Five Biggest Mistakes During Job Interviews

CHICAGO, Jan. 21 2004 -- What is the biggest mistake you ever made during a job interview? Show up late? Insult the interviewer? How about eat a snack? In its survey of more than 400 hiring managers completed in December 2003, CareerBuilder.com asked respondents to share the most memorable blunders that caused them to pass on a particular candidate.

"Job interviews are intimidating and even the most practiced job seeker can sometimes forget proper interview etiquette," said Kirk Scott, Senior Career Advisor for CareerBuilder.com. "To help job seekers gain insights into the minds of potential employers, CareerBuilder.com asked hiring managers nationwide to identify interview pitfalls that should be avoided. Most interview blunders fell under five key categories: communication, performance, attitude, appearance and honesty."

#1 -- COMMUNICATION
Hiring managers report concerns with some candidates' abilities to communicate effectively, citing poor language skills and a tendency to reveal too much or too little information.

Examples:

• "The candidate said he had days he could not give 100 percent."

• "She kept telling me about her personal problems."

• "He spoke to me as if he was in prison -- very bad grammar and
  manners."

Scott's Tip: Choose your words wisely and listen closely. Hiring managers look for candidates who pay attention, think quickly on their feet and effectively communicate why their skills and accomplishments are the best fit for the job.

#2 -- PERFORMANCE
The candidate's professionalism throughout the interview process plays an important role in the hiring decision. Hiring managers say candidates who are unprepared, distracted or a little too comfortable are not considered for recruitment.

Examples:

• "The candidate kept looking around the room and knew nothing about the job being offered."

• "The woman answered her cell phone during the interview."

• "One guy ate a sandwich."

Scott's Tip: Maintain eye contact and do your homework. Research the company, its industry and competitors prior to your arrival. Make sure to eat a solid meal beforehand to keep up your energy and leave your cell phone or pager at home.


#3 -- ATTITUDE
Candidates who display bored or arrogant attitudes during the interview are also a turn-off for these hiring managers.

Examples:

• "He asked me to speed up the interview because he had a lunch date."

• "He told me the only reason he was here was because his mother wanted him to get a job. He was 37."

• "The candidate used profanity when describing something negative about a previous boss."

Scott's Tip: Keep positive. Avoid saying anything negative about a previous employer. Show enthusiasm when speaking and being spoken to and let the employer know that you are really interested in the opportunity.

#4 -- APPEARANCE
For hiring managers, proper dress is always required -- a lesson they feel some job seekers have not yet grasped.

Examples:

• "One candidate did not wear shoes to the interview."

• "A woman came in with open toe shoes and a slit on her dress up to her backside."

• "He showed up in jeans and a t-shirt with dirty fingernails and looked like he just woke up. He also smelled of alcohol."

Scott's Tip: Leave the Levi's at home. Even if the company dress is casual, you don't want to seem casual about the job opportunity. Wear a business suit or other appropriate attire. Groom properly and change out of last night's clubbing clothes.

#5 -- HONESTY
Hiring managers state that candidates who lie or give the impression that they are dishonest in any way are dismissed.

Examples:

• "One guy mentioned his arrest during the interview after stating on his application that he had never been arrested."

• "One guy asked if we drug-tested and if we gave advance notice."

Scott's Tip: Honesty is always the best policy and think before you speak. Even the most innocent question, if not worded properly, can give the wrong impression.


Survey Methodology

The survey, "Plans for 2004," was conducted from November 18 to December 4, 2003 of more than 400 hiring managers. To collect data for the survey, CareerBuilder commissioned SurveySite to use an e-mail methodology whereby individuals who are members of SurveySite Web Panel were randomly selected and approached by e-mail invitation to participate in the online survey. The results of this survey are accurate within +/- 4.79 percent (19 times out of 20).


Source CareerBuilder.com