Interview Communication Strategies

“Should I be 100% honest in my job search?” A CareerWareer client asked me this recently. It’s a fair (and good!) question, because the job search can feel like a high-stakes game at times. And in any game, people start to wonder if honesty puts them at a disadvantage. Here’s the take:  Yes, be honest — but be strategic about it. ✅ Be honest about your values, career goals, what you need in a workplace and the kind of work you truly want to do. Misrepresenting these will only land you in a role that makes you miserable. ✅ Be honest about your experiences — but frame them well. Don’t exaggerate your job titles or results, as most good interviewers can sniff that out. But don’t downplay your achievements either. Be proud of your impact — and back it up with evidence. ✅ Be honest about your job search, but don’t overshare. You don’t have to talk about the terrible boss, the mental health struggle, or every job you applied to last month. Share what helps your case — not what derails it. ✅ Most importantly, be honest with yourself. If a role doesn’t feel right and you have a bad feeling about it, it probably isn’t the right fit for you. Yes, honesty builds trust. But strategic honesty builds trust and gets you hired. Being honest won’t hold you back, as long as you’re intentional about what you share, how you share it, and why it matters to your story. After all, the goal isn’t just to get hired — it’s to get hired into the right role.

11 Interview Red Flags That Scream "Run” (And why you’ll regret taking a toxic job): Think you know what makes a toxic workplace? The signs start in the interview. These phrases sound innocent.  Their meanings tell a different story. 1. "We work hard, play hard" ↳ Burnout culture ↳ Poor work-life boundaries 2. "The role is evolving" ↳ No clear responsibilities ↳ Expect constant chaos 3. "Our previous person did everything" ↳ Understaffed team ↳ Multiple jobs in one role 4. "We move fast and break things" ↳ No processes in place ↳ Constant firefighting 5. "Hit the ground running" ↳ No training. No support. Just chaos. ↳ They want expertise but won't invest in growth. 6. "We're like family here" ↳ Unclear boundaries ↳ Expect unpaid overtime 7. "Competitive salary" ↳ Below market rate ↳ They won't discuss numbers 8. "Free parking and team socials" ↳ Low pay masked by cheap perks ↳ Avoiding real benefits talk 9. "Strategy presentation needed" ↳ Free work disguised as assessment ↳ Excessive hoops to jump through 10. "Need to reschedule again" ↳ Poor planning ↳ Your time isn't valued 11. "Accept within 24 hours" ↳ High-pressure tactics ↳ Hiding something big Great opportunities don't need manipulation tactics. Trust your gut. Walk away when respect is missing. ♻️ Share with your network to reach someone job-hunting ➕ Follow Helene Guillaume Pabis for more career insights

In which of these 2 scenarios, will a sales rep sell more blenders? a) She nails the demo, flawlessly blending a smoothie in front of potential customers b) Same exact pitch, but when she pours the smoothie, she spills it all over the table Dr. Richard Wiseman conducted this exact study. More people bought the blender when she made an absolute mess. This phenomenon is called the "other shoe effect." The underlying principle: We instinctively know people aren’t perfect. So when someone appears too polished in high-stakes moments—job interviews, pitches, first dates—part of our brain asks: “What are they hiding? When does the other shoe drop?” The longer someone appears flawless, the more suspicious we get. This creates a dangerous cycle: • You try to appear perfect in the first impression • The other person's brain gets increasingly distracted wondering about your hidden flaws • When your imperfection finally shows (and it will), it hits much harder than if you'd acknowledged it upfront I learned this the hard way. When I first wrote Captivate, I tried to sound like an academic. My editor called it out: “This doesn’t sound like you.” So I rewrote the intro to be me, very me in a vulnerable way: “Hi, I’m Vanessa. I’m a recovering awkward person.” That vulnerability built instant trust. By dropping my shoe early, I built trust immediately and let readers know they were in good company. This is also how I introduce myself in conversations, and I have noticed everyone laughs and relaxes when I say it. There are a couple situations where you can actively use this effect: • Job interviews: After sharing your strengths, say "One area I’m still growing in is public speaking—which is why this role excites me." • Investor pitches: After a strong open, confess: "One challenge we’re still working through is [X], and here’s how we’re tackling it." • Team meetings: Proactively raise project risks, then offer a solution. Don’t let others discover it first. Rules to remember: • Choose authentic vulnerabilities, not fake ones • Drop your shoe AFTER establishing competence, not before • Pair vulnerability with accountability - show how you're addressing it Remember: The goal isn't to appear perfect. It's to appear trustworthy. And trustworthy people acknowledge their imperfections before others have to discover them.

I’ve done thousands of interviews 2 unexpected traits candidates overlook? Honesty and vulnerability You don’t have to pretend to have a “perfect resume” or all of the right answers. If you have a gap, or don’t know, just say it. “I haven’t had a chance to do that before. But I’d love to learn here and here’s why I think I’d be good at it” or “I didn’t do as well there as I could have. Next time, I learned I should do XYZ instead.” THAT honesty goes MUCH farther than trying to talk your way around it. It builds trust. It sets you apart from everyone else. You don’t always have to have all of the answers - There’s always more to learn and none of us have seen and done everything. One of the most valuable things you can show your interviewer is that you’re eager and ready to learn. So the next time you’re in an interview and you don’t have the answer, Don’t be afraid to say “I don’t know, but..” and then knock it out of the park.

