Common Interview Mistakes High-Performers Make

Having spent my career on all sides of the hiring equation, I've seen so many top candidates be passed over for less qualifed choices. The painful truth? There are other factors at play. [But there’s a fix!] Here are some reasons hiring managers cite for ruling out an otherwise excellent candidate: 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗳𝗶𝘁 - Their perception of your working style, values, or personality may not align well with the company culture or team dynamics. 𝗧𝗵𝗲 𝗳𝗶𝘅: Speak to people inside the organization before you interview to unlock cultural details. Have 1-2 examples to show your alignment with the team. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝘀𝗸𝗶𝗹𝗹𝘀 - Despite strong technical qualifications, you may struggle with speaking clearly, demonstrate active listening, or pick up on social cues. 𝗧𝗵𝗲 𝗳𝗶𝘅: Practice with someone who can give you actionable feedback. Videotape yourself answering commonly asked questions, watch the videos, and adjust as needed. 𝗦𝗮𝗹𝗮𝗿𝘆 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 - Your requirements may be higher than the company's budget or out of alignment with their internal pay scales. 𝗧𝗵𝗲 𝗳𝗶𝘅: Use resources like mynextmove[dot]org to get data on regional pay scales in your field. Use a range, and indicate you have some flexibility for the right role. 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 - Your answers didn't highlight your skills and experience or you may have been negative, arrogant, or lacked energy. 𝗧𝗵𝗲 𝗳𝗶𝘅: Identify commonly asked questions for the role you’re pursuing, and organize your answers using your stories in the STAR format. Use a platform like BigInterview to get AI feedback on your answers, and video yourself to detect other issues. 𝗥𝗲𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 𝗼𝗿 𝗯𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱 𝗰𝗵𝗲𝗰𝗸 𝗶𝘀𝘀𝘂𝗲𝘀 - Past employers may provide lukewarm references, or there might be concerns about your employment history. 𝗧𝗵𝗲 𝗳𝗶𝘅: Always speak to your references in advance and update them on any new skills and experiences. Ask them if they feel they can remain a good reference for the role you’re seeking. Then, as you get interviews, alert them and tell them what you’d like them to highlight if they are called. Be transparent about any issues that may come up in a background check. 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 - Someone else within the organization might have specific industry experience or connections that make them a better overall fit. 𝗧𝗵𝗲 𝗳𝗶𝘅: Ask the question, “Are there any internal candidates for this role?” during your first interview. At least that way you won’t be blindsided. ♻️Repost to pull back the curtain on career choice and job search issues! Follow Sarah Baker Andrusfor more advice like this!

She bombed the first 15 minutes of her Director interview. Stumbled over words. Blanked on industry questions. Nearly cried. The CMO suddenly stopped and said: "Let's take a break. You know what? Let's try something different." When they returned, he closed his folder of questions and said: "Forget the script. Tell me about the messiest marketing problem you've ever solved." She spoke candidly for 8 minutes—no polish, just raw problem-solving. Two days later, they offered her the role over candidates with "flawless" interviews. His feedback stunned her: "Everyone else gave perfect answers to our questions. You showed us how you actually think when things go wrong. That's what directors do daily." The uncomfortable truth about director-level interviews: • Perfect answers are a red flag • Rehearsed excellence masks how you actually work • Companies hire directors for crisis management, not perfect presentations • Your recovery from failure reveals more than your polished success stories • Most candidates are preparing for the wrong test How directors should actually prepare for interviews: • Stop memorizing perfect answers • Practice articulating messy problem-solving • Focus on demonstrating adaptability in chaos • Share stories of recovery, not just victory Hiring managers aren't looking for perfection. They're searching for authentic leaders who navigate complexity with transparency and resilience. When was the last time showing your real self—flaws and all—led to unexpected success? ♻️ Repost if this challenges how you've been approaching interviews. #leadership #jobinterviews #careeradvancement

