Some interview questions feel like traps. The goal isn’t to impress your interviewer with cleverness — it’s to answer in a way that’s honest, strategic, and helps you understand whether the role is right for you.
Here’s how to handle four of the toughest ones.
1. “Why would we not hire you?”
This question can feel like a trap — asking you to highlight your weaknesses. the intention could be genuine, they could be trying to get an understanding of how to support you. Or it could be a little hostile, a poorly thought out method designed to put you on the spot or sift out candidates. Their other questions will clue you in as to whether its the latter. The smart way to handle it: focus on potential mismatches rather than personal failings. Make it an omission about them, not you.
How to answer:
- Frame your response around the role or the company, not yourself.
- Example approach:
“If the management style is overbearing / there is a lack of direction / lack of transparency , then don't hire me because it wont be a good fit.”
Tip: Avoid framing yourself negatively. Instead, show self-awareness and willingness to adapt.
2. “What salary do you want?”
Salary questions are tricky because giving a number too early can lock you into a lower range. The key is framing your answer around the value you bring to the role.
How to answer:
- Never give a specific number before the interview discussion.
- Emphasize the role’s responsibilities, your skills, and the value you’ll deliver.
Get a sense of all the perks and generally how the job fits into your life and benefits you. Salary is not the only thing that matters to you if you think about it. A pros and cons list is appropriate when taking a decision for a new job, so use this opportunity to build trust with your employer by letting them know its not the only thing you care about, and also probe those other tangible and in tangible benefits.
Example approach:
“I’m most focused on understanding the full scope of the role and how I can contribute, but also how it benefits me holistically. Once I have a clearer picture I’m confident we can agree on a fair package.", "The market range is X, I believe because of Y and Z I should be at the top end.” or maybe their range is not suitable.
We gave some salary negotiation leverage tips in our article about the 8 Critical interview questions you need to ask your future boss.
Tip: Don’t negotiate in emails or early messages. Keep the discussion for the interview itself.
3. “Why did you change jobs?”
This question is about understanding your motivation and ensuring the role is a good fit — both for you and the company.
How to answer:
- Be honest, but focus on alignment rather than complaints.
- Don't ever criticize your past employers; instead, focus on what you’re looking for now.
- Example approach if past jobs had high turnover:
“In previous roles, there was a lot of change in the team, which made it hard to see long-term impact. I’m looking for a position where I can really grow, contribute meaningfully, and build stability."
- Example if re-entering the workforce:
“I’ve taken time away from full-time work, and now I want to ensure my next role is the right fit — both for me and for the team. I want to make sure the role aligns with my skills and long-term goals, which I didn’t always get to prioritize in the past.”
- Example if you can't really pin it down:
More than likely you set yourself up for failure in the first place, so go and check out our article on the 8 Critical interview questions you need to ask your future boss when you get done here, and you can give this answer:
" I had never really asked questions to see if things were a right fit to begin with. I couldn't determine if the company was a good place for me or the role was right for me. I haven't done that in the past but I'd like to now."
Tip: Emphasize curiosity and diligence in finding the right fit, not just moving for want of a better pay check or due to being a problem.
Key Takeaways
- These questions aren’t traps — they’re ways for companies and you to understand fit, motivation, and alignment.
- Focus on framing answers around role expectations, company context, and value you bring.
- Avoid being negative about yourself or past employers.
- Keep compensation discussions centred on the role’s value and scope, not your past salary.
The goal isn’t to give a perfect “script” — it’s to set expectations clearly, protect your options, and make sure the role works for both sides.