U.S. recruiters and hiring managers expect candidates to demonstrate an understanding of the employer, its competitors and its customers. An approach that is popular among American interviewers is called the "behavioral interview." Built on the belief that past performance is the best predictor of future success, this style relies on asking for specific examples of past experiences. Questions usually begin with such phrases as "Tell me about a time when..." or "Give me an example of…" Interviewers who favor this format usually develop their line of questioning around the traits and skills important for success in the position or organization. For example, if a job involves a lot of customer service, an interviewer might ask, "Tell me about a time when you had to handle an irate customer."

The candidate must be ready to explain why employees need to work together to complete jobs and provide examples of when he/she has successfully worked in teams. It is good to show examples of being creative at work, personally taking responsibility for a problem and quickly completing tasks. Interviewers often ask about past mistakes one may have made on the job. It is a good idea to prepare three or more career success stories, and two or more that had less than favorable outcomes but were learning experiences.

This is just a sample of what you'll find in the complete United States guide.