Ah, the dreaded job interview. A lot has been discussed about job interview effectiveness. Whereas they are practical and very useful for getting to know potential talent, interviews rarely simulate expected or ideal behavior in the role, putting candidates under a gruelling ‘first impression test’ that isn’t exactly conducive to helping them relax and showcase their best selves. Nevertheless, interviews are an important stage of the recruitment process and, love them or hate them, you need to perform in them effectively.
It’s easy – and completely natural – to make mistakes in an interview. Here is a list of the most common interview mistakes to make, and some tips on how to avoid them.
1. Criticizing past or current employers
In one interview, the candidate gave me way too much information about their current employer. The person was applying for a role in my company but when questioned about why they were interested in the position, made it very clear it was all about escaping a work environment where they were overworked and underappreciated. The candidate explained this to me in detail, including explaining how they were being “treated like dogs” and even going so far as to show me messages from their manager on his phone to prove to me the working conditions.
While I empathized with this candidate’s predicament, their behavior was a huge red flag to me. There would be diplomatic ways to explain to me reasons for leaving, and all I could think about was what conduct, language, or behavior we might expect should they get the role.
It’s vital to be diplomatic when speaking about your previous employers. Avoid oversharing and turn the language around to focus on the positives the organization you are applying to can offer. For this candidate, using phrases such as, “I am seeking an environment that appreciates a job well done and has a healthy culture of recognition” would have made all the difference.
2. Being overly theoretical
Interviews love specific, real-life situations. They don’t enjoy being quoted paragraphs from a textbook. Once, I was interviewing for someone to join my HR team and asked them to give me an example of a challenging disciplinary situation they took the lead on. The response I got made me laugh, as they were reciting the Chartered Institute of Personnel and Development’s factsheet on disciplinary and grievance almost word for word, something which I was very familiar with, having taken an exam about it a month before.
Whereas the candidate’s knowledge of HR theory was incredible (and made me slightly jealous), it told me nothing about how they would handle real-life situations, nor did it provide evidence of how they have handled disciplinary matters in the past.
Theoretical questions are answered along the lines of “I would do this”, whereas behavioral questions are answered with “I did do this”. Whereas some roles might make good use of theoretical questions, prepare yourself for plenty of behavioral ones. Interviewers love to hear ‘STAR’ answers, where you tell them a ‘Situation’ (what was happening), the ‘Task’ (what you needed to do), the ‘Action’ (what you did), and the ‘Result’ (the outcome of your action). Prepare interview evidence along these lines, and you won’t go far wrong.
3. Inappropriate conduct
Correct behavior is a cornerstone of any interview, but it’s by no means a given. In my experience, I have seen my fair share of inappropriate behavior in interviews. Being late is a common one, and in one situation I had a candidate who was so late they asked me to start the interview on the phone, while they were still traveling on the bus to my office. Dressing inappropriately is another one. The rise of remote interviewing has complicated this somewhat; once, I was interviewing someone via Zoom, and was surprised to see they logged on dressed in their pyjamas. Unprofessional behavior in an interview can also crop up; I have had candidates check their phones in their interview and on one occasion, even taking a call while they were in the room with me.
Some forms of inappropriate behavior are unlikely to make the difference between you being hired or not; I take lateness with a pinch of salt, especially in a city like London where transport can be unreliable. A phone ringing is also fine if the candidate silences it. Casual dress can also be forgiven (to a certain degree, and for certain roles). However, if unprofessional behavior becomes a theme of the interview, this is where it becomes more detrimental. Ensure you follow appropriate interview etiquette, which is aligned to polite behavior in any setting. Be considerate, polite, and courteous, and act like you’re interviewing for the last job on earth.
4. Lack of preparation
Hotels are proud places, and inter-company rivalries are fierce. One candidate I interviewed created a pretty ‘unique’ first impression by reeling off facts and stats about one of our main competitors, Hilton. When corrected, he apologized, stating he had an interview with them later and had gotten momentarily mixed up.
Lack of preparation in an interview is often less extreme, where candidates simply might not know anything about the company they have applied for, or don’t anticipate the questions they will be asked, even though they have been advised in advance what will be covered. This is not only frustrating because we cannot get the best out of the candidate, but interviewers will also waste time repeating themselves and coaching the candidate, which means fewer questions – and opportunities to shine – will be given.
It takes little time and effort to prepare for an interview. Brush up on the organization and its culture before the interview and prepare a few STAR questions based on the job description or any prompts you have been given by the interviewer. Finally, practice your interview approach with a friend, or even program interview prompts into a program like ChatGPT to have AI coach you instead.
5. Asking poor questions
Always ask questions at the end of the interview. This really makes interviewers purr, as you’re showing genuine interest about the role and the company. That said, ensure you ask the right ones. Asking about the job’s salary is completely fine, but a candidate I interviewed once brought up the question persistently and even attempted to negotiate the salary during the Q&A stage at the end. Another pitfall is asking questions that are readily available online, such as questions about company values or products. Another memorable question I received was “Tell me what you hate most about working here?”.
The best questions are ones that will elicit high-value information about the role and working environment. “Tell me what your expectations will be from me in the first year of employment” is always a great question to ask, as is “Can you tell me what a typical day/week looks like in this role?”. “What are the main challenges <organization> is facing at present?” shows curiosity and a strategic mindset. Plan your questions beforehand and don’t be afraid to jot a few down as you go through the interview.
Final thoughts
Common interview mistakes are easy to correct. They are born out of nervousness, lack of preparation, or simple over- or under-thinking. Interviewers are aware of this, and are very forgiving people. They will be taking these factors into account, and rest assured that a few mistakes in the interview are unlikely to cost you the job. That said, prepare and plan for your interview to minimize your mistakes and maximize your chances of giving off the best first impression. After each interview, no matter how it goes, reflect on the experience and move on positively to the next one.
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