The Top Five Interview Mistakes
Kate Lorenz, CareerBuilder.co.uk editor
If you've got a vital interview looming, it could pay you to avoid the most common pitfalls. Are you a rambler, a bad listener or simply a liar?
Janet Davies, management-development consultant as well as former Head of Marketing at Credit Suisse and Vice-President of American Express, believes that poor interview technique usually falls into one of five categories.
1. Poor preparation
Says Davies, "Not knowing enough about what a role entails is unforgivable -- especially with so much information available on the Internet. "The interview is primarily about finding the right fit. It's a risky process for both recruiter and candidate. If you seem uninterested in the organisation, your motivation for applying will be questioned. They'll also query whether you have the necessary enthusiasm and passion.
"Failing to prepare thoroughly could mean missing the chance to provide vital evidence that could help land you the job."
2. Answering questions badly
Answering questions poorly could mean talking for too long -- or not long enough. Or it could be a result of not listening properly, or not asking the interviewer to clarify. Of course, this can be down to nerves or a lack of interview experience... or sometimes just arrogance.
Says Davies: "Of course, you must get across the information that will get you the job. Recruitment consultants can help. They can prime you and rehearse with you if they feel you might not understand the rules of the game. Similarly, HR staff should coach inexperienced line managers who are interviewing candidates -- their poor performance can have a bad effect on their brand and lead to poor hiring decisions."
3. Lying
Lies range from 'gilding the lily' -- claiming more credit for an achievement than was strictly the case -- to telling an out-and-out porker. This might concern your medical history or your reasons for leaving a job. Saying that, lying can be a two-way process, Davies says. "Interviewers might not disclose the truth about the stability of their company, or underestimate the amount of time the candidate might need to work away from home."
Either way, she says, lying is bound to end in tears -- checks further down the line could damage a candidate's integrity or the trust that both parties need. It's a surefire way of compromising a job offer and wasting everyone's time and energy. "I've seen cases where the candidate and employer have parted company very quickly after the person actually starts the job," Davies says. "And the further down the line a lie is discovered, the greater the consequences become."
4. Mishandling first impressions
First impressions count. First impressions like turning up late, not apologising for lateness, not dressing appropriately, chewing gum, smelling of alcohol or cigarettes, not turning off mobile phones, having a handshake like a soggy fish, eating sandwiches while waiting... or just a complete lack of social skills are all surprisingly common.
Davies says, "However objectively and professionally we like to think we behave in these situations, we make up our minds about people in seconds. A poor impression or a series of, often, non-verbal signals can lead both parties to distrust or dislike each other from the beginning. The rest of the interview then becomes a process of confirming our first impressions and prejudices. Alternatively, both parties simply go through the motions until a decent amount of time has passed so that they can excuse themselves politely."
5. Not maintaining a positive impression
Stay positive throughout the process. This means not badmouthing previous employers and not disclosing inappropriate information -- like your yard-of-ale record at the Red Lion. Appearing edgy and defensive when asked for evidence to back up achievements doesn't work in your favour, either. And stay consistent about why you left a job.
Davies says, "Interviewers want to pick the best-qualified and experienced candidates. However, they also want to choose people who will fit culturally, who actually want the job and are hungry for the chance to use their talents in their organisation effectively. Failing to project that positive impression usually means that they will choose someone else who does, even if it means that they compromise in other areas."
Kate Lorenz is the article and advice editor for CareerBuilder.co.uk. She's an expert in job search strategy, career management, hiring trends and workplace issues.
Last Updated: 24/09/2007 - 3:50 PM
