Short introduction to the interview panel members, which normally consist of the hiring manager, team member, and an independent (either a manager from a different part of the organisation or a representative from HR or somewhere else impartial). The hiring manager will give a brief rundown of the job description before launching into the questions. Each panelist will take a turn asking a pre-prepared question. Some of them will be position-specific, and some will be the more general interview questions you get (e.g. describe a time where you had to deal with a challenging client, what was the resolution of this experience, etc.). Don't be afraid to take a minute to think of your answer before you actually speak. Many people don't like silence and will launch straight into an answer, only to start rambling 30 seconds in. This was generally a surefire sign the person wasn't qualified for the position. There will generally be about 6 pre-prepared questions - if you have three panelists, they'll ask two each. At the end of the pre-prepared questions, you'll be asked a couple of very general questions: do you have any questions for us, do you have any leave coming up, what's your notice period. They may also ask if you reviewed the salary and if it's in line with your expectations. When they ask if you have any questions for them, I would highly recommend you ask questions. Applicants who didn't ask questions come across as being disinterested in the position and are generally disinterested in the work if they're hired. My go-to is asking the panelists what they don't like about working where they work - always gets them thinking, and gives you an insight into how highly the workplace is regarded. Practicing your STAR responses is great and you'll be highly regarded if you can use the framework properly (and if your answer is relevant, of course). 45 minutes might seem like a long time, but between the intro, opening and closing remarks, and the questions themselves, you can safely budget for 5 minutes per question.