There’s plenty of advice out there on what you should do and say in a job interview. They tell you that by following that script, you’ll guarantee yourself the job. But while it’s good to know what you should be saying in an interview, it’s just as important to know what not to say. A poorly chosen comment can turn a strong interview into a missed opportunity and leave you wondering what went wrong.

So, here are some key things to avoid saying when going into your next interview, and how to give a more suitable answer when those tricky questions arise.

Speaking Negatively About a Past Employer

Everyone encounters tough stretches at work. Those days, weeks (or longer) when the atmosphere leaves you feeling drained, demotivated, or just plain down by the time you clock out. It’s a near-universal experience.

When an interviewer asks about your previous roles or reasons for leaving, it can be tempting to vent about a difficult boss, toxic culture, or endless frustrations. It might even feel cathartic in the moment. But here’s the reality check: unloading negativity about past employers or managers often backfires.

Hiring managers notice. Venting can unintentionally signal that you might be hard to work with, quick to blame others, or someone who carries grudges rather than focusing on solutions and growth. Interviewers want to see professionalism, self-awareness, and a forward-looking attitude, not a highlight reel of complaints.

Best Approach:
Instead of focusing on past issues, highlight what you’re looking for in a new role. This approach implies that you’d encountered complications with previous jobs, but have learnt from them and can identify what workplaces and environments are best suited to you.

Using phrases like “I’m excited to work in an environment with strong leadership and support” and “I’m looking forward to working with a team that uplifts and encourages career development” helps show employers the type of workplace you want to be involved with. They also help keep your answers constructive and forward-focused, which shows self-confidence.

Bringing Up Salary Too Soon

Salary is important. It’s probably one of the biggest motivators when it comes to job hunting. After all, fair compensation reflects the value you bring and supports your life outside work.

That said, jumping straight to salary questions (or leading with it early in the process) can send the wrong signal. It might unintentionally suggest that money is your motive, overshadowing your genuine interest in the role, the team, the company’s mission, or the opportunity to grow. Hiring managers and recruiters are looking for candidates who are excited about the work itself, not just the paycheck.

Best Approach:
Let the employer bring up salary first. If you’ve used a recruiter, ensure the salary expectation you gave them matches what you say in the interview. This gives you more leverage once they’ve invested time in you and can see your fit clearly.

Avoid mentioning salary in your cover letter, initial application, or very first screening call (unless the recruiter brings it up).
Focus early interviews on demonstrating your skills, experience, enthusiasm, and cultural alignment.

If the topic hasn’t come up by the second interview (or later stages), it’s usually fine to ask tactfully, e.g., “Could you share the budgeted salary range for this role?” or “What does the full compensation package look like?” This keeps the tone collaborative rather than demanding.

Treating the Interview Like an Interrogation

Interviews can sometimes feel like a high-stakes test where the candidate who memorises the most company facts “wins.” But that’s a myth. At their core, interviews are mutual explorations: a chance for you to share who you are, what you’ve achieved, and where you want to go—and for the hiring manager or recruiter to assess whether you’d thrive in their team, align with their values, and contribute to their mission.

While it might feel personal (especially when questions probe your experience or motivations), the goal isn’t to stump you, it’s to find the right mutual fit. Treating it as a one-sided interrogation misses the point.

Best Approach:
Provide examples and ask thoughtful questions. Using the STAR technique (Situation, Task, Action, Result) is a perfect way to show an example, especially when questions such as “What’s one way you’ve handled a difficult situation” arise.

Questions are also the best way to show your curiosity towards the job and company. It’s a win for you as well, as you get to learn more about them to see if they’re the right fit for you.

By treating the interview as a conversation, and not a quiz, you build rapport, highlight your personality, and leave a stronger impression. Hiring managers remember candidates who seemed excited to learn more and genuinely engaged.

Final Tips

Nerves are completely normal in an interview, but the key is to be yourself while staying professional.
A great interview is about more than just listing your skills; it’s about making a connection and presenting yourself as a confident, positive, and engaged professional. You want to be curious and engaged so you leave a positive and lasting impression on hiring managers and recruiters.

Have you dodged (or fallen into) one of these traps? What’s your best interview tip? Drop it in the comments below. We’d love to hear your stories and share more advice tailored to the NZ job market.

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