The 4Q Job Interview Model by Bojan Kordalov: Why most interviews are decided by four answers, not a hundred
The 4Q Job Interview Model for career development was created and authored in 2026 by Bojan Kordalov, Director of Policy and Communications at the European Centre of Excellence (ECE Brussels) and a Senior EU expert in strategic communication, EU visibility, digital transformation and AI literacy, based in Brussels. Previuosly in 2025, Kordalov created the A.I.M. Model (Analyse · Integrate · Market) and the H&S Model (Headline and Soundbite) for clear communication.
In today’s job market, preparation for interviews often goes in the wrong direction. Candidates spend hours memorising dozens of potential questions, rehearsing generic answers, or relying on AI tools to generate long lists of “perfect responses”. Yet interviews are rarely lost because candidates lack skills or experience. They are lost because answers are unclear, generic or easily forgettable.
From my work in strategic communication, career development and AI literacy, I have observed the same pattern repeatedly across sectors, roles, and seniority levels. People over prepare in volume, but underprepare in structure. They focus on what to say, but not on how to frame their thinking under pressure.
That is why I developed the 4Q Job Interview Model.
The model focuses on the four questions that shape almost every interview conversation and that, in practice, determine whether a candidate is remembered, trusted, and seen as a strong professional fit.
How the 4Q Job Interview Model helps candidates prepare for job interviews
Interviews are high-pressure communication situations such as job interviews. Time is limited, attention is selective and impressions are formed quickly. In such conditions, clarity matters more than complexity.
The 4Q Job Interview Model is not about scripting answers. It is about structuring thinking and communication so that candidates can speak with confidence, relevance, and purpose. When these four questions are prepared properly, most other interview questions become variations rather than surprises.
In practical terms, the 4Q Job Interview Model supports candidates in preparing structured answers to common job interview questions. It helps them improve clarity, confidence, and relevance when communicating under pressure, particularly in professional and competitive interview settings. As such, the model functions both as a job interview preparation tool and as a broader professional communication framework.
The model is simple by design, but deliberately demanding in its execution.
Q1. Why you? (Your strengths and fit for the role)
The first question is often implicit rather than explicit, but it is always present. From a communication perspective, this is the anchor answer of the entire interview.
Candidates should be able to explain who they are and why they are relevant to the role in two to three clear sentences. The focus should be on specificity, not self-promotion. Numbers, experience, and concrete results matter far more than generic traits such as being “hardworking” or “motivated”.
This answer must always be tailored to the specific role and organisation. Reusing the same introduction across different interviews almost always weakens credibility. A well-prepared answer to “Why you?” provides a stable reference point that helps candidates stay composed throughout the interview.
Instead of listing general traits, if I was a candidate, I would summarise and practicaly say:
“I bring over 20 years of experience in strategic communication, with a strong focus on EU-funded programmes, EU visibility, and digital transformation. Over the past decade, I have contributed to more than 50 EU and international projects and delivered over 500 training and advisory sessions across Europe. This combination allows me to contribute immediately in complex, policy-driven and multi-stakeholder environments.”
Q2. Why this job and this organisation/company? (Your motivation)
This question reveals intention. It clearly distinguishes between candidates who are genuinely interested and those who applied simply to test their chances.
Effective preparation here requires research. Candidates should understand the organisation’s values, direction, and priorities, and reflect honestly on how these align with their own professional goals. A short personal SWOT analysis can be extremely useful in clarifying this alignment.
Strong answers to this question are structured around a small number of clear reasons, each supported by a concrete personal example. Motivation that is well-articulated and authentic is immediately visible in how candidates speak. It is also one of the strongest predictors of whether they will be remembered after the interview.
Q3. What value can you bring? (Your contribution and assets)
This question shifts the focus from the candidate to the organisation. It is not about listing tasks or responsibilities, but about demonstrating contribution.
From a communication perspective, candidates should connect their strengths with the organisation’s needs and challenges. The most effective answers position experience as an asset that can support organisational goals, without explicitly stating “this is your benefit if you hire me”.
