to do. How did you prioritize? | A method you actually used |
| 14 | Tell me about a time you received critical feedback. | Openness and a visible change |
| 15 | Describe a time you led something without being the manager. | Influence, coordination, follow-through |
| 16 | Tell me about a time you helped a difficult customer, patient, or client. | Patience and judgment under pressure |
| 17 | What is your greatest weakness? | A real, relevant weakness and proof of improvement. Guide: weaknesses for a job interview |
Situational questions (18 to 22)
| # | Question | What the interviewer is listening for |
|---|---|---|
| 18 | What would you do in your first 30 days here? | Learning before changing; realistic goals |
| 19 | If two managers gave you conflicting priorities on the same day, what would you do? | Clarifying instead of guessing |
| 20 | If you noticed a coworker cutting a safety or quality corner, how would you handle it? | Integrity and proportion |
| 21 | Suppose you realize you will miss a deadline. Walk me through what you do. | Early, honest communication with options |
| 22 | How would you learn a tool or process you have never used? | A concrete learning approach |
Role-specific questions (23 to 26)
Fill these in from the job posting before the session. Copy the exact skill or task wording from the ad into the blank.
| # | Question template | What the interviewer is listening for |
|---|---|---|
| 23 | The posting mentions ______. Tell me about your experience with it. | Specific level, tools, and scale |
| 24 | Walk me through how you would ______ (a core task in the role). | A step-by-step process |
| 25 | What result are you most proud of that relates to ______? | Measurable or observable outcome |
| 26 | What do you think is the hardest part of this job? | Understanding of the role, plus how you would handle it |
Closing and logistics (27 to 30)
| # | Question | What the interviewer is listening for |
|---|---|---|
| 27 | What are your salary expectations? | A researched range. Guide: salary expectations |
| 28 | Can you explain this gap in your resume? (Skip if it does not apply.) | A calm, brief, truthful answer. Guide: career gap |
| 29 | Is there anything we have not covered that you want us to know? | One strong point you have not made yet |
| 30 | What questions do you have for us? | Two or three researched questions. Guide: questions to ask at the end |
The self-scoring rubric
Structured interviews in hiring work the same way: the U.S. Office of Personnel Management describes building a rating scale with defined proficiency levels and example answers for each level, and deciding how each question will be scored. A mock works better with the same idea. Score every answer on the five criteria below, 1 to 4, right after you give it.
| Criterion | 1: Needs work | 2: Developing | 3: Solid | 4: Strong |
|---|---|---|---|---|
| Answers the question asked | Drifts to a different topic | Answers it only partly or late | Answers it within the first two sentences | Answers it immediately and returns to it at the end |
| Evidence | Only claims or adjectives | A general example ("I usually...") | One specific example with your actions | A specific example with a clear result or what you learned |
| Relevance to the role | No link to this job | Link is implied, not stated | Link is stated | Link connects to a named need in the posting |
| Structure and length | Rambling or under 15 seconds | Hard to follow in places | Clear beginning, middle, end | Clear, and about 1 to 2 minutes for a story |
| Delivery | Reading, very fast, or very quiet | Several filler words or long pauses | Steady pace, mostly natural | Natural, confident, and easy to follow |
Reading your scores
- Per answer: 5 to 9 means rebuild the answer from scratch; 10 to 15 means rework one weak criterion; 16 to 20 means it is ready, so just keep it fresh.
- Across the session: look for the criterion with the lowest average. That is your practice focus for the next round, not the single worst answer.
- Be honest with the numbers. These scores are for your practice only. They do not predict how any employer will rate you, and real interviewers use their own criteria.
How to run a mock interview with a friend
- Give your partner the materials 24 hours early: the job posting, your resume, the questions you picked, and the rubric.
- Agree on a role. Ask them to play a polite but neutral interviewer, not a friend who nods along.
- Set it up like the real format. Sit across a table for in-person, use the same video platform for a video interview, or sit in separate rooms on a phone call for a phone screen. For video setup, see how to prepare for a video interview.
- Ask them to add one follow-up per answer, such as "What would you do differently?" or "What was your part specifically?" Follow-ups are where weak stories break down.
- Run the whole set without stopping, then score. Stopping after each answer turns the mock into a conversation.
- Use a simple feedback format: for each answer, one thing that worked and one thing to change. Then ask, "Which answer would you remember tomorrow?"
- Redo the two lowest-scoring answers right away, while the feedback is fresh.
For a panel interview, ask two people to share the questions, so you practice turning to a new person mid-session.
How to run a mock interview alone
- Print the questions, cut them into slips, and draw them at random. Choosing your own order lets you avoid the hard ones.
- Record video on your phone or laptop and answer out loud, looking at the camera. Silent rehearsal hides problems with length and pace.
- Time every answer. Note any story that runs past two and a half minutes.
- Wait at least an hour, then watch and score with the rubric. Right after answering, most people judge themselves on how they felt rather than what they said.
- Read a transcript if you can. Many phones and video tools generate captions. Filler words and unfinished sentences are easier to spot in text.
- Re-record only the weak answers. Compare old and new scores on the same criterion.
The STAR Method Interview Story Worksheet helps you draft the stories for questions 10 to 17 before you record.
A sample session plan (about 60 minutes)
| Time | What happens |
|---|---|
| 0 to 5 min | Setup; interviewer reads the posting summary aloud |
| 5 to 40 min | 10 to 12 questions with one follow-up each, no stopping |
| 40 to 50 min | Both people score; compare scores and feedback |
| 50 to 60 min | Redo the two lowest-scoring answers; write down the next session's focus |
Common mock interview mistakes
| Mistake | Fix |
|---|---|
| Memorizing answers word for word | Memorize the three or four points of each story, not the sentences |
| Practicing only the easy questions | Draw at random and include the closing questions |
| A partner who only praises | Ask for the rubric scores and one change per answer |
| Using one story for everything | Build at least six different stories, so you can match each question |
| Doing a single mock the night before | Run two or three shorter sessions across the week, so fixes have time to stick |
| Ignoring your own questions | Practice question 30 every time; it is the last impression you make |
After the mock
Keep a one-page sheet with your best version of each story, the criterion you are working on, and your questions for the employer. For the most common questions and full worked answers, see common interview questions and answers, and for the full preparation timeline, read job interview tips.