Why Do People Fail at Interviews?

Have you ever wondered why some people, despite their qualifications and experiences, fail at interviews?

It's a common question that many job seekers grapple with. Interviews are the gateway to landing that dream job, but, unfortunately, not everyone sails through this crucial stage.

In this blog post, we dissect this puzzle and bring to light some of the key reasons that contribute to people's failure at interviews. We have quantified them into percentages for easier understanding.

1 - Attitude and "The Why" - 81% of Cases

Unsurprisingly, attitude takes the lead, accounting for 81% of the cases. Attitude is everything, and it significantly influences how you present yourself during the interview.

Prospective employers pay keen attention to how you talk, listen, and generally conduct yourself. They are interested in knowing whether you are a positive and respectful individual who can fit well within their team.

Additionally, many candidates struggle with answering "The Why". This question seeks to understand your motivation for wanting to work with the company or in the specified role. It requires you to demonstrate knowledge of the company and the job, as well as a passion for what you do. Unfortunately, many candidates fail to convincingly articulate this, thereby losing crucial points.

2 - Coachability - 26% of Cases

Coming second is coachability, which accounts for 26% of the cases. This factor touches on candidates' openness to learning, their humility, and their ability to take feedback and implement it.

In some instances, candidates exhibit arrogance, overconfidence, and a lack of listening skills. Such tendencies can be off-putting since they hint at a potential difficulty in coaching and managing such individuals.

3 - Emotional Intelligence - 23% of Cases

Next, we have emotional intelligence, contributing to 23% of the interview failures. This factor looks at the candidate's ability to understand and manage their emotions and those of others. Candidates lacking in this aspect often struggle to build rapport with the interviewer or clearly express themselves. Some resort to using industry jargon to articulate their points, which can create a barrier in communication.

4 - Motivation - 17% of Cases

Motivation is another significant factor, causing 17% of the failures. This is closely tied to the inability to answer "The Why", as mentioned earlier. Candidates who fail to ask questions or demonstrate a clear understanding of the job specification often come across as unmotivated. Employers want to hire individuals who are eager and excited about the opportunity - and it's hard to convey that if you can't articulate why you want the role.

5 - Temperament - 15% of Cases

Finally, temperament accounts for 15% of the cases. This refers to the candidate's character and personality. The interviewer will be keen to assess whether you are a cultural fit for the company. If you don't show that you can mesh well with their existing team or adapt to their work environment, it could be a red flag.

Conclusion

Understanding these pitfalls is the first step towards mastering the art of acing interviews. By being aware of these common mistakes, you can prepare better and increase your chances of success.

We hope you found this information useful. Best of luck in your job search!

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