No matter how reliable the candidate looks on paper, he/she needs to do deliver at the interview stage. Hiring managers share some of the most unforgettable blunders made by candidates and suggest preventive measures to avoid such goof-ups.
Viren Naidu
A job interview is indeed a place where even a small slip can go a long way. Candidates need to be alert and well prepared before a job interview, so that they can project a complete, holistic picture of their qualifications, as well as strike a chord with the interviewer. In some instances, a candidate may be, otherwise, well suited for the job role, but small character traits and behavioural glitches may land him/her in a tough spot, and the offer may, in turn, be withdrawn. Here are some of the common mistakes candidates make and ways in which you can avoid them:
1) Harpreet Kaur, Sr. general manager & head – human resources, Godrej & Boyce Mfg. Co. Ltd: Mistake 1: The candidate has the tendency to give the impression that he/she knows/has done it all: This kind of a tendency can be due to overconfidence or just with the objective to impress the interviewer. They need to understand that interviewers do have a sound understanding of the job requirements and they are able to understand if the candidate is genuine or if he/she is giving a false impression. Suggestion: Hence, it’s okay to admit and say what they know or have done and what they have not done, as this makes the employer understand his/her strengths and weaknesses, the gap areas of the person, as this would help the company to take a fair call in terms of finalising the selection. Mistake 2: Candidates are unable to clearly articulate their portfolio of transferable skills:
In today’s dynamic business environment, it is vital for candidates to be able to succinctly talk about their unique portfolio of transferable skills and how they have developed these skills over a period of time, in undertaking various assignments where these skills were used and tested. Some candidates get too bogged down into the operational details while explaining about their past or present job responsibilities that they are unable to express their value addition, transferable skills or their roles and responsibilities in an effective manner. Suggestion: The candidates must give thought to the general management skills that they have used in their current and previous jobs and be able to list them. Mistake 3: The candidates have no questions to ask of the interviewer:
Candidates who do not have any questions for the interviewer come across as being uninterested and may be merely shopping for a job that probably pays them more than what they are currently earning. A job interview is not just for the employer to gauge a potential employee’s suitability but also for the candidate to learn more about the organisation, his/her role and the organisation’s expectations from him/her. Suggestion: Ask the right questions. Questions that seem to be solely related to the candidate’s benefits, entitlements, etc. are worse than asking no questions at all. Good questions to ask would relate to the organisation’s value system, management style of the candidates’ potential reporting manager, ways to contribute meaningfully, business plans and challenges, etc.
2) Sujaya Banerjee, chief learning officer, Essar Group:
Mistake 1: Bad-mouthing past employers is a strict no-no. Sometimes, I have asked them to relate an experience of having dealt with a difficult colleague and how they have handled it. Such questions have sometimes been responded to by criticising the current employer, boss or colleagues. The question on handling a difficult colleague or subordinate has sometimes revealed an insightful saga of bitterness, pettiness or poor interpersonal abilities of the candidate.
Suggestion: Respect for employer, a balanced perspective on reasons for leaving and interpersonal abilities are all important considerations while hiring a new employee and must be handled with care and sensitivity. Cite career enhancing reasons to explain the purpose of leaving your last job. Never badmouth your current employer. Mistake 2:
The candidate does not respond to the specific question asked and instead wanders to respond to some other question that is in his/her mind or uses the opportunity to deflect the interviewer’s attention to some other part of his/her CV is a common practice these days. I have sometimes asked a candidate a specific question such as “tell me about the employee engagement initiatives that you are driving in your current assignment” and the candidate has gone on to talk about a high point experience in his career, where he designed an assessment centre and how all his senior managers appreciated him and was commended by the CEO for his outstanding work! Suggestion: Listening is an important attribute. Listening keenly and responding accurately to the question, specifically asked, is an indication of the focus and attention, more importantly, the comprehension of the candidate. Besides, if the candidate is doing this to deliberately distract the interviewer, this could be a good reason for disqualification. Also, the interviewer may wonder about the credibility of the facts stated on the CV if these are not addressed or substantiated during an interview.
3) Shobha Subramanian, executive director, TNS India:
Mistake 1: Do not attempt to be what you are not: As human beings, we have our individual traits. When you try to curb these inherent aspects, you put yourself under pressure. For example, I remember interviewing a young 25 year old, who seemed to be on the serious side. While talking about his experience, he tried quite desperately to be funny and humourous and in the process, seemed to get all muddled. Mistake 2: Do not treat the interview as a Q & A session:
For example, I remember two recent instances diametrically opposite, both with about three years experience. One was really conscious sitting absolutely upright and tense and the other while sitting upright was at ease. The first responded almost in monosyllables; his responses were abrupt. He left in a hurry when the interview was done. The other while answering questions weaved in his queries about the organisation. He mentioned about an initiative he had taken in the team he was part of. He enquired about what happens in TNS, if there would be scope to be a part of the organisation’s initiatives outside regular responsibilities. This young man’s responses were to the point, not long winding and it is not that he spoke too much or made tall claims. Mistake 3: Close the interview well:
Once the interview is done, it is not only about a handshake and saying general niceties. For example, I remember a case where TNS had headhunted a candidate and at the end of the interview, he checked if I wanted a second meeting with him. It is important to show interest and be positive even when you close the interview.
