What are the worst mistakes people can make in job interviews?

I had to interview people for my previous job.It was my first time as a recruiter, but I could very quickly find out which mistakes of the applicants for me were a “no” immediately.

What you should never do:

* Say what you think the recruiter want to hear instead of what you really know, mastered or want;

* Not be honest about your abilities;

* If you had to prepare a case; Do not have a presentation ready to share with the recruiters (on paper or on the computer);

* If you are interviewed by a man and a woman, only towards the man answers (some applicants just ignored me and replied only to my colleague.They probably thought he would definitely be the senior because he was a man);

* Pretend to be the boss and as if you already know everything;

* Don’t listen to the recruiter: Most recruiters will give you opportunities to correct a mistake, or give hints.Listen to them;

* Do not ask questions or not say if you do not understand something; Dare to ask.

For my work at Jibser I speak weekly between ten and twenty candidates.In addition, I help organizations every day by picking the best candidate for a particular job. What you need to know about the selection procedure where the interview is part of:

Not the best candidate is assumed, but the candidate who presents himself best.

You have to understand well what that means.If you do not understand this correctly you will make some big mistakes.

Error 1: No preparation.

When you go unprepared to a job application, you are no chance.

You need to know which product or service the company sells, in which market they specialize, what the size of the organization is. At the very least, you should have read the vacancy. If you don’t, you’ll waste your own time and the time of the HR Manager/recruiter. This is not a professional attitude and can ensure that you are on a blacklist.

Error 2: Bad First impression

You get one hour to show you why you are the right man or woman for the job.So that must go well at one time. This system is not perfect, but it is the system that organizations are handling. Again, one hour to make the right impression-and research shows that most recruiters decide within five minutes whether or not you will continue. If your appearance Is bad, you immediately fall off. Go in advance to the hairdresser. Wear clothes that are slightly more neater than what employees normally carry with the company. Talk clearly, make eye contact.

Error 3: Lying or not telling the full truth

Yes there are laws that make sure you don’t have to answer certain questions.But if you haven’t had work for the last two years and you can’t explain why not then you just fall off. OR you’ve been told you’ve read the vacancy while your answers show that you don’t really know what it’s about. Be honest. No employer wants an employee who is lying.

Error 4: Show no Interest

A vacancy is just a summary of the whole story.If the vacancy really appeals to you and you want to work for an organization. Then it should be logical that you still have some additional questions. So just set it up in a conversation. Also, investigate who you are going to at the table if you know. Look for LinkedIn or Google. This is the least you can do.

There are still more mistakes, but they are less intense.Recruiters also realise that you do not perform job interviews every day. We are also just people. Even more recruiters or HR managers are often people who like to talk to people. So don’t be so nervous and set up professionally and mature.

I have also written an extensive story about how you can prepare for a job interview:

How to prepare for the interviews: your complete Guide to success

Good luck!

As a job coach, I am often confronted with this question.

I think the worst mistake you can make the idea is that you should “sell” yourself.Not everyone is a born seller and that idea just gives you a certain stress that you can really miss at the moment.

In my opinion, a good and constructive interview is a dialogue between two parties that offer each other equally.On the one hand you have the job with additional wages and possibly extra legal benefits. On the other hand, you have a potential employee with experience, certain competencies,…

A vacancy or a CV already give a certain indication of a possible match.But it also raises questions at the same time. An interview is merely a conversation to test these questions together.

In a good job interview it becomes clear what both parties can offer each other and whether a clear match is present.

If you are not held back because there is no clear match, this can also mean that this job is actually nothing for you and therefore you have not felt good.

Therefore, the best advice I can give you is always keeping yourself.

You have more to offer than that which you are aware of!

You want to know what mistakes applicants make?Well, it’s much more important to see what mistakes Recruiters make.If you want to know the mistakes of the applied quotes, please read the other answers.

This is a little popular answer, but as a high-tech expert and project manager, I refuse to work with recruiters yet.These few sentences are enough to cause extreme annoyance to recruiters. But I cannot ignore the fact that over the past two decades, valid candidates are coming back to the rejected hopes and not suitable candidates on my list for interviews come to the table. It has only gotten worse. Now it is mainly agencies that screen and it has become impossible to find out which candidates were rejected.

Business model Error

Ask yourself the question.First for freelancers. If your income is determined based on the difference between what the customer pays and what the freelancer gets. Do you offer the best and perhaps most expensive? Or are you trying to get the cheapest approved so that you collect the most income yourself? For permanent employees, wages will determine the remuneration you receive, so you can let the candidate know how far the company wants to go. This means that the company that wants to recruit will lose the trump cards in the negotiation.

The point is that this businbessmodel is not a good business model because it stimulates the fouyte choices.Have you ever worked in a project of a large company? How many Dumbo’s work there? Selected? Based on what is?


In ASIC and FPGA design, hot now due to Articifiele intelligence and hardware accelerators (yes, it sounds good in the Nedrlands!), it is so that people who know how to make an ASIC efficiently, only need 10% of the budget and are ready even quicker as well.Examples are enough of acquisitions the last years of teams that with ridiculous budget and few people the big boys put their pants off. Reason? The right person in the right place. Experts who are expensive but who earn their money directly back by working faster and more efficiently.

