Top 5 Mistakes Execs Make in Interviews!

These are the top 5 mistakes we constantly see execs make in interviews:

1. Reasons for career moves.

   
   

   Interviewers look for a clear record of success and transparency in a candidate's career path. Leave no ambiguity on each career move, clearly and concisely explain both the push and pull factors. Never bad-mouth former employers (no matter how bad it was). If you had a short stint(s), be sure to explain why - interviewers will certainly be wondering.

2. Not being concise.

   
   

   Talking too much, going off-topic, not answering the question that's asked. This happens a lot(!). Understandable given there's a lot of ground to cover in a first-stage interview and you're probably excited, as well as anticipating what your interviewer wants to cover. But it's a massive turn off. The best candidates are concise and direct, whilst still being likeable and showing their personality. Candidates should ideally be speaking 50% of the time in interviews - 65% max.

   
   

3. Motivation.

Why are you interested in this particular opportunity? This question isn't usually meant as a trap, but many candidates turn it into one. You must demonstrate genuine curiosity and excitement for the opportunity, but do not be overly keen and ensure you qualify the opportunity as much as they are qualifying you. Your motivations are particularly crucial for founder-led companies.

4. Lacking data points.

   
   

   General rule of thumb - if you can answer a question with a number, answer the question with a number. Give the interviewer the raw information to form their own judgment of the story - don't tell them "we had rapid growth" - this says nothing and your version of rapid may not be theirs. Using data points conveys that you are all over the details, data-driven, you are precise, it demonstrates transparency and accountability, removes any possibility of BS in your story, and leaves the interviewer with the perception you owned the outcome.

   
   

5. 'I' vs 'We'.

   
   

   Be conscious of whether you are saying "I" or "we" throughout the interview. CEOs want candidates who were clearly driving the bus, not just on it - but also don't seem arrogant and give appropriate credit to their team and peers.

There are many more banana skins candidates trip themselves up in interviews, but we see these over and over again, regardless of competency or seniority. For most of these, there is a balance - too far either way leaves a negative perception.