Getting an interview invitation is an important step on the way to landing your dream job. However, success depends not only on your skills, but also on how you present yourself. There are certain statements and questions that can significantly reduce your chances in the eyes of an employer. Understanding what recruiters are looking for and how to avoid common mistakes will help you make the best impression.
Don't speak badly about your former employer.
No matter how difficult your previous experience is, try to be modest in your assessment. Negative comments about previous companies or management rarely endear you to recruiters during an interview. It’s best to maintain a neutral tone and be diplomatic. If you’re talking about your previous employer, focus on what you learned or what you accomplished at your previous company. Give a general overview of your experience and how it can be useful in your new job.
For example: “I am looking for opportunities to further apply my skills in area X” or “I am looking to join a more dynamic environment/project where I can better realize my potential.”
Don't be too expansive.
Even if you're a very open person, there are some things you should keep to yourself. If you want to talk about them, it's better to do it with friends or family, not with a recruiter. Whether the interviewer is an HR person or a future manager, they don't want to know the details of their candidates' personal lives.
An interview is a professional interaction, not a friendly conversation. The employer is assessing your ability to communicate professionally and set boundaries. Being too open, especially about personal problems, financial difficulties, or family drama, can come across as unprofessional or that you don’t know how to separate work from your personal life.
While honesty is appreciated, it should be appropriate. It's better to focus on your professional qualities, achievements, and plans. If you want to talk about hobbies, choose ones that demonstrate valuable qualities for work (e.g., team sports, volunteering, developing specific skills).
When I worked as an assistant technical director for a major campaign, I saw how candidates who started talking about their “political views on the universe” or “family health issues” became less interesting to management, and their professional strengths went unnoticed.
Don't explain why you are expecting a specific salary.
The topic of financial expectations comes up in every conversation. Before the interview, it is worth deciding on your salary “range” so that later you do not regret that you said too little or too much. When naming the amount, it would be good to end there and not explain why it is exactly that. Do not try to explain to the recruiter that you expect such a reward because you have a loan, a new family member has appeared and you are going to make repairs in the house. These are not arguments that are the basis for negotiations about your future salary.
Your salary is determined by your market value, your skills, your experience, and how you will benefit the company, not by your personal financial needs. Tying your salary expectations to your personal circumstances shifts the conversation from professional to compassionate, which is counterproductive. Instead, base your salary on market data for similar positions, your unique experience, and your competencies.
For example: “Based on my experience (X years), my skills in Y, and the market rates for professionals at this level, my expectations are Z.”
Use industry slang wisely
Using overly colloquial or unclear industry slang may not make a candidate look good. Experience is not just about knowing the terminology, but also about being able to convey information clearly. A recruiter, especially if they are an HR specialist and not a subject matter expert, may not understand what is being said.
It’s important to distinguish between professional terminology and informal “slang.” Using appropriate professional terms demonstrates your expertise and depth of knowledge, especially if you’re speaking to a prospective manager or technical specialist. However, if your interviewer is an HR manager who may not have in-depth knowledge of your niche, it’s better to explain complex terms or use simpler language. The goal is to be clear and demonstrate your knowledge, not to confuse.
For example, instead of “we implemented a waterfall approach to the backend”, it's better to say “we used a sequential approach to software development, which allowed for step-by-step quality control.”
We had a case in our company where an HR manager couldn't say anything good about a candidate to management when he communicated exclusively in technical terms. As a result, his knowledge was underestimated.
Avoid colloquialisms and overly vulgar expressions.
In addition to industry slang, you should also avoid colloquialisms and overly vulgar expressions. Recruiters should be addressed respectfully – under no circumstances should you address them as “hey”. When greeting, do not use the expressions “hello” or “hello”. The classic “good morning” or “good afternoon” will definitely be more desirable.
Your manner of communication is a direct reflection of your professionalism and respect for the other person. Using foul language, jargon, or overly familiar expressions can immediately spoil the impression and indicate a lack of basic business etiquette. Remember that you are presenting yourself as part of the future team of the company, and your language should meet professional standards. Even if the atmosphere seems relaxed, maintain formality and politeness.
Don't talk about how confused you are.
