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This article was first published business insider.
I’ve been in recruiting for nearly 10 years, and even longer as a hiring manager in education, nonprofits, and technology.
When interviewing someone, hiring manager My advice as a candidate is to always be careful about what you share. As with any conversation, you need to consider what’s important to the other person when considering what information will be most relevant and persuasive to them.
There are some things you should never say. Here are three things I would never say in an interview.
1. Issues in your previous job or job hunting
What hiring managers are looking for in an interview: someone who gives them confidence They can deliver powerful results for your company. I’ve heard job seekers share in the past that things like challenges at work or a tough market can distract recruiters from making job seekers the most likely candidate. may be considered.
It may even make them think the candidate is the problem.
They may wonder:
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Is this candidate having trouble finding a job because of the market, or are other companies noticing something concerning?
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it was theirs My previous manager was really tough. Is it difficult to work together? Or is it difficult?
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Was the culture really toxic and overbearing, or were they underperforming?
There’s no reason to bring it up be terminated or if you are resigning under negative circumstances. Rather than sharing what didn’t work in the past, focus on what excites you about the future. What you can say instead is:
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“I am looking forward to the right opportunity, especially as I have planned over 30 virtual events in the last few years and feel this plays to my strengths, so this role will allow me to do that. I can feel it.”
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“I really want to work for a manager that I can learn from. After seeing some of the initiatives you have led here, I want to add value and develop my own under your leadership. I am confident that I can continue to grow in my role.”
- “One of the things that struck me after reading the reviews about working here is the trust and autonomy. I have worked in some more rigorous environments, but this has allowed me to I think I’ll be able to really put my strategic thinking skills to work in my role. “
2. Upcoming parental leave, medical needs, planned leave, etc.
The employer is legal discrimination is not allowed For job seekers who are pregnant or who may require accommodation, it is very difficult to prove that the candidate was not considered for the role for these reasons. Employers may not even realize they are doing so due to implicit bias.
They are not allowed to ask questions and are not obligated to disclose this information during the interview process.
If you bring up one of these topics in the first conversation and you’re one of the five strong candidates, they may decide to simply move on with the other person. At this point, they are not yet interested in you enough to discuss potential terms.
When taking it out Childcare leaveConsidering your vacation plans later in the process, such as , accommodation needs, or the offer stage, the recruitment team is currently very excited about you and will be happy to help you figure out how to find accommodation if needed. Can be overzealous. Because you’ve shown them that you can make a bigger impact than any other candidate, they’re more likely to be motivated to find a solution that works for everyone.
3. Be overly focused on compensation, perks, and benefits rather than the job and the opportunity to make an impact.
Companies providing Comprehensive compensation and benefits We do this because we want to attract top talent. Still, they want to hire people who are passionate about their work and can be flexible. Your job is not to convince them that they’re a great employer. It’s about convincing them that you can deliver great results.
Focus on what you can give, not what you can get.
Why do you want this job? Talk about the actual position and why you want the company’s products and services, rather than saying you’re attracted to the high salary.
Why are you the best fit for the role? Highlight what skills you have that are a good fit for you and how that will make an impact. prefer to work remotely.
What excites you most about this opportunity? Discuss specific initiatives or work streams that excites you, not that you really want a more flexible culture.
In a competitive job market, employers have many talented people to choose from. They want to hire low-risk, high-reward people. The more you can demonstrate your influence and minimize concerns about your ability to contribute, the more likely you are to be hired.
Bonnie Dilber is the Business Recruiting team leader at Zapier. Before moving into the technology industry, she spent years in education and nonprofit organizations as a teacher, program manager, and recruiting leader.