“what NOT to say in an interview”

I wrote a blog in January this year about “The importance for being prepared for online interviews” and my next blog is on “What Not to Say in a Job Interview”. The number of times I have heard these statements below really do make me cringe. You are a great candidate so please, please, please, back yourself in your interviews. I know Job interviews can be nerve-wracking, especially if you have not been for one in a while. Your nerves get the best of you and sometimes this can lead to saying the wrong things.

I believe that honesty is a must but there are certain ways to phrase statements that can help you win or lose you that dream job you are after.

I have listed a few “do not say”, “why’ and “suggest to say” examples below:

I don’t know much about this company: First and foremost, saying “I don’t know much about this company”, is a red flag to an employer. It shows the employer that you are not that interested in the role, and you have not done your homework or preparation. If you do not know much about the company, maybe say – “I’d love to learn more about the company’s future goals and how your team operates”.

I hated my last job: This is another statement that is a “no no”. Speaking negatively about past employers comes across as unprofessional or can make you sound difficult to work with. Instead, I would suggest you talk about your experience positively, focusing on what you learned from the last role and what you’re looking for in a new opportunity.

I don’t have any weaknesses: Weakness is another topic that can throw a curve ball. When I ask candidates what they feel their weakness is and they come back with “I don’t have any.” It really makes me think that they are egotistical or maybe even dishonest! Instead, I would maybe discuss a genuine area for improvement and how you are actively working on it. Something like “one area I’m actively working on is [insert weakness], and I’ve been taking steps to improve this by [mention action]”.

I have no questions: Again, this can really make you look unprepared. If all else fails, why not ask your interviewer “why do you like working here”? Keep it simple.

I was fired from my last job, or I did not make probation: This again is another red flag. It may or may not be fair, but it does carry a stigma. If you were let go or fired, maybe frame your answer like: “my previous role ended unexpectedly, and it has given me the chance to reflect and strengthen my skills in xxx”. This helps you frame it as a learning experience without being negative.

I hated my boss: Never say “I hated my boss” the market is small, and you will be surprised with who knows who, so maybe phrase this along the lines of “I learned a lot in my previous position, and I am now really excited about the next challenge.

I know I am underqualified but: Don’t start your statements with a negative. Why would you undersell yourself? I would focus on your strengths and say something like “I have a load of experience to lean on for this opportunity”.

Wow the role sounds great so when would I be looking to get promoted?: This is just dumb! Try something along the lines of “What does career growth look like in the company?”

Finally, Salary. A touchy subject and you should clarify this before you even interview. If going through a recruiter, they will cover this off for you. If applying directly and they do not have a salary available maybe say “I am super keen on your opportunity and would like to apply. I am looking at a salary of around $000 – $000, would I be in the ballpark for this role?” This will then give you an idea if you’re in the realm of what they are looking for.

So remember your words and statements in an interview can make or break your opportunity. By focusing on your professionalism, enthusiasm, and preparation, I guarantee you will increase your likelihood of success in securing that dream role.

 

Alicia Sumich

Group Manager – Business Development

Alicia is a seasoned Recruitment Consultant with over 15 years’ experience in the Brisbane market. Having dealt with a diversified range of clients she has expertise in helping employers build “best in class” talent acquisition and talent management capabilities to attract, engage and retain high performing staff…