According to recent data, up to 68% of candidates lose their chance at a job due to mistakes during the interview – and a similarly high percentage of companies report that a poorly conducted interview directly reduces the return on investment (ROI) in recruitment and can damage employer branding and team dynamics. Why do the same mistakes keep repeating when digital HR technologies allow for detailed analysis of candidate experience and optimization of the selection process? I believe the cause is not only insufficient preparation on the part of candidates but also the underestimation of strategic aspects of the interview by managers. So, how do you set up a job interview to be truly effective – and how can you avoid the mistakes that can decide the success or failure of recruitment? In the following article, I offer specific strategies and practical insights that we’ve verified at COREDO.jobs across fields from engineering and financial services to IT and management.
Mistakes During Job Interviews
Insufficient Interview Preparation
From our observations at COREDO.jobs, insufficient preparation by the candidate is one of the most common reasons for failure. Candidates often underestimate the importance of knowing the position and company, which is reflected not only in their responses to questions but also in their overall self-presentation. Typical mistakes include:
- Lack of knowledge of company culture – The candidate does not know the values, vision, or basic facts about the employer.
- Absence of a LinkedIn profile – In the digital age, a candidate’s digital identity is crucial for personal branding.
- Forgotten information from the CV – The candidate is unsure about the details of their resume, which reduces credibility.
- Insufficient analysis of position requirements – Lacks specific examples of how the candidate’s experience relates to the role.
Inappropriate Behavior and Communication
Experience from interviews in the hospitality and banking sectors confirms that inappropriate behavior during interviews negatively impacts the first impression and the further course of the selection process. The most common mistakes:
- Poor communication with the recruiter – The candidate does not respond directly, skips topics, or seems disinterested.
- Lack of eye contact (especially online) – The lack of visual connection appears unprofessional.
- Bringing parents to the interview – In practice at COREDO.jobs, we encountered this phenomenon mainly with younger applicants; it appears immature.
- Failure to apologize for tardiness – A lack of basic etiquette can be grounds for disqualification.
Errors in Resume (CV) and Digital Presentation
In recent years, we’ve observed at COREDO.jobs a significant increase in requirements for the visual adjustment of resumes and digital presentation of candidates. The most common mistakes:
- Errors in CV chronology – Incorrect order of work experiences or gaps without explanation.
- Grammatical errors in materials – Reduce the candidate’s professionalism.
- Inappropriate photo in CV – Does not meet standards or looks informal.
- Absence of a LinkedIn profile – Reduces the chance of success, especially for positions in digital marketing and management.
Mistakes in Answers and Interview Process
Practical experience from metal manufacturing and pharmaceutical companies shows that errors in answers can disqualify a candidate despite an otherwise good profile:
- Avoiding weaknesses – The candidate tries to hide shortcomings instead of openly presenting them with a proposed solution.
- Too brief or long answers – Both appear unprofessional; it is recommended to use the STAR method (Situation, Task, Action, Result).
- Skipping topics during the interview – Loss of logical structure in responses.
- Controlling the interview by the candidate instead of the recruiter – The candidate takes control of the conversation, which can be perceived negatively.
- Questions about salary and benefits at the wrong time – These questions should be raised after a detailed discussion of the job description.
Specific Mistakes in Online Interviews
With the advent of video interviews, new types of mistakes have emerged, which we’ve observed at COREDO.jobs across sectors:
- Absence of eye contact (online) – The candidate looks away from the camera, reducing engagement.
- Inappropriate technical equipment – Poor internet, bad microphone or unsuitable environment disrupt the interview.
- Stressful situations during the interview – The candidate is unable to handle unexpected questions or technical difficulties.
How to Avoid Mistakes in Interviews
Effective Preparation for Job Interviews
Experts from COREDO.jobs recommend systematic preparation for interviews:
- Analysis of the position and company – Identify key competencies, company culture, values, and strategy.
- References and recommendations – Prepare relevant references that confirm experiences and competencies.
- Competency modeling – Compare personal skills with the job requirements; assessment centers help objectively evaluate strengths.
Optimizing the Resume and Digital Presentation
From our experience, optimizing the resume (CV) is crucial for success in ATS systems:
- Visual adjustment of the resume – Clear structure, clear segmentation, and absence of grammatical errors.
