8 Things You Shouldn’t Do in a Job Interview
In this article, we will present the challenges candidates may face when applying for desired positions in international organizations. Based on surveys of recruiters, we have compiled 8 main points that they pay special attention to and that can negatively affect a candidate to be approved for a job. Take note of these red flags for hiring managers in the applicant and try not to make such mistakes during the interview. We may also call them 8 Things You Shouldn’t Do in a Job Interview and after the job interview.
• Uncertainty when answering the questions posed.
In the case that the applicants have difficulty with a clear answer about who they are, what they have achieved, what they want, and what experience they already have, it may lead the recruiter to believe that the lack of clarity at this stage will not allow for the right business to be built. When deciding to take a job offer and appearing at the meeting you should know exactly what you wish for so that fulfill the requirements of the organization or company.
• Absence or insufficiency of exploration
It is very important that the candidate has spent some time researching the organization in which he or she would like to work and the responsibilities of the position they will have. One should read at least a few posts on the organization's websites, the latest accomplishments of its team, and the areas in which it engages itself. It is always obvious to the recruiter how much interest the candidate has in being selected, whether they have enough desire and responsibility to start working.
• Applying for numerous work positions at the very Organization
The candidate should understand that applying for a huge number of different positions in the same company can lead the hiring manager to think that they are not competent enough. In some cases, this may mean that the candidate is clinging to every earning opportunity out of despair, or that they do not take any of the positions offered in the company seriously enough because of being more interested only in working for that particular organization.
Therefore, it is worth taking the application process more seriously, in view of the fact that each recruiter can look through the list of positions and organizations to which the job-seeker has applied and then decide if they are suitable for the position or the organization chosen.
• Bad recommendation list
Letters of recommendation or reviews from previous jobs play a significant role in the approval process for the desired position. It's important to highlight your past accomplishments and provide evidence of your professionalism during the interview. Managers pay attention to what kind of feedback has been left by previous bosses or employees of companies where the applicant has worked before. You should take seriously what you provide as evidence of your own knowledge and skills, as this will give the recruiter an idea of whether you are able to cope with the duties of the wanted working position.
• Absence of weak points
At each interview, the candidate is asked to point out disadvantages or traits that might be considered flaws in a personal or professional context. If a person refuses to acknowledge that they have these, it may be a signal that the candidate is hiding something or is overconfident. This can later cause problems in the workplace or in the team, so managers pay special attention to how frank the person is with them and how willing they are to admit their weaknesses.
• No points to clarify the submitted information
At the conclusion of the interview, the manager expects to hear questions from the candidate to make clear certain points related to their duties or the working conditions of the position. The absence of such questions may seem like a lack of interest in the job or excessive uncertainty on the part of the candidate.
Nevertheless, it is not recommended to ask questions of material context at the first meeting with the recruiter.
• Constant changes in professional employment
For many recruiters, it may seem suspicious if a candidate is used to constantly changing jobs, or more specifically, fields of employment. In some situations, this may indicate that the candidate cannot stay in one place for long due to constant self-discovery, uncertainty, or simply boredom. This may further suggest that the candidate simply cannot bring the necessary goal achievement to the organization or will treat the job without due diligence. Nevertheless, we understand that these days everything changes rather quickly and a person is in a constant search for something that would give them more interest and confidence in what they want to dedicate the future and in what direction to develop their career. Due to this it is recommended to apply for programs in the role of an intern or for temporary employment. Volunteer programs are also a good option in this case.
• Incapacity to act in accordance with instructions
Quite often, organizations receive requests from applicants regarding how to apply for a particular position. At the same time, websites always clearly and in detail describe every step that needs to be taken to successfully complete the process. This can be a signal to a hiring manager that a candidate lacks basic professional traits, including attentiveness and concentration on the smallest details. When working for international organizations, one must be prepared for various kinds of challenges where focus and clarity in completing tasks will be required.