• One of the biggest parts of preparing for a job interview is running through practice questions.
• We asked recruiting pros for their top interview questions and how a candidate should answer them.
• Here's what they told us.

When you're preparing for a job interview, one of the first things you can do is research what previous candidates have shared about their own interviews with that employer. Some of the most helpful information to glean, if you can find it, is what interview questions you might expect to be asked.

To help job seekers who might not be able to find common questions asked by a specific company, we asked five recruiting professionals for their favorite questions to ask in job interviews.

They also broke down how candidates should answer and what the answers can reveal about them. Of course, the slate of questions asked in an interview can vary based on the recruiter's personal preferences, the role, and other factors — but these go-to questions from recruiters are a good place to start.

Here's a look at questions recruiters love to ask that they say can be particularly telling about a candidate.

'Tell me a time when you found a way to improve a process, made something more efficient, or otherwise introduced an improvement when you weren't asked to do so.'

Kyle Samuels, who spent 20 years in senior-level executive recruiting and is now CEO of executive search agency Creative Talent Endeavors, said he likes this question because it helps identify "proactive leaders who are willing to answer difficult questions and drive business results."

He recommends candidates use the STAR method — focusing on the situation, task, action, and result — to answer this question and really highlight their "initiative and drive."

"I'm also looking for candidates who can stand up to additional questioning well and describe specifics within each example or story they share when responding," he said.

He shared with us one example of how a STAR-formatted answer to this question might look:

• Situation: "Our SaaS solution isn't cutting it."
• Task: "I was assigned to fix the problem."
• Action: "I spoke to other CTOs to get recommendations, found a final list of five, and then evaluated them against the incumbent so we could make the right hiring decision."
• Result: Explain the end result and what happened after taking the actions described.

'Tell me about a time when something went terribly wrong with a project.'

This question shows a candidate's "ability to take responsibility for mistakes, solve problems, communicate effectively, and collaborate with others," said Lauren Monroe, who leads the creative practice group at Aquent, a staffing agency for creative, marketing, and design roles.

An ideal answer would "name the specific challenge faced, acknowledge the mistakes made, and identify the actions taken, lessons learned, and solutions implemented to solve the problem," she added.

'What key elements need to be in your next role, and what would be a dealbreaker for you?'

Amri Celeste, a recruitment manager and interview coach, likes this question because it gets at "what a candidate is really looking for in a role and whether the role we're discussing matches what they expect in their next role."

"It's also an opportunity to open up a more honest dialogue about their values, work style, and career goals, which helps me learn about not only how well they suit the role, but also how well they might suit the team and management style of the manager," she said.

'Tell me about yourself.'

It's a tried-and-true interview question, and Andrew Fennell, a former corporate recruiter and the founder of the résumé-builder website StandOut CV, leans on it to set the tone in interviews.

"After introducing myself and explaining how I've arrived to the point of this interview, I ask the candidate to do the same," he said.

"It relaxes the atmosphere a bit, makes it a bit more conversational, and allows the candidate to give a well-rounded summary of their experience and skills," he added.

'Tell me about the greatest impact you made at a company and what helped you achieve that impact.'

Tessa White, a former head of HR, is the CEO of The Job Doctor and the author of "The Unspoken Truths for Career Success."

Besides asking about a candidate's achievements, White also tries to gauge their ability to problem-solve by asking questions about challenges they've encountered in the past.

She'll ask, for example, "Tell me about a time you were at odds with someone or a department and you were able to successfully move through it."

Other times, she might say, "Tell me about a time when an initiative or project you were leading wasn't going the way you hoped. How did you handle it and what is your philosophy for addressing obstacles?"

For all of these questions, she said the ideal answer should be "authentic and real." If it's not, a recruiter can "sniff it a mile away," she said.

"I'm not looking for the answer you think I want to hear," she said. "I'm looking to see an imperfect person that has insight into their strengths as well as someone who understands how to learn from previous mistakes."

• The STAR and PARADE methods of answering behavioral interview questions are both popular.
• They can help when you're asked about a time you faced a challenge or made a mistake at work, for example.
• Career experts shared with BI their advice for how and when to use each method.

