1. Not Good at Breaking the Silence
At the start of an interview, candidates are often not good at "breaking the ice" (initiating conversation to break the silence), awkwardly waiting for the interviewer to start the dialogue. During the interview, candidates may also hold back due to various concerns and be unwilling to speak up proactively, resulting in awkward silences. In reality, taking the initiative to greet and engage in conversation leaves a positive impression on the interviewer as someone who is enthusiastic and skilled at communicating.
2. Trying to Flatter the Interviewer
"Trying to flatter" can objectively hinder candidates from effectively presenting their professional experience and skills within the limited time of the interview. Smart candidates can mention one or two well-founded facts to praise the hiring company, showing genuine interest in the organization.
3. Being Influenced by Prejudices
Some candidates mistakenly assume that an apparently aloof interviewer is either strict or dissatisfied with them, causing unnecessary nervousness. Sometimes, when the interviewer is a much younger woman, thoughts like, "How can she qualify to interview me?" may arise. In fact, in this special procurement relationship of recruitment interviews, candidates, as suppliers, need to positively engage with interviewers of different styles, i.e., clients. Having the right attitude is crucial.
4. Lack of Positive Attitude
Interviewers often touch on topics that make candidates feel embarrassed. Many people turn red, dodge the questions, or even lie to avoid answering instead of providing honest responses and clear explanations. For instance, when asked, "Why have you changed jobs three times in five years?" some might talk about how difficult the work was and lack of support from superiors, rather than telling the interviewer: "Although the work was challenging, I learned a lot and matured significantly."
5. Criticizing Previous Employers
Some candidates perform well in all aspects of the interview until they are asked about their current or previous companies, at which point they angrily criticize their former bosses or companies, sometimes even using abusive language. Have you considered that the interviewer might think you could one day say the same about this company?
6. Lack of Career Planning
Many people only have goals but no clear plans regarding their personal career development. For example, when asked, "What is your 5-year career plan?" many would respond, "I hope to become the national sales director within 5 years." If the interviewer then asks, "Why?" candidates often feel confused. In fact, any specific career goal requires an assessment of one's current skills and a rough plan for skill development needed to achieve that goal.
7. Pretending to Be Perfect
Interviewers often ask: What are your personality weaknesses? Have you encountered setbacks in your career? Some may answer without hesitation: No. This kind of response is actually irresponsible towards oneself. Nobody is without flaws, and everyone has faced setbacks. Only by fully recognizing one's own weaknesses and correctly understanding the setbacks one has experienced can a truly mature personality be formed.
8. Probing into Salary and Benefits Actively
Some candidates will actively inquire about salary and benefits for the position near the end of the interview, which may result in counterproductive outcomes. In fact, if the recruiting unit is interested in a particular candidate, they will naturally bring up the topic of compensation.
9. Not Knowing How to Conclude Properly
Many job seekers finish interviews with either the excitement of success or the fear of failure. When concluding an interview, you might consider expressing your understanding of the role; enthusiastically telling the interviewer you are interested in the position and asking what the next steps are; smiling, shaking hands with the interviewer, and thanking them for their time and consideration.