Can your interview practice jeopardize a job offer?


When asked about job search concerns most people usually rank interviewing skills high on their list of worries along with resumes and networking. Being concerned reflects sensitivity toward landing a good job and that helps keep you mindful of how important it is to prepare for questions.

Any successful job candidate will tell you that preparing for an interview is a smart strategy, and without practice you are apt to overlook building rapport with the interviewer.

It’s the not the preparation for an interview that jeopardizes a potential job offer rather it’s the timing of your practice.

A large percentage of job candidates accept interview invitations as a way to practice answering questions with an employer and that can be a mistake especially if the interview is the job you really want.

Job candidates often find themselves experiencing two extremes when practicing interviewing skills; relying on memory to recall accomplishments or trying to memorize answers.

Even though a recent job candidate had good intentions of building rapport during an interview he made the mistake of relying on his ability to recall accomplishments. His strategy was to review possible interview questions but never practice them out loud, thinking his style would impress the interviewer with a more authentic tone unrehearsed.

He was not invited back for a second interview. What went wrong? He practiced interviewing during his interview rather than preparing ahead of time by relying on spontaneity and memory.

Winging an interview is not good practice, there is no forgiveness on the first round and what you say will be the forming blocks of a perception.

Memorizing answers can be just as risky — another candidate over-prepared for his interview by rehearsing questions ahead of time as to what he would say and when. He practiced with precision each possible question and had an immediate answer ready.

He described acing the interview by answering all the questions, in his mind he was the ideal candidate who could meet the employer’s needs.

Just like the first candidate, he was never invited for a second interview. What went wrong? He found out from a friend who helped him get the interview, that he inadvertently gave the interviewer a “robotic” perception, answers without emotions.

While he was quoting results oriented accomplishments left and right, the interviewer quit listening and turned her focus to his behavior in answering the questions not his results.

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