Regards
Priyadarshan Mohanty
Software Engineer
Mindfire Solutions
Viren Naidu
A job interview is indeed a place where even a small slip can go a long way. Candidates need to be alert and well prepared before a job interview, so that they can project a complete, holistic picture of their qualifications, as well as strike a chord with the interviewer. In some instances, a candidate may be, otherwise, well suited for the job role, but small character traits and behavioural glitches may land him/her in a tough spot, and the offer may, in turn, be withdrawn. Here are some of the common mistakes candidates make and ways in which you can avoid them:
1) Harpreet Kaur, Sr. general manager & head – human resources, Godrej & Boyce Mfg. Co. Ltd: Mistake 1: The candidate has the tendency to give the impression that he/she knows/has done it all: This kind of a tendency can be due to overconfidence or just with the objective to impress the interviewer. They need to understand that interviewers do have a sound understanding of the job requirements and they are able to understand if the candidate is genuine or if he/she is giving a false impression. Suggestion: Hence, it’s okay to admit and say what they know or have done and what they have not done, as this makes the employer understand his/her strengths and weaknesses, the gap areas of the person, as this would help the company to take a fair call in terms of finalising the selection. Mistake 2: Candidates are unable to clearly articulate their portfolio of transferable skills:
In today’s dynamic business environment, it is vital for candidates to be able to succinctly talk about their unique portfolio of transferable skills and how they have developed these skills over a period of time, in undertaking various assignments where these skills were used and tested. Some candidates get too bogged down into the operational details while explaining about their past or present job responsibilities that they are unable to express their value addition, transferable skills or their roles and responsibilities in an effective manner. Suggestion: The candidates must give thought to the general management skills that they have used in their current and previous jobs and be able to list them. Mistake 3: The candidates have no questions to ask of the interviewer:
Candidates who do not have any questions for the interviewer come across as being uninterested and may be merely shopping for a job that probably pays them more than what they are currently earning. A job interview is not just for the employer to gauge a potential employee’s suitability but also for the candidate to learn more about the organisation, his/her role and the organisation’s expectations from him/her. Suggestion: Ask the right questions. Questions that seem to be solely related to the candidate’s benefits, entitlements, etc. are worse than asking no questions at all. Good questions to ask would relate to the organisation’s value system, management style of the candidates’ potential reporting manager, ways to contribute meaningfully, business plans and challenges, etc.
2) Sujaya Banerjee, chief learning officer, Essar Group:
Mistake 1: Bad-mouthing past employers is a strict no-no. Sometimes, I have asked them to relate an experience of having dealt with a difficult colleague and how they have handled it. Such questions have sometimes been responded to by criticising the current employer, boss or colleagues. The question on handling a difficult colleague or subordinate has sometimes revealed an insightful saga of bitterness, pettiness or poor interpersonal abilities of the candidate.
Suggestion: Respect for employer, a balanced perspective on reasons for leaving and interpersonal abilities are all important considerations while hiring a new employee and must be handled with care and sensitivity. Cite career enhancing reasons to explain the purpose of leaving your last job. Never badmouth your current employer. Mistake 2:
The candidate does not respond to the specific question asked and instead wanders to respond to some other question that is in his/her mind or uses the opportunity to deflect the interviewer’s attention to some other part of his/her CV is a common practice these days. I have sometimes asked a candidate a specific question such as “tell me about the employee engagement initiatives that you are driving in your current assignment” and the candidate has gone on to talk about a high point experience in his career, where he designed an assessment centre and how all his senior managers appreciated him and was commended by the CEO for his outstanding work! Suggestion: Listening is an important attribute. Listening keenly and responding accurately to the question, specifically asked, is an indication of the focus and attention, more importantly, the comprehension of the candidate. Besides, if the candidate is doing this to deliberately distract the interviewer, this could be a good reason for disqualification. Also, the interviewer may wonder about the credibility of the facts stated on the CV if these are not addressed or substantiated during an interview.
3) Shobha Subramanian, executive director, TNS India:
Mistake 1: Do not attempt to be what you are not: As human beings, we have our individual traits. When you try to curb these inherent aspects, you put yourself under pressure. For example, I remember interviewing a young 25 year old, who seemed to be on the serious side. While talking about his experience, he tried quite desperately to be funny and humourous and in the process, seemed to get all muddled. Mistake 2: Do not treat the interview as a Q & A session:
For example, I remember two recent instances diametrically opposite, both with about three years experience. One was really conscious sitting absolutely upright and tense and the other while sitting upright was at ease. The first responded almost in monosyllables; his responses were abrupt. He left in a hurry when the interview was done. The other while answering questions weaved in his queries about the organisation. He mentioned about an initiative he had taken in the team he was part of. He enquired about what happens in TNS, if there would be scope to be a part of the organisation’s initiatives outside regular responsibilities. This young man’s responses were to the point, not long winding and it is not that he spoke too much or made tall claims. Mistake 3: Close the interview well:
Once the interview is done, it is not only about a handshake and saying general niceties. For example, I remember a case where TNS had headhunted a candidate and at the end of the interview, he checked if I wanted a second meeting with him. It is important to show interest and be positive even when you close the interview.
Regards
Priyadarshan Mohanty
Software Engineer
Mindfire Solutions
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