6 Job Interview Mistakes to Avoid, According to Hiring Manager

Here are the six most common mistakes I’ve noticed during interviews and what you can do to avoid them.

1. Not adequately prepared

To stand out, doing your homework is the first step to succeeding in an interview.

Thorough preparation affects both sides of the interview. As an interviewee, neglecting to research the company can be a fatal mistake. As a hiring manager, it’s not only disappointing, but painfully obvious to encounter candidates who haven’t taken the time to understand the organization’s mission and goals.

Come to the interview armed with (at least) an understanding of the product or service the company offers, an overview of the market environment and its key competitors, and an idea of ​​its target audience. Use available resources to create detailed study guides (you can also use AI tools like ChatGPT). However, be careful not to read the study guide word for word during the interview.

2. Don’t include metrics in your story

Your resume and network connections may get you a path, but it’s your ability to tell your story that will make a lasting impression. I’ve come to appreciate candidates who don’t just list accomplishments, but also share personal anecdotes with indicators of their skills and values.

As a hiring manager, you don’t need to spend an hour explaining every role and project you’ve ever been involved in. The most impressive candidates are able to synthesize their experience into a concise and compelling narrative that demonstrates their expertise and drive related to the key metrics relevant to the role. This gives you a clear understanding of the candidate’s past performance and their capabilities.

3. Failure to ask the right questions

Asking insightful questions in an interview shows your interest and curiosity about the role and the company. As a hiring manager, if you come across a candidate who doesn’t ask any questions or asks only superficial questions, it can indicate a lack of genuine interest or preparation.

When you’re under pressure, you might want to ask the general question, “What’s the company culture like?” However, remember that you are also interviewing an interviewer. Ask the questions you need to know the answers to to determine whether you will be happiest and most successful in the role.

This includes questions regarding salary. For ancillary benefits like free company meals or volunteer days, it’s best to wait, but you should always talk about your salary expectations on the first call. That way, both parties will save time and bandwidth if salary expectations do not match.

Leadership styles, performance appraisals, team structure, cross-functional collaboration, and key challenges are also great areas to focus your questions on.

4. Overlooking nonverbal cues

Nonverbal communication is important in any interview (particularly in marketing roles, where good communication in all its forms is an absolute must).

As an interviewee, maintaining eye contact and positive body language can increase your confidence and credibility, even over Zoom. Appropriate hand movements should make you appear engaged and maintain good posture. As a hiring manager, I pay close attention to these metrics to assess a candidate’s professionalism and attitude.

Your actions speak volumes. Make sure they say the right thing.

5. Ignoring cultural fit

Cultural fit is of paramount importance to both interviewees and hiring managers. As the interviewee, take the time to evaluate whether the company’s values ​​and culture align with your own.

Burnout and work-life balance are hot topics. A big mistake I made early in my career was ignoring the company’s red flags because I felt the company name and salary were too good to ignore. Some of these are certainly subjective, but the main points to note are:

• Interviewers can’t talk about the company’s values ​​and how the team and employee experience align with them.

• The interviewer cannot discuss how your performance will be evaluated or how often it will be evaluated.

• The interviewer cannot answer the question, “When was the last time you took paid vacation?” This often indicates a lack of focus on mental health and avoiding employee burnout.

By associating my core values ​​with those of the company I chose to work for, my mental health improved dramatically. Remember, just because it looks good on paper or feels good to others, doesn’t mean it’s the right opportunity for you.

6. Forget to follow

Post-interview etiquette isn’t dead, but in an increasingly remote world, people tend to forget this is true. Sending a thank you email or connecting with him on LinkedIn after the interview shows professionalism and increases your interest in the role.

I have sent and received such messages and can attest to their impact. Your message will leave a positive impression and keep you top of mind during your decision-making process. Be sure to include at least one specific anecdote from the conversation that stood out to you.