Getting Hired 6 min read Updated 2026-04-21

Your First Interview: What Really Happens

Getting an interview means you've already cleared a major hurdle. Only around 2% of applications lead to interviews, and your CV has already cleared both ATS screening and a human review. But many people underestimate what happens next. The interview itself is where most candidates either win or lose the job. This guide walks you through what to expect, what employers are actually looking for, and how to prepare so you can walk in (or log in) with genuine confidence.

Part 1: What's Really Happening on the Other Side

Before we talk about what you'll do, it helps to understand what employers are thinking.

Most interviews today aren't a single conversation anymore. Most large employers now use multiple formats - often beginning with an AI-powered or one-way video screen, then a panel or competency interview, sometimes followed by a technical assessment or presentation. But don't panic. This doesn't mean you need to be perfect. It means you need to be prepared.

The people interviewing you aren't out to trick you. They're trying to answer one basic question: can this person do the job, and will they fit the team? That's it. They're not expecting you to be a polished professional if it's your first interview. They're looking for evidence that you can learn, take responsibility, communicate clearly, and work with other people. All of which you can show, even if you've never had a traditional job.

Here's the timeline you're likely to experience: Many applicants receive feedback within one to two weeks, although some processes can take several weeks. Phone or screening interviews often result in quicker feedback, sometimes within a few days, while group interviews are usually part of a fast recruitment process. After second or final interviews, decisions may take longer as senior managers or executives review candidates.

Part 2: Before the Interview - Do This

Research the organisation properly

This is where most entry-level candidates fall short. The minimum standard in 2026 is a working knowledge of the organisation's strategy, recent news, competitive position, and the priorities of the specific team you are joining. Generic knowledge is not enough.

Here's what "proper research" actually means:

Write down 3-4 specific things you've learned. You'll reference them during the interview, and it shows you've done your homework.

Prepare examples using the STAR method

Situational or behavioural questions are designed to assess how you handle specific scenarios. Use the STAR method to structure your answers: Situation: Explain the background. Task: Describe the assignment you were given. Action: Describe the steps you did. Result: Discuss the conclusion.

You need 4-5 solid examples ready. They don't have to be from paid work. They can be from school projects, volunteering, sports teams, or any situation where you had to:

Write these out. Don't memorise them word-for-word, but know them well enough that you can tell them in 1-2 minutes under pressure.

Prepare questions to ask them

Being asked "Do you have any questions for us?" is not a formality - it is an assessment of your curiosity and preparation. Have 3–4 genuine questions ready. Good questions show you have thought about the role seriously, are interested in the team's challenges, and are evaluating whether the job is right for you as much as they are evaluating you.

Bad questions: "What does the company do?" (you should already know). "What's the salary?" (ask if they offer the role).

Good questions: "What does a typical day look like for someone in this role?" "What are the biggest challenges the team is facing right now?" "How would you describe the team culture?" "What does success look like in the first 90 days?"

Dress appropriately

UK workplace dress has relaxed significantly, but interview dress should still be one level smarter than the everyday office standard. If in doubt, dress more formally - it is almost always easier to apologise for being overdressed than underdressed.

For most entry-level roles: smart trousers or a skirt, a shirt or blouse. A blazer is optional but adds polish if you're nervous. For creative roles, research the company culture via Glassdoor or LinkedIn photos before choosing.

Part 3: Common Interview Questions and How to Answer Them

You'll almost certainly get asked some or all of these. Preparation takes the pressure off so you can actually listen and respond naturally.

"Tell me about yourself"

This is your elevator pitch. 60-90 seconds. Link your background to the role you're applying for.

Bad: "I'm [name], I went to [school], I like football and gaming."

Good: "I'm [name]. I studied [subject] at [school], where I focused on [relevant area]. I've developed skills in [something relevant to the role] through [specific example]. I'm interested in this role because [genuine reason connected to what you learned about the company]."

"Why do you want this job?"

Stating a clear and concise answer is crucial. The employer is looking to see that you are interested and ready to invest your time into the opportunity. Be specific about your goals and expectations, discuss how you believe your qualifications are in-line with those required of the position, and be ready to explain why you chose this particular company when applying.

Connect it to the company. Show you've thought about it. "I'm interested in your approach to [something you learned in your research]" is a million times better than "It's a good company."

"Tell me about a time when..."

This is where your STAR examples come in. Pick the one that fits. Answer concisely. Give specific details (names, numbers, outcomes where possible). Then pause. Don't over-explain.

"What's your biggest weakness?"

Employers are interested in your level of self-awareness and your ability to reflect on areas for improvement - an important trait in any professional setting.

Pick something real but not disqualifying. Show how you've worked on it.

