Mock Interviews

I have conducted approximately 15-20 mock interviews within the past week. I always find it interesting to see the different approaches people take to present themselves. I am often shocked by some individuals' lack of appropriate self-disclosure and lack of judgment. While I admire honesty, sometimes you wonder why people say things that completely discredit themselves.

Examples:
Q: Why should we hire you instead of our other options?
A: "I don't know."

If you do not know why you are qualified for a position, or even if you cannot vocalize why, stop wasting everyone's time! If you cannot believe and express why you should be hired, why should perfect strangers have confidence in you?

Q: Describe one of your greatest weaknesses.
A: "I am a perfectionist. . ."

Although this may not seem like a faux paux, it is terribly overdone and definitely not genuine! Sure, the philosophy seems to be, "Hey, who can blame me for being a perfectionist!" But when 80% of the people interviewed say this trait, I'll definitely hold it against you for lack of creativity and a lack of sincerity. Plus, I simply don't believe you--I have yet to find a workplace where 80% of the workers struggle to control their perfectionistic tendencies.

Q: Tell me about yourself.
A: "I am 21 years old and married. . .I am 55 years old. . . I am a single mom with 2 children at home. . ."

Your age and family status may be incredibly relevant to your personal identity. However, if the interviewer were to ask these question, it would be illegal. And there is a sound reason to that--unfortunately there are people who may make their decision not to hire you based on your age, marital status, whether you have children, race, etc. It seems like many of these questions are unfortunately more destructive to women, as some employers see married women as liabilities. After all, a women could get pregnant and quit or be uncommitted if there are children at home. As for older candidates, if the interview is face-to-face it will be no secret that you are older, but don't spell it out. Instead, focus on experience and if you have to, maturity. Same goes for younger candidates who may lack credibility depending on how young they really look.