This candidate has no idea they made the millennial and Gen Z job interview mistake

New Trend in Job Interview Mistakes

There is a new trend of Millennials and Gen Z job interview mistakes. This is something that wasn’t as prevalent in the past, and I would not have noticed if I had not interviewed candidates for years.

Having led HR departments for the past few decades, candidates regularly ask me early in their careers about job interview mistakes. I have found that millennial and GenZ job interview mistakes leave a sour taste in the interviewer’s mouths. It’s not the candidate’s fault.  Interviewing is not being taught in our schools; if it is, it is usually not a comprehensive class facilitated by an experienced recruiter. 

Working in HR, I get to interview a lot of candidates. I see firsthand how younger generations interview and how hiring managers react to these interviews.  

Actual Interview Results

Candidates can usually come up with the first sentence to an interview question and then fall apart. Not having a second or third sentence is not the biggest interview mistake, but it is the first. Below are typical job interview questions and answers.

Q: How much are you looking for?

A: Well, it depends on the job. I have done some research, and based on my experience. . .

A: I’d like to hear more about the job before I give a number.

Q: What about Acme Publishing makes you interested in our company?

A: Well, I was on the website and saw that you have this one product that seems pretty cool.

Q: Which product?

A: Well, you know, the one that changes. . .  I don’t remember the exact name. 

For the record, all of the above were career limiters before our careers took off.

Typical list of candidate questions

When I ask the candidate what questions they want to ask, there are plenty of articulate ones. It is not uncommon to be asked ALL of the questions below in an interview.

• Can you tell me about your benefits?
• How much do you match on your 401k?
• What do you do for further education?
• How many days of vacation do you offer? 
• What does the company do for the local community?
• Is there a probation period?
• Do you offer remote work? 
• Blah
• Blah
• Blah

Not a good look

It’s not a good look when the candidate has endless questions that benefit them rolling off the tongue. Not preparing for the company’s interview questions doesn’t leave a good impression. This is the biggest millennial and Gen Z job interview mistake. 

The worst part is that the interviewer will answer all these questions, and the candidate won’t know they are tanking. 

As much as we want to learn about the company, the first couple of interviews are about the customer.  The company is paying for the service rendered, so it is the customer. As the service provider, we must prove our value before asking, “What’s in this for me?”  This is where Gen Z job interview mistakes limit careers. 

The first interview with a recruiter will be at a high level to determine whether you will fit with the company, the department, and the manager. This first interview is to determine if it is worth the company’s time to have you meet the hiring manager. The focus should be on proving that we are interesting enough to bring in for a follow-up interview.

The biggest mistake most entry-level candidates make is asking too many questions about “What’s in it for me?” and not trying to prove “What the candidate brings to the company.”

I get it. If you don’t ask any questions or enough questions, it will look like you aren’t interested or don’t care. You can ask plenty of questions later in the process. 

HRNasty’s Interview advice

Ask one or two questions during the first two interviews (with the recruiter and hiring manager). These will be generic questions that demonstrate interest.

When asked, “What questions do you have for the company?” your answer will leave a much more favorable impression if you respond with the following:

“I only have two questions and want to spend the time answering your questions. I am sure you have a lot of candidates interested in this position, and I would prefer we spend the time proving my qualifications.”

1. What about my resume made enough of a difference to call me?”
2. What do you love about this company?”

Why two questions are important

Recruiters and hiring managers have busy schedules. They don’t want to get behind their schedules. These questions must be answered if you want to move forward in the interview process.

Remember, at this point, the company is in the “weeding out” phase. They are not in a “decision between two candidates” phase.

We want to spend as much time as possible building rapport and qualifying our experience. Everyone who is applying will have the same amount of experience. This will come down to relationships. The hiring manager is asking themselves: How easy is it to work with this candidate? Candidates who ask too many self-centered questions will be perceived as high maintenance. This is how to avoid the millennial and Gen Z job interview mistake. 

It’s the same league as the following on a first date.

• Do you like my outfit?
• What kind of car do you drive?
• Do you own your home?

These questions will leave the impression that the person asking is only thinking about themselves.

The first interview isn’t the time to focus on benefits, training, DEI, or Hybrid work. Companies want employees who are interested in providing value to the company. The company is paying you a salary. They want value. Like any relationship, the company wants alignment in what both parties are interested in. 

If you want to leave the perception that you are here for the manager and the company, show them you are more interested in them than you are in yourself.

When to ask questions

As you get closer to the offer stage (we have had several interviews), we can ask additional questions. Some readers accuse me of saying, “How do I know if I want the job?”  Here is the reality for most. We will be interested in the job, whether there are 10 or 12 company holidays, a 4% vs. 5% match, and even if there is no education reimbursement. Ask these questions after we are convinced the company wants us. Not when we need to prove our value.  

See you at the after party,

HRNasty

nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky, and manipulative but with a result that can’t help but be admired, a phrase used to describe someone good at something. “He has a nasty forkball”.

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