The 5 Most Common Interview Pitfalls
By Melania DaSilva Deaver, Principal
Whether you are mid-career or an experienced C-Suite professional, job interviews can be both stressful and overwhelming. There are a number of factors that can derail the process, causing you to trip at exactly the moment you are trying to hit the ground running. Unfortunately, these unintended mishaps can quickly decrease your chances of making a positive first impression regardless of how well-intentioned — or seemingly qualified — you are.
Remember, job interviews are your opportunity to showcase the characteristics, skills, and qualifications for the role for which you have applied. When a candidate stumbles — and it happens more often than you might imagine — they suffer the consequences, including elimination from further client consideration. From technological issues and poor appearance to lack of preparation, these mishaps don’t go unnoticed. Ultimately, they arise in the hiring committee’s debriefing session, and the outcome is almost never positive.
Fortunately, these mistakes are preventable. Recognizing where you may trip and taking steps to avoid the bumps can help you shine in your next interview. Avoid these five most common pitfalls:
1. Being technologically unprepared. Many first-round, and even second-round interviews take place online rather than in person, an approach that saves both time and money all around. Candidates should take the time to test their computer audio, camera, and internet connection prior to their online call. They should also ensure they know which application will be used for the meeting, have it downloaded ahead of time and be familiar with how to do basic functions such as inputting their screen name, muting the sound and changing or blurring the background if desired. Candidates should also join the meeting at least five minutes before the start time, even if that means waiting for the host to start the meeting. If still unsure or nervous about “game day technology,” then schedule a test call with a member of the executive search firm engagement team.
2. Not showcasing your best self. Candidates should always be well-groomed and dressed for success. After all, your visual appearance is a direct reflection of your personal brand. In particular, internal candidates tend to feel like they do not have to impress the interviewer(s) because they have an existing relationship, so they often show up without any preparation or effort. However, this has negative impacts, whether you are already employed at the organization or not. Every interview is an opportunity to bring your “A game” and showcase your best self. All candidates, whether internal or external, should approach the interview with a winning mindset.
3. Talking without intention. You must be able to provide thorough and complete answers in a succinct and concise manner. Every question asked of you should be answered in 2-3 minutes or less. Over-talking and getting too tangential typically causes you to veer off-topic from the question asked. Not enough talking, and you may not fully answer the question. NEVER read prepared answers from a screen; others in the meeting know exactly when this is taking place. Instead, speak with intentionality and confidence and strive to be your authentic self. Remember, you got this far because of your body of work and career experience profile to date. Simply keep your answers clear, concise and on-topic in 180 seconds or less.
4. Failing to prepare questions. Candidates should research the organization with whom they are meeting as well as the person or persons (Search Committee or Board members) with whom they will be interviewing. Prepare at least eight-to-ten questions to ask in the interview. Because some questions may get answered before you have an opportunity to ask them, having a solid selection to choose from will ensure you aren’t left empty handed. Asking thoughtful questions illustrates to Hiring Managers and Search Committees that a candidate has done their research and is genuinely interested in the position and organization for which they are interviewing.
5. Underestimating the importance of opening and closing statements. How many years of experience do you have? What are your strengths and skills? Why are you the perfect fit for this position? Take the time to bullet point a brief opening and closing statement about yourself that highlights why you are the best candidate for the role and what your candidacy brings to the table. The former sets the tone for the conversation and the latter allows you to reinforce key points and desires.
The biggest mistake a candidate can make is in not thinking that an interview matters. It does. Hiring committees put untold hours into exploring the needs for a role, defining their ideal candidate and ultimately searching for them. While resumes play an important role in getting you a seat at the table, interviews are your opportunity to maintain that seat. Taking the time to research and prepare means the difference between achieving your highest career goal and aspiration (HCGA) — or not.