Classic and Personality Questions

"Tell me about yourself."

This seemingly innocent and open-ended question is usually the standard opening of most interviews and represents the first opportunity to set the tone of the conversation.

The goal is not to recite your entire biography from childhood or read your resume chronologically, since the interviewer already has that information written down.

The right strategy is to construct an elevator pitch of no more than 90 seconds that acts as a trailer for the candidate's professional film.

The ideal structure should connect the past, present and future, always aligning with the requirements of the vacancy.

For example, instead of saying "I was born in such-and-such a city and studied such-and-such a thing," a professional could start by saying, "I am an architect passionate about sustainable urbanism (Present/Identity), with a ten-year track record transforming public spaces on three continents (Past/Logro).

Currently, I am looking to apply my expertise in green regulations to lead urban regeneration projects at your firm (Future/Alignment)."

It is crucial to mention specific qualities that the offer demands, such as adaptability or continuous learning, integrating them into the personal narrative so that the recruiter feels that the candidate is a natural fit with the company's culture.

Strengths and weaknesses

The weaknesses question is a test of self-awareness and honesty, not an invitation to sincericide.

The tactic is to choose a real weakness that is not critical to the performance of the position for which you are applying.

Never say "I am a perfectionist" (a worn-out cliché) or confess a fatal flaw such as "I am disorganized" if it applies to an administrative position.

The right thing to do is to mention an area for improvement and then explain the concrete steps you are taking to correct it.

For example: "It was difficult for me to delegate tasks because I wanted to control the final result, but now I use project management tools to supervise without micromanaging, which has improved the efficiency of my team".

Regarding strengths, these should be selected based on what the company values most.

If the job description emphasizes innovation, it should relate a situation where the candidate's creativity solved a complex problem.

It is not enough to list adjectives; you must "show" the strength through a micro-story that validates the claim.

If the strength is resilience, you can narrate how you overcame an unexpected market crisis, thus demonstrating competence in action.

Motivation and change

When inquiring about the reasons for leaving the previous job or interest in the current one, the golden rule is positivity.

Never criticize former bosses, colleagues or the culture of the previous organization, even if the experience was negative, as this projects a conflicted image.

The response should focus on attraction to new opportunities ("running toward something") and not running away from problems ("running away from something").

A solid response would be: "I have learned a lot in my current role, but I have reached a ceiling in terms of technical responsibilities.

I am looking for an environment where I can take on larger scale challenges and further develop my skills in artificial intelligence, an area in which your company is a lea