15 job interview mistakes to avoid - And what to do instead: Interviewing is hard enough as it is. Use this list not just to avoid making things worse, But to give yourself an edge - And ace your next interview: 1. Missing the 'why us' If you can't say why you want them, they'll find someone who can - dig into their mission, team, and recent work 2. Ending with zero questions No questions = no curiosity, no prep, and no chance - come in with 3 thoughtful questions that show interest 3. Trying too hard to be perfect They don't want a robot - show humility, emotion, and what you're working on 4. Rambling without direction Long-winded answers lose people fast, so take a brief pause to organize your thoughts before speaking 5. Fumbling through common questions If you still don't have a great answer to "Tell me about yourself," fix it today - write a short version and rehearse it 6. Trying to 'wing it' Preparation shows you care - research the role, practice aloud, and walk in with 3 strong stories 7. Overusing buzzwords Strategic, passionate, dynamic team player? Cut those cliches, and use specific examples that show the traits instead 8. Dodging weaknesses If you can't name a weakness, your self-awareness looks even weaker - share one with a clear lesson and improvement 9. Not knowing the role Study the job posting to know exactly what problem they need solved and how your skills match 10. Bashing a past employer You think it makes them look bad, but it actually makes you look risky, so reframe blame into learning 11. Underselling your wins Downplaying your impact might sound humble, but use numbers, outcomes, and specifics to show value 12. Making it all about you Shift from "Here's what I want" to "Here's how I'll help you win", tying your goals to theirs 13. Being vague or fluffy If your answers sound like filler, they'll assume your work is too - be concrete and back claims with examples 14. Focusing only on money If compensation is your only driver, they'll question your long-term fit - ask about impact, culture, and growth, too 15. Failing to read the room Too casual, too formal, too intense - match their tone, energy, and pace by observing cues Any other mistakes you'd add? -- ♻️ Repost to help someone in your network. And follow me George Stern for more professional growth content.

The difference between "We'd like to make an offer" and "We went another direction"? Often it's these 7 silent interview killers 👇 Here's how to fix them: 1️⃣ 𝗧𝗵𝗲 "𝗜'𝗹𝗹 𝗪𝗶𝗻𝗴 𝗜𝘁" 𝗧𝗿𝗮𝗽 Most candidates wait for the interview invite to start prepping. Big mistake. 𝗧𝗵𝗲 𝗙𝗶𝘅: Start now. Build your playbook for the classics: - "Tell me about yourself" - "Why this role?" - "Why us?" 2️⃣ 𝗧𝗵𝗲 𝗕𝗮𝗿𝗲 𝗠𝗶𝗻𝗶𝗺𝘂𝗺 𝗣𝗿𝗲𝗽 Average prep time? 2 hours. Winners put in 5-10 hours per process. 𝗧𝗵𝗲 𝗙𝗶𝘅: - Deep dive into the company - Tailor your stories - Practice until it feels natural, not rehearsed 3️⃣ 𝗜𝗴𝗻𝗼𝗿𝗶𝗻𝗴 𝗪𝗵𝗼'𝘀 𝗜𝗻 𝗧𝗵𝗲 𝗥𝗼𝗼𝗺 Each interviewer = different priorities Cookie-cutter answers = missed opportunities 𝗧𝗵𝗲 𝗙𝗶𝘅: Research who you're meeting. Show how you'll solve 𝘵𝘩𝘦𝘪𝘳 specific challenges. Make it personal. 4️⃣ 𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗺𝗲 𝗣𝗹𝗮𝘆-𝗕𝘆-𝗣𝗹𝗮𝘆 Nobody cares what you did. They care what you'll do for them. 𝗧𝗵𝗲 𝗙𝗶𝘅: - Lead with their goals - Back it up with your wins - Show you're already thinking like an insider 5️⃣ 𝗧𝗵𝗲 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗼𝗿 Passive candidates = passive results Leaders drive conversations 𝗧𝗵𝗲 𝗙𝗶𝘅: Come armed with questions that show: - You did your homework - You think strategically - You're ready to contribute 6️⃣ 𝗕𝗮𝘀𝗶𝗰 𝗤&𝗔 𝗘𝗻𝗲𝗿𝗴𝘆 "How's the culture?" won't set you apart. This is your time to shine. 𝗧𝗵𝗲 𝗙𝗶𝘅: Ask about: - Strategic initiatives - Market challenges - Innovation roadmap Make them remember you. 7️⃣ 𝗧𝗵𝗲 𝗧𝗵𝗮𝗻𝗸 𝗬𝗼𝘂 𝗡𝗼𝘁𝗲 𝗦𝗸𝗶𝗽 2 minutes of effort. Massive upside. Zero downside. 𝗧𝗵𝗲 𝗙𝗶𝘅: - Send within 24 hours - Reference specific discussions - Keep building momentum 🎯 The truth is, most candidates know 𝘸𝘩𝘢𝘵 to do. Winners know 𝘩𝘰𝘸 to do it differently. Ready to transform your interview game? Drop me a DM. It's go time!