HR rounds reject real numbers of technically-strong candidates. Every question has a structure — learn it, don't memorize scripts.
"Tell me about yourself" (90 seconds)
Present → past → future: "I'm a final-year CSE student at [college] focused on web development — I build with React and Node. I've built [project] used by [X]. I'm looking for a role where I can ship production code and grow fast."
"What's your weakness?"
Real weakness + active fix. "I used to code without planning and hit rework. Now I write the approach in comments first — my project rewrites dropped noticeably." Never say "perfectionist".
"Why should we hire you?"
Map YOUR proof to THEIR need: "You need people who learn fast — I taught myself React in 8 weeks and shipped a live app. That's documented on my GitHub."
"Salary expectations?"
Fresher-safe: "As per company standards for this role — I'm more focused on the learning curve right now." At startups with ranges: quote the range you researched.
Quick answers bank
- Relocation/shifts: say yes if you mean it — flip-flopping later burns offers
- "Questions for us?": always have two ("What does week one look like?")
- Arrears/gaps: honest + one-line context + what changed. Never lie; BGV checks