5 Interview Questions EVERYONE is failing right now

Let’s be honest: most interviews aren’t failed because someone lacks skills.

They’re failed because people give default answers to questions that are actually doing all the decision-making.

“Do You Have Any Questions for Us?”

This is where people mentally clock out. The interviewer leans back. The tension drops. And the candidate says:

“No, I think you’ve covered everything.” - the absolute WORST thing you can say at the end of the interview. It doesn't sound bad, but it kills momentum, and those who do ask a question at this stage show that they're genuinely interested in the role (exactly what the recruiter observes).

What it really communicates is “I’m done thinking. You’re done evaluating.” The best answer isn’t clever. It’s positional (just like this next question).

“What’s the biggest problem the team is facing right now?”

That one question does something subtle but powerful. It moves you inside the role instead of sitting across from it. If they answer, you now have a live problem. And live problems are invitations. Some of the most competitive hiring rounds are won because of this question - and this is a standard question to ask in most FAANG companies (hidden rule apparently).

You can follow up with how you’d approach it, or mention something similar you’ve dealt with before.
At that point, you’re no longer just being assessed - you’re collaborating.

2. “Tell Me About Yourself”

Most people respond with a timeline. Education, roles, responsibilities, responsibilities, responsibilities. - the biggest rookie move ever - this is what pushes you into a nervous state because you eventually realise "Why did I just say all of that?".

The interviewer didn’t ask for your life story. They asked why you make sense for this role - and depending on what type of role you're interviewing for, comms are important - and if you can communicate effectively, that's your opportunity gone.

A stronger answer sounds more like a use-case than a biography. “I tend to work best in roles where X is the main challenge. In my last role, I focused on Y, which led to Z — and that’s why this role stood out to me.” You can also mix in something about how you would actually enjoy being in this role and why.

Short. Focused. Relevant. You don’t need to be impressive. You need to be aligned, impress later.

3. “What Are Your Weaknesses?”

The strongest candidates acknowledge their weaknesses. If you tell the recruiter anything around not having any weaknesses, mate - you're not getting the job. Most roles are looking for those who recognise weaknesses, or recognise patterns - hear me out.

The mistake here is treating this like a confession instead of what it really is: a judgement test. The best answers describe trade-offs, not flaws.

“I move quickly when I see something that can be improved. I’ve learned when to slow down and involve others earlier — especially in cross-functional work.”

That tells them you:

• notice your own patterns

• understand impact

• have already adjusted

Which is exactly what they’re listening for.

4. “Why Do You Want This Role?”

This question isn’t about motivation. It’s about whether you’ve actually understood the role and if you see yourself in it.

Generic answers blend together. Specific ones stand out.

"The way this role is structured — especially around X — lines up closely with where I’ve been most effective. It feels like a role designed for the kind of problems I enjoy solving.”

That doesn’t sound rehearsed. It sounds considered and invites the recruiter to ask you more about this (exactly what you want).

5. “Why should we hire you?”

This question sounds straightforward. It isn’t. Most candidates respond by listing qualities:

“I’m hardworking, adaptable, a team player…” uhhh shut it.

None of that helps. The interviewer already assumes those things. What they're really asking is "Why you, instead of the other 3 candidates who are fully qualified?".

The most important thing here, is don't seem desperate - and position yourself as if you're already in that role (bonus points if you asked "Whats the biggest problem the team is facing right now?" because this positions you ahead of the other candidates from the start).

To answer this without error, you need to know exactly what the recruiter/hiring manager is looking for (recruiters priorities for the role) - and this is where CanditAI comes in. With Deep Mix technology, we find the answers in the job description of the role you're interviewing for - pair that with your experience (via your resume) and find out exactly how you can make the most impact.

Literal answers on how to land that role. Try it for free (just don't snitch on us).