I like to go through my work history and basically cover: 1. What did I actually work on there. I usually pick one thing I'm especially proud of that I can tal

I like to go through my work history and basically cover: 1. What did I actually work on there. I usually pick one thing I'm especially proud of that I can talk in great detail about and answer any and all questions about. 2. What did I wish I could have done and talk about why - at the time - it wasn't. Examples: time constraints, lack of knowledge then that I have now. 3. What did I learn at that company that I was able to immediately apply at the next company I went to? The first is usually all people get asked about in an interview. But the second and third items are far more important. As a hiring manager, I want to know that someone is capable of noticing trade-offs, weak areas in design, and able to learn and grow. Also, if you can, talking about the second and third items with respect to non-technical things can also be big bonuses. For example, did you have a problem co-worker that you had a hard time interfacing with, but learned better strategies? Or maybe you did a poor job with time estimates, but recognized why and were able to improve on them? These are all things everyone can relate to.