The golden rule: No matter how nervous you are, interviewers don't want to hear it. Confessions like “I'm really nervous” are better left to your loved ones than to announce it to future employers. Recruiters look much more favorably on people who demonstrate self-confidence.
Nervousness is a perfectly normal reaction, but displaying it during an interview can be interpreted as a sign of low stress tolerance or insecurity. Employers are looking for people who can remain calm and collected even in stressful situations.
Instead of talking about your feelings, focus on your breathing, visualize a successful outcome, and channel your energy into focusing on the questions. Before the interview, you can take a few deep breaths and exhales, visualize a successful dialogue, and prepare short, clear answers to typical questions, which will give you confidence.
I noticed that candidates who, despite their obvious excitement, remained composed and answered to the point, made a much better impression than those who openly admitted to panic.
Don't say you can do whatever is needed in the company.
The vast majority of employers are looking for people who will find work not only a duty but also a pleasure. For this reason, they are most willing to hire enthusiasts who can convince them that such a job meets their interests. So never take a neutral or, worse, desperate position that implies that this is not your dream job. Strictly avoid words and questions that may imply that you can do whatever it takes and take on any available job.
You need to demonstrate that you are interested in the role and that your skills and experience are a perfect fit for it. Focus on connecting your skills to the job requirements, rather than diluting your value. If asked about your willingness to take on new challenges, respond with, “I am always open to learning new things and expanding my skills, especially in areas that directly relate to my job responsibilities and the company's growth.”
Questions about “benefits and vacation”
Obviously, you want to learn as much as possible about your future employer. A list of possible benefits that a prospective employee is entitled to is a very important question, but it can look bad if it is your first interview question. A person who starts by asking such questions can be perceived as demanding, arrogant, and even rude. It is better to ask this at the end of the interview or at a later stage than to be written off for having too high expectations.
The first stage of the interview is your opportunity to demonstrate your professional qualities, interest in the job, and potential contribution to the company. Asking too early about benefits, vacations, and other perks can give the impression that your main motivation is not the job itself, but what you will get out of it. This shifts the focus from your skills to your needs.
If you still want to know about the benefits package, phrase it more diplomatically and closer to the end of the conversation or when discussing the job offer: “What opportunities for professional development does the company offer, and what benefits package is provided for this position?” This sounds more balanced and shows interest in the general conditions, not just the “buns”.
I've seen candidates who were only interested in vacations and bonuses from the very beginning. And they rarely made it to the next stages.
What exactly does this company do?
This clearly indicates that you haven't done your homework and prepared for the meeting. Some may even get the impression that you applied for the position by accident. If you want to appear competent and informed, research the company beforehand.
This is probably one of the biggest mistakes you can make in an interview. Asking such a question is a direct signal of disinterest, laziness, and disrespect for the interviewer's time. Employers expect you to not only know the company name, but also understand its mission, products/services, market position, and current challenges.
Thorough research on the company not only allows you to avoid this pitfall, but also to formulate valuable questions that demonstrate your strategic thinking and analytical skills. For example: “I noticed that your company recently launched a new product. What are the main challenges you see in further promoting it in the market?” This shows that you are not only informed, but also think like a potential employee.
It's all on my resume.
Information about you and your experience is included in your resume, but don't be surprised if the recruiter asks you to tell them about it as well. This doesn't mean that they haven't carefully studied your resume – in most cases, they want to know some details about your previous responsibilities or skills. Even if you think they are described in detail, it's better to answer this question by trying to supplement it with some new information.
The answer “It's on my resume” sounds rude, condescending, and shows a lack of interest in working with the interviewer. The recruiter may be testing your communication skills, your ability to verbally share your experience, your ability to focus on what's most important, or looking for additional details that didn't fit on your resume. This is your chance to expand on the information, provide specific examples, talk about challenges you've overcome, and the results you've achieved. Use this opportunity to “liven up” your resume, add emotion, and demonstrate the depth of your experience.
For example, if your resume says “project manager,” tell the interviewer, “As stated on your resume, I managed project X. What was particularly interesting was that we encountered challenge Y and I was able to solve it using Z, which resulted in outcome C.”
