Standing out in a job interview without jeopardizing your chances of success can be challenging. Bonnie Dilber, a recruitment expert, emphasizes the importance of avoiding certain topics during interviews. Candidates should steer clear of discussing past challenges, personal needs like parental leave, and excessive focus on benefits or salary. Instead, it’s advisable to express enthusiasm for the role and future opportunities, showcasing a positive and proactive mindset that highlights one’s contributions to the organization.
Standing out in a job interview without jeopardizing your chances of success can be a challenging task. Although the interview often seems like a mere formality in the recruitment process, it is a crucial step governed by specific rules and codes. Adhering to these standards is essential to enhance your likelihood of securing the position.
This requires a careful approach where not all information is appropriate to share with the recruiter. Bonnie Dilber, a recruitment expert with nearly a decade of experience across various sectors including education, NGOs, and technology, has shared insights on what information should never be disclosed during an interview. Here are the three topics she advises candidates to avoid, based on her expertise.
1. Challenges Faced in Past Employment or During Job Searches
1. Challenges Faced in Past Employment or During Job Searches
While it may be instinctive to recount your history and the hurdles you’ve encountered, Bonnie Dilber advises against discussing challenges from previous roles or obstacles in your current job search. Recruiters prefer to envision a candidate who inspires confidence—a reliable and motivated resource ready to deliver tangible results.
Bringing up past job difficulties may raise concerns and lead recruiters to question whether the candidate is responsible for those situations. Questions such as, “Is it truly the job market that makes finding work difficult, or are there personal factors at play?” or “Was the former manager genuinely challenging, or is the candidate hard to manage?” can arise, potentially creating doubts in the recruiter’s mind.
Shift the Focus to the Future
Shift the Focus to the Future
To avoid these negative impressions, Bonnie Dilber recommends shifting the conversation towards future prospects and emphasizing what excites you about the position you are vying for. Instead of mentioning negative past experiences, focus on your enthusiasm for new opportunities. For instance, you might say: “I am looking for the right opportunity, and this position appeals to me particularly because my skills in virtual event planning, developed over the past years, would be a great asset here.”
Another example could be: “I am motivated by the prospect of working under a manager from whom I can learn, and seeing the initiatives you’ve implemented, I am confident that I can grow and add value under your leadership.” This allows you to showcase a positive mindset, highlighting your potential to contribute in a proactive and constructive manner.
2. Parental Leave, Medical Needs, and Other Future Personal Projects
2. Parental Leave, Medical Needs, and Other Future Personal Projects
While laws prohibit employers from discriminating based on family status, medical needs, or planned vacations, as Bonnie Dilber points out, proving that such factors influenced hiring decisions can be challenging. Therefore, the expert advises against mentioning parental leave, specific medical needs, or scheduled vacations in initial discussions, as it may unintentionally bias the recruiter.
She notes that if you disclose this personal information at the first interview, the recruiter might opt for another equally qualified candidate who doesn’t present such complexities. Conversely, if you address these needs later in the hiring process, once the team is already convinced of your value and impact, they will be more inclined to accommodate those requirements. Thus, she suggests discussing these matters during the latter stages of recruitment. By that time, you will have demonstrated your competencies and added value, making recruiters generally more flexible in finding a solution that works for all parties involved.
3. Focusing on Benefits and Salary Before Discussing the Role
3. Focusing on Benefits and Salary Before Discussing the Role
While competitive compensation packages are certainly of interest to any candidate, Bonnie Dilber advises against centering your interview conversation around this aspect. Companies are looking for individuals who are passionate about their work and willing to contribute meaningfully. Showing excessive interest in benefits, remote work options, or vacation days may give the impression that you are more concerned with comfort than with making a significant impact.
Thus, the expert recommends focusing your responses on the elements of the position that genuinely attract you, the tasks that motivate you, and how your skills can help fulfill the company’s objectives. For example, explain what excites you about the position itself and the responsibilities involved rather than discussing flexibility or salary. Additionally, highlight how your skills