Common interview mistakes, of course, include bad mouthing your former employer, failing to adequately research the company or the position and just plain talking too much. Careerbuilder.com, a job posting site, publishes an annual list of 10 interview blunders, including asking the hiring manager for a ride home or flushing the toilet during a phone interview.
Thanks to the rise of social media sites such as Facebook and Twitter, dumb interview moves are taking on a new character. The urge to share everything about one's life with friends and strangers via cyberspace is invading the very private atmosphere of the recruiter's office. Moreover, the need to stand out in the information cacophony of the Web has increased the pressure to seem unique and special.
Related Anger Management How Not to Confront Your Boss Best Career Books "We've been socialized to assume that we have to stand out in some way, and we're encouraged to be bold," says Roy Cohen, author of "The Wall Street Professional's Survival Guide" and a New York City-based career coach. "But that is not necessarily what people are looking for in candidates to bring on board. They want people who fit in."
Oversharing has now become an occupational hazard of the job hunt. Here are 10 examples of when too much information was, well, really too much information:
"My apologies for being late, my husband and I were fighting. It happens all the time."
Not only has the candidate revealed that she's having persistent marital problems, but before she's even sat down for her initial interview, she's indicated that those issues impact her ability to arrive on time to the office, and she expects the employer to be tolerant of it. "You get so much out of a candidate in that short walk to the coffee station. People talk much more informally then," Chenofsky Singer says. "She had such a great resume," but knowing that her client was already frantic, "I knew I couldn't bring more chaos into his life, I had to make it simpler."
"I'm in anger management because I hit a former co-worker."
Major character flaws, particularly when they are of the physical-harm variety, shouldn't be brought up in an interview. Bringing up disagreements with colleagues or managers as a reason for leaving a former employer doesn't bode well that you'll be reliable and reasonable in a new position - even if it is a remote one. "Mentioning this is typically deemed as someone who is unable to handle situations professionally and without violence," Downing says. Unless you're required to disclose that you're undergoing some kind of psychological treatment, find an honest way to work around it.
"Well you're cute, too."
It should go without explanation, but any level of flirtation in an interview - subtle or blatant - should never occur. It especially shouldn't occur twice in the same interview.
"My old boss was a monster, and it's really scarred me emotionally."
Disagreements between managers and their lieutenants are common, but knowing that an employee was scarred by a bad relationship with their supervisor doesn't reflect positively on the job applicant. "When interviewers meet candidates, they're not psychotherapists. They don't want to know the deep dark secrets you might be hiding, they just want to know that you can do the job, that you're basically sane and that you'll fit in," Cohen says.
Offering more than that can make them question your suitability for the role. "Anyone who did their homework would find that the individual my client worked for had a reputation that preceded her as being very difficult to work with," he explains, "but she should have come up with a more appropriate way to bring up the separation."
"Oh, that's because I just took a Xanax."
Having some nerves before an interview is normal, but before medicating, be sure of the effects on your personality and disposition. "More than trying to pick on her individual interviewing style at the time, I was concerned that there was something I should know," Chenofsky Singer says, which served as a distraction from a discussion of her qualifications.
"That other guy you are interviewing? Think twice."
Disparaging anyone in an interview, especially your competition, doesn't reflect positively on your judgment or character. "First of all that kind of information wasn't requested of him, and he introduced it very inappropriately," Cohen says. "It makes him seem far more competitive than he should have indicated, and showed that he's not really collaborative, or the 'team player' that was essential for the role."
"Just a little itch."
Bourjolly Smith described the itching as "aggressive," and the candidate continued it while he was talking and answering questions unfazed. "At the end of the interview, I did my best to be subtle and not shake his hand. This amounted to an awkward bump of elbows. He definitely noticed that I didn't shake his hand."
For a client-facing position like the one this candidate was interviewing for, but really, for any position at all, behaving in a strange and unprofessional manner--particularly when it's hygiene-related--is a big red flag. "Naturally, I declined him for the position," Bourjolly Smith says. "If he would behave like that in front of a recruiter, I can only imagine what he would do in front of our clients during a sales meeting."
"I locked a mentally ill patient in a room to teach him a lesson."
"One day, the candidate waited for the man to enter the library and locked him in. The man called him numerous times begging to be let out of the room. He refused until the man was about to soil himself. When he promised never to enter the library again, my candidate released him."
When asked for real-life examples of your skills and expertise, it is best to refrain from bringing up wild, controversial examples, like ones of abusing people to keep them in line, particularly when they're developmentally challenged. "The sad part? My candidate actually thought he was telling the client positive things about his judgment, and had no idea why they didn't want him," Hurwitz says.
"Sorry, I'm having a hot flash."
As a general rule of thumb, physically exposing too much of yourself makes people uncomfortable and should be avoided. Adding commentary about your hormones will only add to the awkwardness. "It was uncomfortable for her, yes, but even more awkward for her interviewer," says Cohen. "A classic example of 'TMI.'" If you're prone to any sort of potentially embarrassing problem, prepare yourself to handle it in an acceptable manner: In this case, don't wear layers that would be inappropriately revealing, and don't over-explain behavior that is as simple as removing a sweater.
"Oh, he was killed in a drug deal."
"She was about 33 so that was an incredible accomplishment," Wolf says, "so I said, 'I'm sure your husband is proud of you and what an excellent role model you are for your daughters.' She looked at me and said, 'He really wasn't a good role model for our children. He was killed in a drug deal that went bad.'"
Bringing up losses of friends or family members in an interview can be a touchy subject. Bringing up the illicit and illegal dealings of your late friend or family member is an example of taking it too far. It can be acceptable if you're careful to bring it up in a casual way, and without so much detail that it makes someone uncomfortable. Despite it being an excellent interview, the candidate tainted it by sharing more than was necessary.
Source : http://www.fins.com