Many people walk into job interviews only to fail them. Of course, no one consciously chooses to fail — but why are there so many job opportunities (even during this retrenchment-crazy time) and so few positions filled? (just do a quick search on job portals & LinkedIn!)
The reasons are aplenty, but let’s take a stab at it from the other side. I’ve had the experience of interviewing over 100 candidates in the past year ranging from design, writing, IT and research roles, and here’s why most of the candidates didn’t make it.
1. Appearing uninterested and indifferent
No one forced you to attend the job interview. If you’re not interested, it’s probably better to stay home and look for another opportunity. Coming for an interview you’re not interested in is just wasting both our time. You probably won’t get the job, and I could have been using that time to interview someone who is.
“But what if I’m just looking around and trying to find out more about new opportunities?” you say.
Even then, that’s no excuse to appear uninterested. Do your homework. Learn as much about the company beforehand. Ask thoughtful questions.
As an interviewer, we want to speak to someone who’s engaged. Every employer would assume you’re interested to land a job opportunity at the company — that’s why you’re there.
2. Having no sense of purpose
While I don’t think employers expect you to know the purpose of your life (it’s good to know, though!), a sense of purpose differentiates a good candidate from the bad.
Why do you want to join this company? Why did you leave your previous company? A good candidate has a clear sense of why he or she left their previous job. For example, “I was doing a lot of print designs but realised that with the world going more digital, it makes more sense to pursue a career in digital design.”
It doesn’t always have to be about career advancement. A simple answer like this may work:
“I felt that my previous job was taking a toll on my personal life, and I wanted to realign my life so that I can have more time to pursue what’s important to me — my family.”
The underlying principle is that you’ll be seen as someone who makes sensible judgements, not an irrational person, or one who easily wavers under difficult circumstances.
3. Providing brief or inarticulate answers
“I’m not sure how to answer that,” a candidate said to me once, and left it there.
I was left hanging awkwardly, and moved on to the next question while already discarding her as a candidate in my mind.
Let’s be clear – we’re not expecting you to be able to answer all our questions. We accept that there might be one or two which may leave you stumped.
But even if you’re not sure about the answer, don’t leave it hanging, because the hiring manager wouldn’t know what you’re unclear about.
It also reflects how you’ll manage stakeholder expectations in the future — the hiring manager may assume you’ll also leave your stakeholders hanging like that if you were hired.
Seek clarification if the question itself is confusing or if you don’t understand the question. If you understand the question, but still aren’t sure of the answer, share why you’re not able to answer it. Honesty and humility can sometimes be a deal-breaker. Choose instead to say,
“I completely understand your question, but I find the question quite a challenge to answer, perhaps because of my lack of experience.”
Saying it yourself is a lot more transparent than having the hiring manager assume your lack of skills. This way, the hiring manager knows the gap and how to train you to fill it — if you managed to somehow convince him/her by your conduct that this is your only shortcoming.
4. Giving very general answers
I work for a company in the travel industry. When I asked candidates for the copywriter position why they wanted to work for us, my top-most-disliked-answer was,
“Oh, because I like to travel. I really like writing.”
Most people love travel. And writing is the basic requirement for the job. You can probably assume that everyone else who’s come before you also likes travel and writing.
Ideally, I’d prefer candidates who spared some thought into giving a more meaningful answer. It doesn’t mean that liking travel or liking writing is wrong. It’s just that we can’t hire someone solely based on their passion without substance in their skills — people are usually hired based on their talent, character (correlated with passion) and potential.
What’s a good way to modify that answer? If you’re creating travel content, and assuming that the company you’re interviewing in would want to create original content, your answer could be, “I really love travelling, and I hope to integrate this passion into my writing where I can uncover hidden gems in unknown destinations, from secret caves in Vietnam to the best cities for marriage proposals, or how travel can help less fortunate people in poverty-stricken countries.”
That’s not the best of answers we’ve got, but it demonstrates to your hiring manager that you’re not just for show, that you’ve thought about the kind of content you can bring to the table.
5. Failing to research on the company
This is probably one of the biggest mistake someone can make, because it really shows your sloppiness, and relates back to point no. 1. The next-worst question a candidate had asked me was,
“Actually ah, what does your company do?”
Masking my shock, I mustered a professional smile and told her what the company does, but we all know whether the candidate landed the role on that day.
Researching the company beforehand will show your interest in the role. It also differentiates you from other candidates, when you suggest improvements for the company based on your observations, and much more. For example, if you’re interviewing for a web developer role, and you noticed that the company’s website still looks like Web 2.0, then you already have a clear case to pitch.
6. Not able to articulate your value to the company
Although you may be sick of companies asking you, “Why should we hire you?” or “What differentiates you from other candidates?”, learn to understand the importance of that question.
The company needs you to convince them directly or indirectly that you are the best fit for the role. Of course, I do believe that culture fit is a two-way street. Candidates are also assessing whether the company is a fit for them.
However, you should also be actively pitching to the company on why you’re better than the 99 other job applicants they’ve screened before you.
Understanding the role will help you answer this question better. If you feel that you don’t understand the role enough to articulate your value to the company, don’t be afraid to say,
“To be able to differentiate myself, it really needs to be tailored to the current needs of your company. Would you be able to share what your expectations from this role? Perhaps, once I understand the role better, I can share with you how I can fit into the role and exceed your expectations.”
7. Not asking good questions
A good candidate is one whom the hiring manager can learn something from. I remember walking away from many excellent candidates, having learned so much from their interview (yes, even in that short hour of interview, all things are possible!). Needless to say, they’re all part of my A-Team now. One of the candidates who challenged me most was one who asked me at the end of the interview:
“So may I know how will you measure my performance in this interview? I would like to ensure that I will be reviewed fairly.”
I was taken aback to be honest, by her directness. Yet I respected her for making me think twice about how I reviewed a candidate. She went on to be promoted as a team lead within a few months of joining.
So much can be deciphered directly or indirectly from an interview. First impression matters, and your true character will likely surface in that first meeting with a discerning hiring manager who knows how to ask the right questions. You should develop good professional character and values in your work, to be able to nail your interviews.