Job interviews rarely decide on professional competence alone. Thorough preparation, together with verbal and nonverbal communication, is often what ultimately determines the outcome, for better or for worse.
But what are the typical stumbling blocks that candidates repeatedly underestimate?
To answer this question, we spoke with Barbara Cosquer, recruiter at Stettler Consulting.
Expressing unprofessional criticism of a former employer
Stettler:
Barbara, you have been conducting job interviews for years. From a recruiter’s perspective, what is perceived as particularly critical?
Barbara Cosquer:
Speaking negatively about former employers is still one of the biggest no-gos. It signals a lack of professionalism and raises questions about your own role in difficult situations.
It is crucial to change your perspective and start from yourself. Instead of saying,
“My boss is always checking up on me,” you could say:
“I would like to have more personal responsibility.”
Or instead of saying, “My supervisor is never there,” you could say, “I would like to have a closer professional exchange with my supervisor.”
The point is not to express criticism of your former employer as a reproach, but to formulate it as a wish. This allows you to remain professional while at the same time showing what conditions are important for your own motivation.
Be authentic
Stettler:
How do you view the issue of clothing in job interviews?
Barbara Cosquer:
Clothing should be authentic. You can quickly tell whether someone feels comfortable in their outfit or whether it looks like a disguise. Ultimately, it’s about emphasizing your own personality while respecting the professional context.
Stettler:
Is there a standard outfit recommended for a job interview?
Barbara Cosquer:
There is hardly a universal standard outfit anymore.
A lot has changed in recent years, especially in sales. Suits and ties used to be the standard, but today business casual is the norm in many industries, including the pharmaceutical industry. Since the coronavirus pandemic, ties have largely disappeared.
It is important to look contemporary without pretending to be someone you are not.
“Often it’s not a lack of qualifications”
Stettler:
Looking back, where do candidates most often fail in job interviews?
Barbara Cosquer:
Often it’s not due to a lack of qualifications. Many candidates are very well qualified professionally. What’s more important is preparation. A classic example is a lack of research into the company or the role they are applying for, which is more noticeable than many people think.
Stettler:
What do you mean?
Barbara Cosquer:
This is reflected, for example, in very general responses.Candidates talk about their experience without relating it to the advertised position. Or they use terms that are not appropriate for the position.
The candidate’s preparation is equally evident in the questions they ask the recruiter. If questions remain superficial, the impression of a lack of engagement quickly arises.
Stettler:
You mentioned the importance of questions. At the same time, you mentioned general answers. How do you see these points as being related?
Barbara Cosquer:
Very strong. The quality of a job interview is not only reflected in the answers, but also in the interplay of listening, understanding, and responding. Those who answer questions superficially or talk around the actual question miss the opportunity to make their own experience tangible. A good interview thrives on candidates listening attentively, answering specifically, and asking questions where they really want to understand the context. Only then does a dialogue emerge.
Stettler:
In your opinion, what happens when a dialogue turns into a monologue?
Barbara Cosquer:
That’s very problematic. Questions should be answered briefly and concisely.
I often find that, for example, when asked about their motivation for a job, people respond with a detailed, sometimes memorized account of their entire career. In doing so, they often lose sight of the actual question.
How to recognize genuine performance
Stettler:
How do you recognize genuine performance in an interview if someone is not actively “selling” themselves?
Barbara Cosquer:
There are candidates who set very high standards for themselves and take many things for granted. What is normal for them would be exceptional for others. High-performing, rather modest personalities in particular therefore sometimes find it difficult to “sell” themselves.
However, you can often recognize their quality by the fact that they can give concrete examples of their successes. They clearly describe what they have achieved, improved, or built up without exaggerating.
In the end, it always comes down to how well they fit the position and the corporate culture. Is it a company with a strong relationship-oriented focus? Or is the emphasis on “hard selling” and closing deals? Depending on the company’s focus, different strengths are required.
Tips and tricks for appearing confident
Barbara, what “nuggets” of advice would you give candidates for a confident appearance?
At the beginning of a job interview, you are usually asked if you would like coffee or a glass of water. If you want something to drink, feel free to say so at the beginning of the interview. It’s important to stand by your own needs. Sometimes I find that candidates base their decision on whether I’m having something too, and respond with a counter-question such as, “Would you like a coffee too?” This can come across as unnecessarily insecure.
In addition, drinking during the interview is generally helpful: a sip of water can bridge small pauses in thinking, reduce nervousness, and stabilize the voice.
Shortly before the interview, it can help to consciously make yourself look taller, for example in front of the mirror in the bathroom. Stress can be reduced by adopting a so-called “power pose.” This refers to the postures we adopt when we feel strong and confident.
Typical examples include standing up straight, opening your chest, pulling your shoulders back, placing your hands on your hips, or stretching your arms upward in a “V” shape. Just one or two minutes in this posture promotes calmer breathing and a more confident demeanor.
When you enter the room for a job interview, it helps to consciously think positively about the recruiter. If you approach your counterpart with inner benevolence , you will automatically radiate more openness and friendliness. This positive attitude is conveyed through your body language, facial expressions, and voice, creating a pleasant atmosphere for conversation right from the start.
Conclusion
Job interviews rarely fail because of a lack of professional competence. Preparation, clarity, and attitude are crucial. Those who familiarize themselves with the role and the company, answer precisely, speak professionally about the past, and come across as authentic create trust.