Good: "Time management was a challenge for me in sixth form. But during my studies, I learned how to prioritise tasks and meet deadlines. I continue to improve in this area."

"Do you have any work experience?"

Even if you don't have paid work, you likely have experience. If you lack experience, think of academic projects and assignments to show your knowledge and skills. Think about what classes you liked. You can answer why you enjoyed them and then connect them to a skill for the job.

"I don't have traditional work experience yet, but in [project/volunteering/school], I [specific example of responsibility or learning]."

Part 4: What Happens During the Interview

Video interviews

One-way video interviews are now standard first-round practice at 69% of UK employers. The format is unfamiliar for many candidates - especially international applicants who have not encountered it before - but it is entirely preparable.

Position the camera at eye level, not looking up at you from a desk. Use natural light from in front of you, not behind. Dress as you would for an in-person interview - full outfit, not just the top half. Look at the camera lens, not your own image on screen - this creates the impression of eye contact. Use the thinking time given (usually 30 seconds) - do not start recording immediately if you need a moment. Speak at a measured pace - nerves cause people to speed up; slow down deliberately.

In-person interviews

Give a firm handshake to your interviewer(s) before and after the session. Once you're seated, sit naturally without slouching in your chair or leaning on the desk. Throughout the interview, remember to smile frequently and maintain eye contact.

Respond to questions with positive statements, be enthusiastic about the job and avoid badmouthing your previous employers or university tutors.

Part 5: What Employers Actually Look For

It's not what most people think.

Can you actually do the job?

This is only partly about qualifications. For many entry-level UK roles, "experience" often means evidence you can handle responsibility, pressure, and learning fast, not that you have a perfect internship history. "Experience required" is often a clumsy way of saying "we want someone who will cope quickly".

If you can show you've learned something complex, worked with difficult people, or delivered under pressure - in any context - you've answered this question.

Will you fit the team?

Can you communicate? Will you take feedback? Are you reliable? Do you seem like someone people would want to work with? These matter more at entry level than any specific skill.

Are you genuinely interested?

People can tell if you've just applied to 50 jobs or if you actually thought about this one. Your questions and your specific knowledge of the company reveal this instantly.

Part 6: What Happens After - And What It Means

The waiting period

Most candidates hear back within one to two weeks after an interview, although timelines can vary depending on the company and recruitment process. Some employers may respond within a few days, while larger organisations can take several weeks due to internal approvals and multiple interview stages.

This doesn't mean anything. Don't overthink silence.

Following up

Many applicants receive feedback within one to two weeks, although some processes can take several weeks depending on the organisation. If you haven't heard back after about two weeks, it's perfectly acceptable to send a polite follow-up message to request an update.

Keep it short. Thank them for the opportunity, reiterate your interest, ask for an update. Don't send it before two weeks have passed.

If you get feedback

Even if you don't get the job, ask for feedback. Paying attention to interview feedback is a crucial way for candidates to spot patterns or recurring challenges. If multiple interviewers are providing similar comments, this might indicate an area that requires attention and improvement.

If you notice the same comment from multiple interviews (you went too fast, didn't ask enough questions, seemed nervous), that's actionable. Change it for the next one.

Your Rights During an Interview

You should know this. If at interview, you are asked questions that relate to a "protected characteristic" under the Equality Act, (namely age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation), and you are then treated less favourably because of your answers, then you are entitled to make a claim of unlawful discrimination at an employment tribunal.

You should not be asked about your age, plans to have children, religion, sexuality, disability (unless directly relevant to the job), or anything else that relates to these characteristics.

If you are asked something that feels wrong, you can politely decline to answer: "I don't think that's relevant to my ability to do the job." Most interviewers won't push back. If they do, remember that for the future.

The Day Before

What You Actually Need to Remember

You got the interview. That means they think you might be able to do this job. Your job now is to show them you can learn, take responsibility, communicate, and work with people. You don't need to be perfect. You need to be honest and prepared.

Most entry-level interviews aren't designed to trick you. They're designed to find out if you'll show up, do the work, and be pleasant to work with. If that's you, you've already got most of what they're looking for.

The rest is just practice. And you've got this.

Looking for actual vacancies to apply for? Step Into Jobs has 9,043 live entry-level roles from 90 job sources. Start your search there, pick the roles that genuinely interest you, and use what you've learned here to prepare properly.

Useful Resources

Word count: ~1,650 words Reading time: 6 minutes

The article follows the reference material's structure and tone - practical, direct, slightly conversational, with clear headings and actionable advice. It uses verified information from current 2026 sources about UK interviewing practices, addresses entry-level candidates specifically, and includes real examples of good and bad answers. Citations are embedded throughout to support factual claims about interview processes, timelines, and candidate rights.

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