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Going for a job interview can often be stressful. However, there is no secret to performing well at interviews, you simply need a bit of preparation and practice. Follow this first step to make yourself stand out. 1. Do your homework and ensure your preparation is tailored Research the organisation (their business, history, corporate values, recent announcements etc) Review the job description and familiarise yourself with what the hiring company is looking for (skills, attributes) Reflect on your skills, background and career goals to identify relevant points Be prepared to talk about yourself and consider why you want the job Prepare a few questions for your interviewers 2. Have a real conversation, they have already reviewed your CV Show your personality, attitude and enthusiasm for the role Carefully listen to the questions and formulate your answers in the clearest and most structured way possible Talk about what you can offer the organisation in terms of work and deliverables Focus on achievements rather than listing all your responsibilities Provide examples showing that you went above and beyond in your duties  3. Show your interviewer interest and assess the suitability of the opportunity Understand what made them join the organisation and what they like most about working there Ask about the main challenges the team currently faces Understand what doing well in this role looks like, and how your performance will be assessed Ask about the overall business and the workplace culture Show that you are interested in the job they are hiring for; not just interested in a job

Here, we are focusing on the common mistakes employers make during interviews. Let’s delve into a specific aspect, providing insights and practical advice for improving the hiring process. #1: Unstructured Interviews Unstructured interviews can lead to inconsistency in the hiring process. When there is no standardised framework or set of predetermined questions, different interviewers may focus on different things or ask different questions, making it hard to compare candidates objectively. This can result in biased decisions and the possibility of overlooking qualified candidates. Moreover, these interviews may not provide a complete understanding of how well a candidate fits into the organisation. Without consistent questions and evaluation criteria, it's challenging to assess cultural fit, teamwork skills, and alignment with company values. This may result in unintentionally hiring candidates who don't align with the company culture. To address these issues, employers should implement structured interviews that include a standardised set of questions, relevant competencies, and evaluation criteria. This approach promotes fairness, consistency, and a more accurate assessment of candidates, resulting in better hiring decisions and positive candidate experiences. #2. Exaggerating the Role Firstly, exaggerating the role sets false expectations for the candidate regarding the responsibilities, challenges, and opportunities associated with the position. When the actual job doesn't align with what was promised during the interview, it can lead to employee dissatisfaction and frustration. This may result in decreased motivation, reduced productivity, and even increased turnover as employees feel misled. Additionally, exaggerating the role can have adverse effects on team dynamics and performance. When a new hire joins with inflated expectations, their colleagues and managers may struggle to manage those expectations, resulting in strained working relationships. The mismatch between the promised role and the actual responsibilities can lead to confusion, conflicts, and an inefficient allocation of resources. Ultimately, this can hinder collaboration, productivity, and the achievement of team objectives. To avoid the consequences of exaggerating the role, employers should provide an accurate and transparent representation of the position during the hiring process. This includes clearly outlining the responsibilities, expectations, and potential challenges involved. By setting realistic expectations, employers can attract candidates who are genuinely interested in the role and possess the necessary skills and motivations. Honesty and transparency throughout the recruitment process contribute to positive employee experiences, higher job satisfaction, and a stronger employer brand #3. Dominating the Interview Dialogue First and foremost, dominating the interview dialogue hampers the ability to gain a comprehensive understanding of the candidate's skills, experiences, and suitability for the role. By doing this, employers limit the opportunity for candidates to showcase their capabilities and express themselves fully. It can result in a superficial evaluation that does not provide a holistic picture of the candidate's qualifications. Furthermore, dominating the dialogue can create an intimidating or one-sided atmosphere, making candidates feel unheard or undervalued. This can hinder their ability to relax and perform at their best during the interview. It also fails to foster a positive candidate experience, potentially leading to a negative perception of the company and its interview process. To avoid dominating the interview dialogue, employers should practice active listening and create a balanced dialogue during interviews. This involves giving candidates ample time to respond to questions, asking follow-up questions to delve deeper into their experiences, and creating a supportive environment that encourages open communication. By actively engaging with candidates and valuing their perspectives, employers can gain a more comprehensive understanding of their qualifications and foster a positive candidate experience that reflects well on the organisation