What are recruiters still doing wrong?

Apart from the fact that the business model promotes false candidates, I mean.

  1. Say what the recruiter wants to hear instead of what you really think.

This happens, of course, but at the same time we have to face reality. Are you going to explain in detail why you have cancelled the previous job? Talking about how HR in far-reaching state of dissolution has been touched by the years of savings? That is politically more important than can? That a career plan is fun on paper but that 20 employees in the team cannot be all at the same time project leader? That it is wrong of the topmanegement to say that engineers are too expensive while earnings and profits break new records. I can still go on. The chance that you get the job with these honest debued is effectively zero.

  • Not be honest about your abilities.
  • Obviously a great frustration. But if you know the recruitment sector a little, there are the following findings:

    1. One anticipates exaggeration, which is even taught in writing a RESUME. Not too much, but if you don’t exaggerate, you lower your own chances.

    The frustration of the candidates for not getting a response from recruiters while they are eligible for the job, encourages them to further inflate their RESUME. While actually the selection by the kissing might be the problem. More specifically, for ASIC and FPGA, the terminology is very specific and technical. The recruiter himself, used juniors to call around and search on Linkedin. But if someone is calling you and does not know the terms, not knowing what they mean, what is equivalent to something else and pronouncing the terms wrong, what do you do? More confident page in the recruitment process?

  • Who came into contact with a protocol because it was used in a chip, e.g. Ethernet, which writes experience with Ethernet on its CV. An expert in Ethernet can’t write so much more.
  • How does an expert communicate with a recruiter who doesn’t know the protocol? Not important you say as a recruiter. I am very important, because an expert is more valuable and therefore more expensive. Someone who knows nothing about the protocol sees the possibility to praise the non-expert and to keep the expert behind. Hard to find but we have found someone. Instantly available and good news, within budget! I as a manager, want that expert, because that may well be a unique opportunity to get a strong technical person in the team. But I know of nothing. I think only 1 is found and that is this. A little green but I have no choice, the project needs to move forward.

    I can make a much longer list.Just read the bias in the answers to this question. We look for trained dogs who give a little paw. You should be able to guess what the recruiter in question pushes one side or the other. The specific human sensitivities. You should be able to guess how honest you may be. Or how fair enough yet not too honest. Especially technical people, engineers, in very specific niches are not able to just get through such interviews.

    Look, I am also not satisfied with the quality of the candidates but in my sector there are no hundreds of candidates.And if I notice that we are missing opportunities, good and reliable engineers due to various problems linked to the recruitment process, then I cannot but say that it is a problem that is getting worse over the years. HR did recruitment, now they call an agency. Whether the manager goes directly to an agency and HR comes when the papers have to be drawn. Savings have changed HR to an administrative hassle. And companies almost all work with some approved agencies. Cheap will cost you much more than you think. That’s not to say that expensive is good, and that’s important, but cheap always delivers misery.

    It is in English but it gives an image of recruiters in the FPGA and ASIC sector:

    “Sorry buddy, for my remote roles, I am looking in India as the candidate dates are a lot more competitive and the calibre of the skills is exceptional for the budget.”

    There are good Indian engineers, let that be clear.But outsourcing to India for ASIC we had ten years ago and every company I have worked on has come back to that decision. It’s about the cost and the own (recruiter) income, it’s not about skills at all.

    The eyes close for clear mistoestands is the habit.Fortunately, I have become independent enough to no longer cry with the wolves in the forest. And I am prepared to bear the consequences thereof, downvotes and criticism.

    My husband once had an applicant who started chewing on his pen with the result that the pen started leaking on a beautiful white, ironed shirt.Also, I heard from a friend that she had an applicant who fell asleep. My advice:

    • Good listening and asking good questions
    • Never start about things like salary or vacation
    • Honesty lasts the longest.

    Be honest and sincere and that sometimes means saying that you want to think a little longer about a question

  • People afterwards send a thank you for their time and effort and possibly come back to a question that you could have better answered, in your opinion
  • When you apply, you would like to see the impression you get from someone who is best suited to what the company is looking for.And what that is will vary from function to function and from company to company.

    The best conversations are those that don’t feel like a formal job interview.You talk about and again relaxed about the function, about your past, about what it is that you are looking for and why.

    Over and Over again there must be a match, based on what the company is looking for and what the applicant is looking for.

    Having said that, there are a few things that generally don’t seem good in a job interview:

    • Uninterested.

    From someone who is applying for a particular job to a particular company, I expect that at least it shows some interest about the company and its function and also has questions about it. A total lack of questions is not a good sign.

  • Do not show up, far too late-or come too early; And if you come too late, let me know at least.
  • Sell yourself as a person who is very suitable for the job while there is hardly any relevant experience from your RESUME and you have hardly any answer to job-content questions (e.g. expert knowledge).
  • Being caught on lies about your working past is also a hefty mistake
  • As if you did not fit the company.
  • Delve into the type of business beforehand and customize your clothing as far as you can. Sometimes it doesn’t matter; But when you arrive at a young startup in three-part suit you are overdressed and you may get a wrong picture of you. A bank does not apply for a T-shirt for the same reason.

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