What Not to Do and What to Do to Stand Out from the Rest of the Candidates During an Interview  

Throughout the years I have interviewed hundreds of candidates for a variety of positions in our company. We have a comprehensive screening process for hiring — from multiple interviews to reference checks, and some activities in between. I have spent many years advising other small businesses on hiring practices, but now feel it helpful to sit on the other side of the table, and share with candidates what they can do to shine during an interview.  Let’s start with those on the younger end of the spectrum.

Keep the Van Wilder Stories for When you Are Actually Hired

When asked about your college experience and what organizations or sports you were involved in, keep it professional.

You would be surprised how many Van Wilder stories I get [Reference to the hilarious National Lampoon film. Enough said.]  I am an open-minded person and love a good laugh as much as the next interviewer, and any humor an applicant brings to the table is a positive point for them. But I want to hear what the candidate participated in with commitment, and most importantly, what organizations they led. Showing you are well-rounded is a plus. It also means you may have some great experiences to talk about at the water cooler.

GPA May Just Be a Number, But It’s How you Deliver That Number That Counts

When asked about your GPA, be honest. Don’t skirt the issue, even if it was not stellar. Rather, be upfront about any struggles. On the flip side, if your GPA was stellar, do not be afraid to boast, in a light-hearted, appropriate way; this is your time to shine and sell yourself. Keep your modesty for outside the interview walls.

I always find the GPA question an interesting gauge to use about interviewees. I often have candidates who look at me in confusion, almost questioning what GPA stands for, and others who struggle to find an explanation of why they do not know their own. My favorite answers are when the candidate owns it, tells me their GPA, and says it with conviction (no matter how good or mediocre it was).

Gossiping is for After 5 p.m.

When asked about your previous employers or managers, no matter what kind of disagreements you had or confrontations, do not let any anger seep into your answers. Always keep your discussion of former colleagues and supervisors professional.

Candidates are usually even-keeled in their demeanor, but once in a while I hear a spike in intonation when I ask about previous managers, related to either excitement or annoyance —  and a ightbulb goes off for me to subtly ask more questions related to that area. I have had several interviewees say: “My manager didn’t know what s/he was doing.” I respond, “Really?  That’s  unfortunate, tell me more.” In going further with their answer, they explain all the reasons they feel they were more qualified than their boss — for example, they never saw them do enough work, or they micromanaged, or failed to lead by example. Then, without changing my even tone, I ask, “Well, how did you deal with that?” and on two occasions I have heard (actually both my co-worker and I did!) the following jaw-dropper: “We got our manager fired.” Obviously, I did not hire these candidates.

Lesson: Keep your composure when answering questions about your former employer, no matter what!

There is No Place to Hide Anymore

When an interviewee walks in, we already know more about them than their last date: after all, it is not uncommon for interviewers to Google and research a candidate they will be interviewing across the most popular social media websites. And, oh, the information that can be found there! It is an interviewer’s dream and nightmare at the same time.

So, remember, whether or not you add a mention of your blog or social media handles to your resumé, that they can be found. An example – and a true story: I read a candidate’s blog, which turned out to be rants about her current job and job-search that were negative, derogatory, and completely unprofessional. Yes, it was her personal blog, but she put the blog URL on her resumé – a very  poor choice.

Also, regarding email addresses, please refrain from names that are unprofessional, such as @cuteredhead44 or @inmypants12. Neither is endearing.

Lesson: Your footprint is everywhere, so keep it professional.

Avoid Turning Into a Tomato

I try to make interviews not like an interrogation, but rather a fireside chat (minus the fireplace). We are two people sitting around having a conversation about business. Within this comfortable scenario, pet peeves of mine include butchering my last name (don’t even bother saying it at all), and uninformed interviewees.

So research the person you will be meeting with. Although you may not be told all of the employees or managers you will be encountering in your one-on-one, at least research your main contact and first interviewer. Also research the organization. The point is to be as prepared as possible so that you can carry on a conversation not only about yourself, but about where your interviewer spends their days. Showing you can carry on a conversation, ask questions, and express interest in the company is a plus.

An example of how not to handle the process would be asking two things I sometimes hear, namely: “How long have you worked here?” And “What’s your position here, and do you like it?” Well, my short answer to these questions would be, “I own the company, so I have been here since the beginning, and I do certainly hope I love what I do.” Have you ever seen someone turn into a tomato? That would be the interviewee who receives this answer.

Lesson: Before any interview, do your research, because we have certainly done our research on you.

Interviewing can be challenging and stressful. Yet it can also be invigorating and exciting when a company likes what they see on your resumé, and then invites you in to learn more about you. Good luck!