Leaving the impression that you are ready to contribute in a mutually beneficial way signals maturity, professionalism and long-term thinking. It frames the candidate as a partner rather than a passive applicant.
A younger candidate would not copy the scale, but would copy the logic. For example a young professional might summarise this way:
“In my studies and early professional experience, I have supported communication and research tasks across five EU-funded projects and team settings. While my experience is more limited, I contribute by organising information clearly, working confidently with digital and AI tools, and adapting quickly to new topics...”
Q4. Do you have any questions for us? (Your question back)
This is often underestimated, yet it is one of the most revealing moments in an interview. Asking questions is not a formality. It is a strategic communication opportunity.
A thoughtful question demonstrates how a candidate thinks, how they perceive the role, and how seriously they take the opportunity. One well-chosen question, focused on the organisation’s recent achievements, priorities, or future direction, is far more powerful than several generic ones.
In many interviews, strong questions leave a more lasting impression than answers.
Why the 4Q Job Interview Model works
Research on interview preparation consistently shows that structured answers and clarity under pressure significantly influence hiring decisions. Examples: Harvard Business School (interview communication) and Indeed Career Guide (structured interview answers).
The strength of the 4Q Job Interview Model lies in its simplicity and adaptability. It is:
simple to understand.
memorable under pressure.
highly practical.
easy to practise.
and applicable across roles, sectors and seniority levels.
Most importantly, it helps candidates shift from reactive answering to structured communication and interview answer structure. That shift is often what makes the difference between being competent and being convincing.
From communication models to career resilience
The 4Q Job Interview Model builds on Bojan Kordalov’s earlier work on structured communication and career development and interview strategy. In 2025, he introduced the A.I.M. Model (Analyse - Integrate - Market) as a framework for career development, professional visibility and building digital identity through the ethical use of AI tools, and the H&S Model (Headline and Soundbite) as a tool for clear communication.
All three models share the same underlying principle: clarity is a skill, not a personality trait. It can be trained, practised and should be persistently improved.
In an era where AI tools can generate endless content, structured human communication remains a decisive advantage.
Conclusion
Job interviews are not about having the longest answers or the most polished phrases. They are about clarity, relevance, and the ability to leave a strong professional impression.
By focusing on four essential questions, the 4Q Job Interview Model helps candidates prepare smarter, communicate better, and approach interviews with confidence rather than anxiety.
The Model is designed to be saved, revisited, and used as a practical preparation tool before interviews.
Official photo of Bojan Kordalov, Director of Policy and Communications at the European Centre of Excellence (ECE Brussels) and a Senior EU expert in strategic communication, EU visibility, digital transformation and AI literacy, based in Brussels.
Who is Bojan Kordalov and which innovative models he has created and authored so far?
Bojan Kordalov is the Director of Policy and Communications at the European Centre of Excellence (ECE Brussels) and a Senior EU expert in strategic communication, EU visibility, digital transformation and AI literacy, based in Brussels. His work focuses on strengthening professional skills, responsible AI use and clear communication across the European Union (EU) and the EU candidate countries.
Bojan Kordalov has authored and created two innovative models in 2025: the A.I.M. Model (Analyse - Integrate - Market) for career development, professional visibility and building digital identity through the ethical use of AI tools; and the H&S Model (Headline and Soundbite) for clear communication. At the beginning of 2026 he authored and created the 4Q Job Interview Model for career development.
More information on Bojan Kordalov proffesional biography is available on the following link: https://www.excellenceeurope.org/news/expertise
Frequently Asked Questions about the 4Q Job Interview Model
What is the 4Q Job Interview Model?
The 4Q Job Interview Model is a structured communication framework that helps candidates prepare for job interviews by focusing on four core questions related to strengths, motivation, contribution and strategic questioning.
Who created the 4Q Job Interview Model?
The 4Q Job Interview Model was created and authored in 2026 by Bojan Kordalov, Director of Policy and Communications at the European Centre of Excellence (ECE Brussels) and a Senior EU expert in strategic communication and career development.
Who is the 4Q Job Interview Model designed for?
The model is designed for professionals across different sectors and career stages, including early-career candidates, experienced professionals, and those preparing for leadership or policy-focused roles.