- LinkedIn profile – Complete, current, and consistent with the CV.
- Personal branding – Emphasize unique candidate value, for example through digital marketing of the candidate.
- Automated screening systems – Tailor keywords in the CV to the job requirements.
Communication, Self-presentation, and Stress Management
Experiences from laboratories and construction companies show that communication with the recruiter and the ability to manage stressful situations are key:
- Body language – Open gestures, direct eye contact, and active listening.
- Emotional intelligence – The ability to perceive and respond to moods during the interview.
- Feedback loop – Actively seeking feedback, which increases chances for successful onboarding.
- Mentoring and leadership – Candidates with developed soft skills are preferred in both management and worker professions.
Strategies for Online and Video Interviews
With the growing share of online interviews, it is advisable to follow a few principles:
- Technical equipment – Stable internet, quality camera, and microphone.
- Eye contact (online) – Looking directly into the camera.
- Personalization of the interview – Tailor responses to the specific company and position.
- Candidate experience – Create a pleasant environment, minimize distractions.
Managerial Mistakes in Job Interviews
Cognitive Bias and Subjectivity in Selection
Managers often fall prey to cognitive bias when selecting candidates, leading to decision-making bias and subjective evaluation. Typical mistakes:
- Preference based on first impression – Ignoring objective data from HR analytics.
- Insufficient use of algorithms for candidate evaluation – Reduces selection efficiency.
- Underestimation of psychometric testing – Lacks objective measurement of competencies.
Lack of Interview Structure and Poor Competency Handling
From our case studies in legal services and e-commerce, it shows that a poorly structured interview leads to unclear candidate evaluation:
- Missing behavioral questions – Does not reveal true competencies.
- Unclear competency questions – The candidate does not know what is expected.
- Incorrect length of responses – Does not allow room for detailed analysis.
- Absence of feedback – The candidate does not know why they were not selected.
Mistakes in Company Culture and Employer Branding Presentation
Employer branding is crucial for attracting quality candidates. The most common managerial mistakes:
- Insufficient presentation of company values – The candidate does not know what the company truly offers.
- Weak onboarding strategy – Reduces employee retention.
- Lack of information about company culture – The candidate does not feel part of the team.
Mistakes in Interviews and How to Prevent Them in the Company
Long-term Impact of Poor Candidate Selection
A poorly conducted interview can have significant long-term impacts:
- Low employee retention – Increased turnover, loss of know-how.
- Disruption of team dynamics – Conflicts, drop in productivity.
- Loss of recruitment investment – Reduced ROI of the recruitment process.
How to Evaluate Interview and Recruitment Process Success
Key quality indicators of an interview (KPI) according to COREDO.jobs experience:
- ROI of the recruitment process – Ratio of recruitment costs to the benefit of a new employee.
- HR analytics – Measuring interview success, retention, candidate experience.
- Feedback loop – Feedback from candidates and managers.
Technology and Algorithms to Minimize Errors
Modern HR tech stacks offer tools to minimize errors:
- Automated screening systems (ATS) – Speed up selection and reduce subjectivity.
- Algorithms for candidate evaluation – Objectivize decision-making.
- Psychometric testing – Measures competencies and personality traits.
- Personalization of the interview – Adaptation of the process to the specific needs of the company.
Frequently Asked Questions About SEO
It is recommended to use the STAR method, prepare specific practical examples, and connect them with the required competencies.
Openly admit the weakness, describe how you are addressing it, and provide specific steps for improvement.
Use relevant keywords, a clear structure, and avoid graphic elements that the system may not read.
Outdated LinkedIn profile, inconsistency between CV and online presentation, inappropriate photo, lack of references.
For example: “Describe a situation where you led a team to achieve a challenging goal. How did you proceed?” or “How do you handle conflicts within a team?”
Recommendations for Entrepreneurs and Marketers
From my experience at COREDO.jobs, a successful job interview results from strategic preparation, effective communication, proper digital presentation, and the use of modern HR technologies. I recommend entrepreneurs and managers implement data-driven and technology-supported HR strategies that minimize risks, increase ROI of the recruitment process, and strengthen employer branding. Every step – from candidate preparation through a structured interview to onboarding – is an investment in the future stability and growth of the company. COREDO.jobs practice confirms that consistent work with candidate experience and the scalability of HR processes bring long-term results across industries.
