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Five Things Not to Say On A Job Interview
When going after the big executive title, you’ve got to know what to say and what talk doesn’t pay. Here are five things never to say on your next corporate interview.
by Dr. Beverly Langford, author of "The Etiquette Edge" and president of LMA Communication. Dr. Langford teaches management communication in the Robinson College of Business, Georgia State University.
July 14, 2008
J
ob searches can be nerve wracking and the stress level spikes in the all-important
interview. Too often, our mouth starts working before we engage our brain, and we run the
risk of saying things that either destroy or diminish the chances of landing that plum position.
Of course, you want to be prepared, positive, and poised. You’ve studied interview
books that have given you the perfect answers to just about all possible questions. But
sometimes, you can buy yourself some interview insurance by knowing what not to say, which may be
more important that coming up with the glib answer.
Stay away from these formidable five.
1. Don’t badmouth
your former boss or company.
Your former boss may have made Attila the Hun look like Mr. Rogers. But bashing that
person will position you as a whiner. If asked why you left that organization, explain that
you were looking for additional challenges, a different sized company or industry, or a chance to
learn new skills. If you were part of a large layoff or restructuring, be honest, but don’t dwell
on it. Avoid coming across as a victim.
If you dish the dirt on your former employer, the interviewer figures that you will do the
same thing there when you decide to move on.
2. Don’t ask about benefits, vacation days, and sick days, or
request special hours.
A huge turnoff to an interviewer is a candidate who seems more interested in time off than
in the job itself. Ask questions that expose how the company will use and enhance your
skills, and how you will be evaluated, and what constitutes excellent performance in the particular
job you want.
3. Don’t get caught without a good reason for why you want the
job.
“It looks like an easy (or fun) job” won’t win you any points. Neither will you
inspire someone to hire you with, “I just need a job,” or “I want something to tide me over until I
get accepted to graduate school.”
Have a clear reason for wanting the job that includes an explanation of how you can
contribute to the company’s success. Organizations want to hire people whose performance adds
to the bottom line.
4. Don’t ask a question that’s prominent on the company’s
website.
“So, what do you guys do?” will indicate that you haven’t done your homework. Even though
you are immersed in the job search perhaps to the point of obsessing over it, remember that this
process isn’t all about you. A company has a lot at stake when it makes someone an offer, and
hiring managers are looking for ways to differentiate among the excellent, the satisfactory, and
the disasters.
Do research on the company and its industry. If the company has achieved recognition
for an accomplishment, be prepared to talk about it. If the firm faces challenges, some questions
about its current strategies will show that you don’t have unrealistic expectations.
5. Don’t make your interviewer your adversary.
Avoid a statement such as “I want your job.” That kind of aggressive interviewing had its
day for a while, but most executives are looking for a reasonable blend of confidence and humility.
An eagerness to learn and a commitment to be an excellent performer are much more effective.
Besides, the interviewer may be going through some personal struggles and feel a bit insecure about
his or her own position. Bringing someone on board who will pose a threat won’t be appealing.
By law, the interviewer can’t ask you invasive questions. Use that same rule of thumb
to gauge your conversation. It’s smart to stay away from questions such as “Do you have kids?” or “
What kind of name is Bergenhamster?”
Stick to discussions about the job at hand. You can also address current events if you
stay away from highly controversial topics that evoke strong, polarized feelings. You and
your interviewer may end up on opposite ends of the political spectrum regarding a hot topic.
Dr. Martin Luther King, Jr. once said, “the ultimate measure of a man is not where he stands
in moments of comfort, but where he stands at times of challenge and controversy.” Job
interviews certainly don’t qualify as “moments of comfort.” But with the right amount of
preparation and a thoughtful perspective, they can be much less nerve wrecking. And hopefully, you
can influence the interviewer’s decision in your favor.
Beverly Y. Langford is president of LMA Communication, a consulting, training, and coaching firm that works with organizations and individuals on strategic communication, effective interpersonal communication skills, team building, and leadership development. She also the author of "The Etiquette Edge."