Share an example of a challenge you've faced at work. Describe a time you had to make a difficult decision in your role. Tell me about a mistake you've made on the job.

We've all probably heard some variation of these behavioral interview questions before. Though they're pretty common, it can still be difficult to know the right way to answer them.

Two well-known methods, STAR (Situation, Task, Action, and Result) and PARADE (Problem, Anticipated consequence, Role, Action, Decision-making rationale, End result), are commonly suggested as means to craft your response.

While the two are both ultimately designed to guide candidates with their answers, which structure is more effective?

We asked career experts to break down the difference between the two, and which one may work best for you.

The STAR method

The widely used STAR framework is a personal favorite recommendation of Amri Celeste, a recruitment manager and interview coach.

"The pros are that the STAR Method structure automatically arranges an answer into a story format," she said. "And we tend to remember information in story format much easier than plain data or information, so it automatically makes answers memorable."

The straightforward format is broken down into four simple steps:

1. Situation: Set the scene by providing context on the challenge you faced.
2. Task: Explain your role in that situation.
3. Action: Describe what actions or steps you took to tackle the situation.
4. Result: End with the outcome of your actions and how you grew from the experience.

Andrew Fennell, a former corporate recruiter and founder of résumé builder website StandOut CV, said that the STAR method's structured approach is especially effective at exhibiting "measurable achievements" and "clear problem-solving skills."

"It helps candidates organize their responses by focusing on a specific scenario, their responsibilities, the actions they took, and the outcomes they achieved," he said.

However, Fennell said that the framework may sometimes feel "rigid" and responses could seem "overly rehearsed." Additionally, he said that candidates using the STAR method sometimes are not able to "highlight softer skills or adaptability in more abstract scenarios."

The PARADE method

While the STAR method can offer succinct, informative answers, the PARADE method is a more detailed structure that examines the decision-making process and its broader impact in greater depth.

"This is particularly useful for leadership or strategic roles where the reasoning behind actions is just as important as the outcomes," Fennel said.

The PARADE method is broken down into a slightly longer structure:

1. Problem: Lay out the challenge or situation you faced.
2. Anticipated consequence: Explain the potential consequences or impacts that could occur if the problem remained unsolved.
3. Role: Define the role or position you played in resolving the situation.
4. Action: Describe what specific actions you took.
5. Decision-making rationale: Explain the reasoning behind your actions and why you chose those steps as opposed to other ones.
6. End result: Finish with the outcome of the situation.

Although both the STAR and PARADE methods provide examples that illustrate how candidates can achieve jobs, Tessa White, CEO of The Job Doctor and author of "The Unspoken Truths for Career Success," said that she finds the PARADE structure "more powerful."

"It gives greater context — how big was the problem? Why was it a problem? How do I know I created impact?" said White.

However, Fennel said that candidates might find it more difficult to prepare the PARADE method due to its level of detail.

"It risks leading to lengthy or overly complex answers if not handled carefully," he said.

Which is better? It depends on the question or role

Although both structures are effective in showcasing a candidate's ability through an example, Fennel said that the STAR method is particularly useful for "standard competency-based interviews" that need "concise and focused" answers.

"Its straightforward structure works well for roles that prioritize technical expertise or clear problem-solving," he said.

Celeste recommends using the STAR method for questions that require an example, such as ones that begin with "Describe a time when" or "Give an example of." In contrast, the structure is less suitable for questions like "Tell me about yourself" or "Why should we hire you?"

However, for questions focused on problem-solving and critical thinking, Celeste suggests using the PARADE method. This includes prompts like "Can you walk me through a situation where you needed to adopt a new strategy?" or "Describe a complex problem you faced at work."

She also said the PARADE method is better suited for mid to senior-level roles because of its detailed format, which results in longer and more complex answers that "may not be needed for a first-level position."

In the end, however, what's most important is telling a compelling story that demonstrates what you've accomplished and what you can do in the new job.

