I Spoke to HR, and Here’s What Interview Candidates Keep Doing Wrong
Find out the interview habits that hold candidates back and how HR recommends fixing them with clearer stories and better preparation.
It wasn't too long ago that I got the chance to have some genuinely playful conversations with people at work, including my HR manager, Elizabeth.
As these chats usually go, we eventually drifted into interview talk: what got some of us hired and, more importantly, what got others rejected. Elizabeth has been in the interviewing game since 2016/2017, so she’s seen everything from brilliant candidates who made the right impression to smart people who fell flat simply because they didn’t present themselves strategically.
Below are the most common mistakes she sees, and the strategic fixes she says can genuinely help you stand out.
Oyinebiladou Omemu
1. When You Don’t Know the Answer, Pivot. Don’t Panic
Elizabeth’s biggest frustration is when candidates try to fake knowledge. As she put it bluntly,
“Do you actually think that’s going to work? If anything, it can be irritating. It doesn’t work, I’ll tune out.”
Instead of scrambling, she wants candidates to pivot with intention. If you’re asked about a tool you haven’t used, like Ghost, admit it upfront, then redirect to something relevant: “I haven’t used Ghost, but I’ve worked extensively with WordPress.” This shows honesty, confidence, and transferable ability.
She says what matters next is demonstrating how quickly you can learn. Mentioning how you picked up a similar tool in a short time signals that learning Ghost wouldn’t be a stretch. In her mind, this combination of transparency, relevance, and learning agility is far more impressive than pretending.
2. Do Real Research (More Than Just the Homepage)
According to Elizabeth, a surprising number of candidates show up with little to no understanding of the company they want to work for. That, she says, is almost always an instant deal-breaker.
“You want to work somewhere, but you haven’t done your research? I won't care about anything you say, because it clearly indicates unseriousness.”
Real research goes beyond scanning the homepage. She expects candidates to know what the company has done recently, whether that's launching a new product, announcing a partnership, or making the news in some way.
She also recommends looking up the team on LinkedIn, especially the people you might work closely with, to understand the structure and culture. And when possible, messaging someone who works there for a brief chat is something she considers a major advantage; it shows initiative, curiosity, and genuine interest.
3. Remember: You’re Interviewing the Company Too
One mindset shift Elizabeth wishes more candidates would adopt is understanding that interviews are not one-sided. “You have to find out if the company works for you, not just the other way around,” she told me. She prefers candidates who ask thoughtful questions because it shows they’re being intentional about their next career move, not just desperate for a role or the money that comes with it.
Instead of asking generic questions for the sake of it, she recommends focusing on things that help you understand your long-term fit, such as growth opportunities, the company’s goals for the next year, and how the role you're applying for contributes to those goals. Good questions tell her you’re thinking beyond the immediate offer.
4. Stop Saying “I’m Passionate.” Use the Job Description Instead
Elizabeth says the most overused and least useful interview answer is claiming you’re passionate about the job. In her words, “You’re passionate for money, everyone is. Tell me what makes you special.” Instead of leaning on passion, she wants candidates to use the job description as their guide.
The job description contains the exact attributes the company values. If it mentions experience with a specific tool, proactivity, or a certain number of years in the field, those are the details she expects to hear reflected back in your answer. A strong response sounds more like: “From your job description, I see you’re looking for someone who can do X and Y. I’ve done both for the past few years, and here’s how.” It shows you understand what the job requires and you’re aligning yourself directly with those needs.
David Adubiina
5. Use the STAR Method (And Keep It Real)
Another major mistake candidates make is answering behavioural questions with vague theories. Elizabeth told me that anyone can say what they would do; she cares about what you’ve actually done. That’s why she insists on the STAR method: Situation, Task, Action, Result.
If you’re asked something like “How do you handle negative feedback?”, start with a real scenario. For instance, you could describe a time when your first video script draft was too formal for the intended audience. The task would be your responsibility to rewrite it. The action would detail the steps you took, maybe you studied YouTube scripts, rewrote your draft to match the tone, and sought early feedback. And the result would be how the final script became the template for the rest of the series.
Elizabeth suggests taking it one step further by ending with what you learned and how you plan to apply that in the new role. She noted that this helps interviewers quickly connect your experience to the exact skills the company needs.
6. Ask the Second-Chance Question
Elizabeth also shared a question that most candidates never think to ask, but that she believes can strongly improve your chances. At the end of the interview, after asking your usual questions, she recommends saying:
Is there any part of my answers today that wasn’t thorough enough or that you’d like me to go deeper on?
She calls it the “second-chance question” because it gives you one more opportunity to clarify anything you may have answered weakly. It also gives you insight into what the interviewer is thinking. It’s a confident, self-aware move, and it stands out because nearly no one does it.
Conclusion
The biggest thing Elizabeth wants candidates to understand is that interviews aren’t just about having the right answers; they’re about showing strategic thinking. When you don’t know something, pivot confidently. When you’re asked why you want the job, align your response with the job description. When you’re asked about experience, use STAR and give real examples. And above all, always do your research and ask smart questions.
As she put it best: “Most times it’s not about being right, it’s about how you think.” Nail that, and you’ll stand out from the crowd of candidates who claim passion but forget to prepare.
David Adubiina
