Over the course of my 20 years in People & Talent Management, I’ve been part of thousands of interviews, sometimes as the hiring leader, other times alongside executives across the globe. What continues to strike me is how wildly different candidates show up. Some arrive prepared, articulate, and credible. Others walk in underprepared, overstating skills, or relying too heavily on polished resumes that don’t match their true experience.
For this discussion, I’ll focus on external candidates, those seeking to enter a new organization. (We’ll address internal interviews in a future piece.)
Why Preparation Still Matters
In today’s world, there is no excuse for being unprepared. Technology, professional networks, company websites, and industry reports are all within reach. Yet, even seasoned professionals arrive at interviews without a clear understanding of the company, the role, or the leader they’re meeting.
I’ve seen candidates fail to research:
- The company’s financial performance.
- Key competitors and differentiators.
- The executive team and hiring leaders’ backgrounds.
- Potential opportunities where they could add immediate value.
Skipping this research signals disinterest. Employers notice.
Recommended read: Knock ’Em Dead Job Interview by Martin Yate — a classic resource for mastering interview prep.
Authenticity Over AI-Polished Resumes
Another growing issue: overstatement of skills. AI tools make it easy to create a polished resume, but if you can’t confidently back up what’s written, it will unravel quickly.
Hiring leaders don’t want perfect they want accurate. Take time to align your resume with genuine strengths and be prepared to discuss them in depth.
Mastering the STAR Method
When candidates stumble, it’s often in how they communicate their experiences. The most effective framework remains the STAR method:
- Situation → Set the context.
- Task → Define your responsibility.
- Action → Explain what you did.
- Result → Share the outcome and what you learned.
Organizations aren’t just measuring skills; they’re looking for emotional intelligence, self-awareness, and cultural fit. That’s why questions like “What would you do differently?” matter, they reveal reflection and growth.
Recommended read: 60 Seconds and You’re Hired! by Robin Ryan — concise, actionable strategies for responding to tough questions.
Interviews Are Two-Way
Remember: the interview isn’t just about them evaluating you. It’s also your opportunity to evaluate them. Ask critical questions:
- How does the company perform against its peers?
- What are the top 3 challenges the team faces today?
- How does leadership define and reward success?
Failing to ask questions can make you appear disengaged. More importantly, you need to know if this is the right fit for your future.
Related reading: The Reality of Backdoor References in Hiring Practices — why your reputation is assessed far beyond the interview room.
Final Thoughts
Interviews are one of the few professional stages where both sides openly evaluate each other. Preparation, authenticity, and thoughtful questions are what separate strong candidates from the pack.
Action step: Before your next interview, research the company deeply, prepare 3 STAR stories you can share confidently, and draft 3 questions you’ll ask each interviewer.
Want insider strategies for interviews, promotions, and workplace growth? Subscribe to my Career Advantage Newsletter for weekly corporate playbooks.
