Only one in five candidates who reach the interview stage receive a job offer. (Apollo Technical) Even after making it past the CV screen, many job seekers stumble at the interview stage and often for avoidable reasons.

Interviews aren’t just about your experience. They’re about how you think, lead, and communicate under pressure. This article breaks down eight common interview mistakes and how to avoid them.

1. Coming in Overconfident

Confidence is important, but overconfidence can hurt your chances. Some candidates rely too heavily on their title or years of experience, assuming that’s enough. But interviewers want more than a rundown of past roles, they want to see thoughtfulness, humility, and strategic thinking.

Example:  One candidate answered a question about managing teams with, “I’ve led people for 10 years, so I know how to get the best out of them.” When asked to describe a time they coached an underperformer, they couldn’t give a clear answer. It raised concerns about self-awareness.

To avoid this, show curiosity about the role and the company. Be specific in your answers. Even if you’ve done the job before, approach the conversation with the mindset that you’re here to learn, not just prove yourself.

2. Using AI to Write Your CV - Then Struggling to Explain It

AI tools like ChatGPT can help polish your CV, but relying on them to tell your story for you is risky. If you don’t fully understand what’s on your résumé, it’ll show in the interview.

Example:  A candidate listed “Led enterprise-wide transformation initiatives” on their CV. When asked what those initiatives involved, they paused and admitted they weren’t sure, it was a line AI had added to align with the job description.

Avoid putting anything on your résumé that you can’t confidently speak to. If AI helps you write something, make sure you’ve reflected on it and can back it up with real examples. Every bullet should be your voice, not just filler.

3. Skipping Research on the Hiring Manager

Most candidates research the company. Fewer take the time to understand the person interviewing them and that’s a missed opportunity.

Example:  One candidate opened with, “I listened to your podcast on scaling remote teams. Your point on asynchronous decision-making really resonated how has that evolved on your team?” That one line built instant credibility and connection.

Look up the hiring manager’s background on LinkedIn. Have they written or spoken publicly? What do they post about? Mentioning something specific can turn a formal interview into a thoughtful conversation. It shows you're invested in the relationship, not just the job.

4. Talking About Salary Too Soon

Compensation matters, but bringing it up early in the interview can shift the tone. It can suggest that you’re more focused on the paycheck than the role or mission.

Example:  In a first-round screening, a candidate asked, “Is this role bonus eligible?” before they’d even learned about the team or responsibilities. The recruiter noted it as a red flag.

Instead, keep the conversation centered on alignment. If asked about salary expectations early on, try: “I’d be happy to discuss that once we both feel this is the right fit. I’m more focused right now on learning about the team and priorities.” That shows maturity and perspective.

5. Giving Shallow Answers to Behavioral Questions

Behavioral questions are designed to understand how you think, act, and grow. Too many candidates give generic answers or skip over the learning part of the story.

Example:  When asked how they handled a project delay, a candidate replied, “We worked through it as a team and got it done.” No context. No ownership. No outcome.

A stronger answer would be: “We missed a key milestone due to supplier issues. I reorganized the project plan, communicated transparently with stakeholders, and negotiated a new delivery date that helped retain trust. I also implemented a risk tracker to prevent future surprises.”

Use stories that show growth. Share what went wrong, how you handled it, and what you learned. It makes you memorable and credible.

6. Talking About Tasks, Not Results

It’s one thing to say what you did. It’s another to show why it mattered. Tasks explain the role. Results show your impact.

Example: Saying, “I led the CRM rollout” is fine, but saying, “I led a CRM rollout that improved sales pipeline visibility and reduced lead response times by 40%” is better. It shows value.

Whenever possible, tie your actions to business goals, cost savings, revenue growth, efficiency, or team performance. If you don’t have hard numbers, describe the positive ripple effects. Employers want impact, not just activity.

7. Not Asking Smart Questions

When the interviewer turns it over to you, this is your moment to stand out. Generic questions like “What’s the culture like?” don’t add much. Great questions show strategic thinking.

Example:  One standout candidate asked, “What are the top challenges this role needs to solve in the first six months?” That shifted the conversation, and showed the candidate was already thinking like a team member.

Other great questions include: “How does this team define success?” or “What do high performers in this role tend to do differently?” The right question can leave a lasting impression and give you better insight into whether the role fits.

8. Ending Weakly and Forgetting to Follow Up

How you close the interview matters. It’s your final chance to leave a strong impression and to show that you follow through.

Example:  A candidate closed with, “Thanks again for your time. Based on what you’ve shared, I’m confident my experience in cross-functional team leadership could support your growth plans. I’d love to take the next step.” They followed up the next day with a personalised email referencing a key point from the interview. That thoughtfulness helped them stand out.

Your close should reaffirm your interest and connect your experience to the company’s needs. Afterward, send a short, tailored thank-you message within 24 hours. It’s simple, but powerful.

Conclusion: Avoiding Common Interview Mistakes

Even strong candidates can miss the mark. Often, it’s not because they’re unqualified, but because they haven’t prepared for the parts that matter most: real impact, smart questions, and strong presence.

Want more help? Read these next: 6 Daily Job Search Habits That Actually Get Results, 6 Common CV Mistakes to Avoid, and 7 Steps to Keep Candidates Engaged During the Interview Process. We’re here to help you interview and lead like a pro.