"I've sat through thousands of interviews, and the person who can clearly share how they solved a problem or created impact is rare," says White. "Most individuals focus on what they can do, but not how they can do it. I'm looking for proof points, and both methods do just that."

• Job seekers may face 'love-bombing' from hiring managers during interviews.
• Love-bombing involves excessive praise to keep candidates interested without real intent.
• Experts advise setting expectations and keeping options open to avoid being manipulated.

If a hiring manager is excessively complimenting you and telling you you're the top candidate during an interview, you may be being "love-bombed."

The term originated as a way to describe the manipulative tactics some toxic people employ in romantic relationships to hook in their victims, showering them with affection, gifts, and promises for the future, only to later flip the script and show their real selves.

But the same pattern may apply to the workplace, too. Many job seekers complain of inconsistent behavior from hiring managers, CNBC reported, being flattered and praised one minute and ghosted the next.

"Love-bombing during job interviews happens all too often when recruiters or hiring managers want to keep you interested in them while they figure things out behind the scenes," Renee Barber, the global director of recruiting for TYR Talent Solutions who has over 20 years of experience in the recruitment industry, told Business Insider.

"They may overhype your chances to keep you interested," Barber said. "Especially if they're not ready to make a decision or they need to buy time without being direct about the actual situation."

Janine Chidlow, the managing director of EMEA at the global talent firm Wilson, told BI that love-bombing not only disrupts a candidate's career expectations "but also raises questions about organizational integrity and employer branding."

"This phenomenon isn't new," she said. "But its frequency and impact have surged."

How to recognize love-bombing

It's looking like the job market may see a boost next year. But white-collar hiring is still in a slump, with tech jobs being hit the hardest.

Love-bombing may serve as a "morale-booster" for both candidates and interviewers, Chidlow said.

Amanda Fischer, an executive leadership and career coach who is the founder of AMF Coaching & Consulting, said that some recruiters and hiring managers want everyone they are interviewing to feel optimistic about the role so they don't lose out on the best candidates.

They may also want to create a strong connection so the candidate to make them less likely to negotiate further.

"In this particular instance, that is a highly manipulative move," Fischer said.

It may not always be a scheme, though, and some recruiters and hiring managers may be love-bombing without realizing it.

"They could genuinely be excited about a candidate and might not see how the excessive compliments could backfire," Barber said.

There are plenty of ways to recognize love-bombing during the interview stages.

According to Barber, some signs are excessive compliments, like being told you're exactly what the company is looking for, or that you're the best candidate being interviewed, or being given unrealistic promises, such as if they talk about you "being a great fit for the team" or "starting soon" before they've actually made a decision.

Fischer told BI that pressure for a quick decision is also "a huge red flag."

"From my perspective, there are very few circumstances where you should accept a role the moment it's offered," Fischer said.

Barber agreed, adding that if there is a long delay or no communication after the interview, "it's a sign that the praise might have just been a way to keep you interested before they made their decision."

What to do about it

Love-bombing during the interview process is symptomatic of deeper issues in recruitment, Chidlow said.

"While it may yield short-term gains in market perception, the long-term costs — disillusioned candidates, damaged reputations, and high turnover — far outweigh the benefits," she said.

"By prioritizing transparency and respect, organizations can foster genuine connections with candidates, ensuring a healthier, more productive recruitment process."

If you think the person on the other end of the interview desk is love-bombing you, it's good to set expectations early, Barber said.

"Before you wrap up the interview, feel free to ask when you can expect to hear back and what the next steps are," she said. "This can help you keep track of the process and avoid getting strung along."

Barber also recommended following up after the interview, sending a thank-you email, and asking for feedback.

"This allows you to gauge whether the praise was sincere and whether the company is genuinely interested," she said.

"If something feels off, trust your instincts," Barber added. "If it all felt too polished or disconnected from your experience, be cautious."

Keeping your options open is also a good move because being in a stronger position yourself makes you less likely to fall for manipulative tricks.

"Don't put all your eggs in one basket," Barber said. "Otherwise, you could be waiting around for a response that might never come."