Four areas: the company (mission, recent news, product, financials if public), the role (read the job description critically: what problem are they really solving?), your evidence (STAR-structured answers for competency questions), and your questions (meaningful, specific questions signal genuine interest). Source: SHRM interview preparation guidance, LinkedIn career development research.
Situation: set the context briefly. Task: what was your specific responsibility? Action: what did you do, specifically (not 'we')? Result: what was the measurable outcome? Most candidates spend too long on Situation and not enough on Action and Result. Aim for 1-2 minutes per answer. Source: SHRM competency-based interview guidance.
Questions that reveal how the role actually works: What does success look like in the first 90 days? What are the biggest unsolved problems for this team right now? How does the team handle disagreement? Avoid questions whose answers are on the company website. Good questions demonstrate that you've thought seriously about the role. Source: practitioner consensus.
Within 24-48 hours with a brief, specific message. Reference something specific from the conversation: a problem they described, a product you discussed. This is a chance to briefly reinforce your candidacy. Keep it to 3-4 sentences. If you're waiting for feedback, follow up after the timeline they gave you, then once more a week later. Source: SHRM candidate follow-up best practice.
Track each process separately with its current stage, key contacts, and next action date. Be transparent with companies about timelines when asked; vague answers damage trust. If you receive an offer before a preferred process concludes, it is professionally acceptable to ask for a short extension (3 to 5 days). Do not fabricate competing offers. Source: practitioner consensus.