Top mistakes that are keeping you from getting that job offer

When it comes to job interviews, having the credentials is only half of the battle. The other half (arguably more important), is all of the intangible stuff that hiring managers, recruiters, and interview panels actually look for. Things like your “fit”, how you communicate, the impression you give off, your confidence, how nervous you seem, and the list goes on. Over the years, I’ve hired many people as a hiring manager and also helped many clients get hired as a career coach. Here is a list of things to avoid if you’re preparing for a job interview:

1. Scripted responses.

It’s common for us to prepare and come up with responses that we think the hiring manager wants to hear. So while it is good and okay to have a list of examples prepared, there comes a point where over-preparation can start working against you. I’ve been in interviews where the question being asked is answered with an example that doesn’t quite relate to it, and it’s painful and irritating to sit through. Yet the candidate proceeds to stay on script and describe the answer they practiced during their interview prep. And it is very obvious.

When you try to answer a math equation with an inspirational quote, it just doesn’t work—no matter how inspirational or perfectly worded the quote is. Worse, is when interviewers can tell that you have notes and you are fully relying on reading off of the notes. It suggests your inability to think on the spot and kills innovation or creativity. Having a thoroughly scripted set of notes almost always has more cons than pros, because the moment you forget to say a part, you get frazzled and your body jumps into panic mode. 

What to do instead:

• Have a list of examples ready and practice talking about those examples out loud.

• Do not memorize word-for-word. Let your creativity and “flow” come through during your practice.

• When the interviewer is asking a question, truly listen to the question so that you’re not answering with A, when they’re actually asking about B. 

2. Too much detail.

One of the human responses when we’re nervous is the tendency to either freeze up and not talk at all, or to start rambling and talking nonstop about a lot of things to fill the air because silence can be awkward. Do not fall into this trap.

I’ve seen so many candidates start off an interview fine, only to be derailed and start going off on tangents in their responses while getting into way too much detail. Remember that interviews have very limited time (usually 30 minutes to 1 hour) and you need to optimize each minute wisely. Do not waste your time describing a situation or a problem in detail, unless it is relevant to showcasing your ability and skills or the result/outcome that you helped bring in that example.

What to do instead:

Stay organized and focused with your responses. Use the SBI framework to answer interview questions:

• 20% Situation: Concisely give some context and describe the situation (What problem or issued needed to be resolved/fixed?)

• 50% Behavior: Articulate what you did (What did you do and how? Don’t be afraid to briefly share your thought process)

• 30% Impact: Highlight what the impact/result/outcome of your actions (Why was this so important? Who did this help?)

3. Carrying negative baggage from prior employer.

Often when we’re looking for a new job, there’s a story there from your previous employer. Whether it was because you had a toxic boss who didn’t respect boundaries. Or you kept getting passed up for promotions due to favoritism. Or even if you just didn’t agree with the values of the company and stakeholders you had to work with. Whatever that story is, make sure you’ve reflected on it and have dealt with it prior to stepping into that job interview. When we have something weighing on our hearts and our minds, unless you are professional poker player, it is very easy for others to sense that. This can indicate to a hiring manager that there is a bit of a “flag” there and it creates doubt in their mind.

In the absence of data and information, people will take bits and pieces of any cue and come to their own conclusion. So your role is to ensure that you do not give off signals which could lead to doubt. Anything can give it away—from your subtle sigh when asked about why you’re currently looking for a new role. Or your brief hesitation when asked about an example of a difficult relationship in the past. These can set off alarms in the interviewer and you want to be able to control your own narrative, not allow others to create a negative perception or question whether you would be a good “fit”.

What to do instead:

• Prioritize time during your interview prep to reflect on your previous employer and feel any negative emotions you may have.

• If you feel your blood boil whenever you think of your previous employer or that situation, re-direct your focus and remind yourself: “I’m here now.”

• Focus on yourself during an interview, not the story and definitely not a previous manager or coworker.

• Give yourself space to fully dedicate the 30 minutes to 1 hour of interview time without mental and emotional distractions. Solely focus and dedicate that time with one goal in mind: Highlighting your abilities and showing the best version of you.

Sometimes we get so deep into preparing for an interview that we lose our sense of self. We become scripted robots and rely on some AI-generated responses as opposed to pausing and really thinking about what our contributions are. What our strengths are. What our honest thought is about a question. 

It’s important to remember that hiring managers are not just looking for someone who could do the job. They are looking for someone who can do the job, and also can bring something to the team or company that separates you from the other hundreds of candidates applying. You have to ask yourself: “What makes me unique? What do I want to be remembered for in this interview?”.

That distinction can only show up when we allow our authenticity to shine through. The more you script and prepare for an interview, the less your authenticity comes through. Which means the less human you seem. Whenever I have two strong candidates at the end and I have to make a decision, it came down to who was more genuine, authentic, and who brought more humanness into the conversation. After all, we need to be able to picture ourselves working with this person day in and day out. So knowing that there is a human beyond just the work itself is extremely important. Remember that it is more appealing to a hiring manager if you stumble a bit and own it, then move forward, versus showing an overly scripted persona that just isn’t the real you.