The Ultimate Interview Bible (Backed by 300+ offers)

This is the second and the final part of our Ultimate Interview Bible.

Just like Part 1, this isn’t theory, it’s field-tested.

I use the same approach inside My First Australian Offer. It’s backed by over 500 mock interviews that have turned into 300+ real job offers (including 2 just yesterday).

Let’s get into it.

There are 6 core elements you need to get right if you want to convert your next interview into an offer:

• First impression and small talk

• Know the company inside out

• Prepare for most frequently asked questions

• Conquer behavioural questions

• Ask insightful questions

• Send a thank you note

We did a deep dive on the first three elements in Part 1. You can read that here.

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Conquer Behavioural Interviews: The Real BS Test

Behavioural questions make up 60–70% of a typical interview.

It doesn’t matter if it’s a phone screen, a graduate program assessment centre, or a partner interview. Our rule of thumb stays the same:

Always expect behavioural questions, and be prepared for them.

These are the questions that ask you to share real examples of situations you have faced, and what decisions you made. For example:

• Tell me about a time when you had to work with a difficult stakeholder

• Describe a situation where you were managing multiple priorities

• Walk us through an example where your initial approach didn’t work, and how you adapted.

They are popular because they are the real BS test.

Up until now, your resume has made a lot of claims about leadership, teamwork, problem solving, and adaptability, and the hiring team has politely taken your word for it.

But before they hire you, they want proof.

Behavioural questions help predict how you are likely to act in the future, based on how you’ve acted previously.

When it comes to students, graduates, and early professionals, here are the most common themes you need to be prepped for:

Why the STAR approach isn’t enough?

The go-to advice for answering behavioural questions is to follow the STAR approach.
I am not a huge fan of it because it makes for very poor storytelling.

Think about any great story: Harry Potter, Spiderman, Game of thrones (before the last 2 seasons)

In each and every one of them, there is a protagonist living their normal life (Situation), a villain appears who tries to make their life miserable (Challenge), the protagonist responds (Action), and then there’s a final resolution which in most cases is protagonist saving the world (Result).

You want to use this same storytelling approach in your behavioural answers.

There has to be a challenge, and you need to sell that challenge clearly, because if the challenge feels small, your solution will never sound as impressive.

I coach my students to build their example around the SCAR framework.

• Situation: The specific context or background

• Challenge: The challenge or obstacle you faced

• Action: The specific steps you took to address it

• Result: The positive outcome or what you learned

The reason this is a strong answer is because it goes beyond just showing that you can manage multiple priorities.

It highlights that you’ve worked with government clients, led teams, written high-value project proposals, managed stakeholders, and delegated effectively. In a single story, you’re not only demonstrating time management and prioritisation, but also leadership, communication, and business development skills.

That’s what makes this powerful. It shows depth, range, and impact, which is exactly the kind of profile employers want to hire.

If you want to do well in behavioural interviews, my advice is to come up with stories around each of the 6 themes I have highlighted above. But don’t, don’t and please don’t memorise them word for word.

The Interview Reversal: Your Turn to Ask Questions

1 thing that stays the same regardless of the industry, the role, or even the country you are interviewing in, is how every interview ends.

It always ends with the interviewer asking you, “Do you have any questions for us?”

According to Qureos, 38% of candidates fail their interviews because they don’t ask good questions. That’s an outrageous statistic, especially when you think about it.

This is the one question we know is coming, yet so many people freeze, ask something generic they could have easily found online, or worse, say they don’t have any questions at all.

That cannot happen.

Before we talk about the kinds of questions you should ask, here are the questions you should stay away from, especially if you’re in the early career stage and are looking for your first Australian offer.

1. Avoid questions about salary and benefits too early. These conversations should happen only after you’ve progressed further in the process or once an offer is on the table.

2. Avoid questions that can be easily answered through basic research. Things like “What does your company do?” or “Where are your offices located?” show that you haven’t taken the time to prepare.

3. Avoid questions that are entirely focused on what the company can do for you. Instead of asking about training programs, promotions, or flexibility right away, focus first on understanding the team’s priorities and how you can add value.

So, what should you ask instead?

I like to think of questions in two buckets:

Bucket 1: Exceptional questions

Exceptional questions are the ones that come up naturally in the moment. The interviewer says something, and based on that, you ask a follow-up question. These cannot be fully prepared beforehand, which is exactly why they work so well. They turn the interview into a real conversation.

There are no shortcuts or cheat codes here. Just listen carefully and ask something thoughtful based on what the interviewer says, whether it is during small talk at the start or while they are describing the projects and responsibilities.

Bucket 2: Everything else (still good!)

The second category includes questions you can prepare ahead of time about the company and the role itself. For example:

• What would you consider exceptional performance in this role during the first 90 days?”

• The position description mentioned several key skills including [mention some of the skills]. From your perspective, which two are the most important for someone to succeed in this role?

• Can you share a bit more about the most important priorities I would be focusing on in this position?

The reason I like these questions is because these show curiosity, preparation, and a genuine interest in doing the job well, not just getting it.

If you are unable to come up with any questions, use 1-2 of these in your interview, and close it with:

What are the next steps in the interview process, and is there anything else I can provide to help you make your decision?

The Science and Sense of Sending a Thank You Email

Before we even get into this, let me just say I spent hours digging through research and couldn’t find a single peer-reviewed study that proves sending a thank-you note directly increases your chances of getting hired.

Do a quick search, you’ll find this stat floating around LinkedIn:

68% of hiring managers say a thank-you message influences their decision, and 20% have even rejected candidates who didn’t send one.

Now, is that hard science? No.

But it tells us something important when you pair it with what dozens of psychology studies say about gratitude.

People who express gratitude are consistently rated as warmer, more likable, and more trustworthy. They build stronger relationships and others are more willing to help them in the future.

That’s exactly why I strongly recommend sending a thank-you email after your interview.

Here’s how to get it right:

• Timing: Send it within 24 hours after your interview. That shows promptness without appearing overeager.

• Best time of day: Aim for between 5–6 PM the same day, or first thing the next morning (7–8 AM) so it lands at the top of their inbox.

• Panel interviews: Whenever possible, send individual emails to each interviewer instead of a group message.

• Tone: Don’t write like a robot. A bad thank-you email can do more harm than good. So, if you’re planning to ask ChatGPT to write it, don’t send it.