A recruiter said I rambled too much in my interviews. I didn't like it but I appreciated the honesty. How this negatively affects interviews: → Can make you seem unfocused → You might miss the main point → Long-winded answers can bore the interviewer and cause them to disengage 7 strategies I used to cut down the rambling: (and get straight to the point) 1. Cheat Sheets Keep notes handy to jog my memory on certain stories, especially for common interview questions. 2. STAR Storytelling Organize answers using STAR (Situation, Task, Action, Result) to ensure clarity and relevance. 3. Adopt the 'Rule of Three' Limit my points to three when responding. Our brains typically grasp three items most effectively. Example: "Three pivotal experiences that shaped my professional journey were X, Y, and Z..." 4. Embrace the Pause Allow moments of silence between my thoughts, understanding it's OK not to fill every second with words. 5. Minute Mastery Ensure my answers are between 60-90 seconds to stay concise and relevant. 6. Regular Practice Practice by recording myself (I recommend video to see your body language, hand gestures, etc.) 7. Pre-Plan Key Messages Before any interview, I'd identify core attributes or experiences I want the interviewer to remember. Example: For a marketing role, I'd prepare my talk track for 1) Campaign management 2) ROI-driven strategies 3) Cross-channel integration — Once you start doing these, your interview game will change for the better. And remember a detailed answer isn't bad, but it's important to ensure it doesn't become a rambling habit. ♻ Repost to help someone on their next interview And follow me for more posts like this.

I have trained more than 1000 students in Group Discussions And most of them had this one common problem: The ability to listen effectively. Every time a student asks me how they can improve their skills in raising thoughtful points in a GD I first ask them, how carefully do you listen while in a GD? There are a few myths surrounding group discussions that every student has - If you start first you are a pro - If you are a subject matter expert you will get through the next round - The more you speak the more you are noticed The above-mentioned points do make you visible but not necessarily shortlisted The evaluator/moderator is also looking for - Your ability to accept others views - Your listening and adaptability skills Thus, while in a GD, focus on the following 1. Irrespective of when you start speaking, come up with a goal to be achieved through the GD and communicate the same 2. Listen carefully to the points mentioned by others. Pick 1-2 relevant sub-points and drive the discussion in a specific direction towards the goal 3. Focus on expressing less but worthwhile points. Asking thought-provoking questions is a good way to turn the moderator as your fan If you are preparing for an upcoming GD, shift your focus. Listen ➡️ Express ➡️ Be goal-oriented Makes better sense? Repost if you find it helpful #groupdiscussions #placement #personaldevelopment #bestadvice #training

Friends, many people seek advice for interviews. You'll discover your own method, which is ultimately the best, but here is my guidance based on receiving and accepting four offers from Amazon and conducting nearly 200 Amazon interviews myself. Attached is the Amazon "one sheet" I created for myself. More on this later. It's fully applicable to interviews beyond Amazon as well. First, be authentic and humble. Honesty and acknowledging both strengths and weaknesses are irreplaceable, as people can easily detect insincerity. Second, understand the company and the role for which you are applying. Many applicants fail to demonstrate a convincing passion and suitability for their chosen role. Being non-traditional is fine, but your application shouldn't seem vague or general. Third, have over 30 examples of impactful situations, whether related to Amazon's Leadership Principles (LPs) or general stories, that follow the STAR format. Ensure each story (S+T) clearly illustrates what you (not others) did (A) and the outcomes (R), including metrics if possible. Incorporate layers of thoughtfulness, such as scalability and lessons learned. Fourth, create a one-pager that organizes your preparation and serves as a reference during live interviews. As mentioned above, I've attached the actual edited (with brackets for confidentiality) one-pager I used for my Amazon interviews. I prepared three stories for each LP (42 in total), since interviewers value unique stories and it's uncertain which LPs will be discussed. I prepared three questions for the interviewer, incorporating topics throughout the job process. I crafted a four-point, 60-second summary of my resume, and a 5-minute version, as many candidates overly extend their background discussions. I also practiced delivering every LP response within five minutes, aware that people often extend their answers during the actual interview and in anticipation of follow-up questions. I prepared specific examples of successes in team/stakeholder management. For each past job, I outlined 3-6 examples of impact, serving as backups for LP stories. I noted my interests for the job I'm applying for. In this case, for my ultimate passion for games at Amazon, I went further and listed expertise in games, collectibles, non-endemics, and specific account and platform ideas. Outside of Amazon, prepare 30-40+ general anecdotes and you can make categories for different areas of impact you anticipate wanting to highlight or that they will ask about. I found this one-pager to be an optimal tool for motivation and structuring my preparation. It may seem excessive, but it worked for me, and you'll find what works for you. Given virtual interviews, having a "cheat sheet" seems even more sensible. You can find this reference sheet within resource 9 of 10 ("Career Job Pack") on my LinkedIn profile page, under the 10 video game career resources. I hope this helps, and I wish you the best of luck in all your interviews.

I still remember my first interview with BCG. I’d spent nights memorizing frameworks — and five minutes in, realized none of it mattered. My interviewer, Angus Jaffray, smiled, asked about my day, and just started a conversation. Within minutes, the nerves disappeared. I wasn’t performing anymore. I was present. That stayed with me. Because now, after hundreds of interviews on the other side, I realise: what you prepare for tells me more about how you think than any single answer ever could. If you’re preparing for an interview, here are five things that make all the difference: 𝟭. 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲, 𝗻𝗼𝘁 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲. Take a deep breath before you walk in. Confidence and calm go a long way. 𝟮. 𝗘𝗻𝗴𝗮𝗴𝗲, 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗮𝗻𝘀𝘄𝗲𝗿. The best interviews feel like conversations. Listen, build on ideas, and show curiosity. 𝟯. 𝗕𝗲 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰. 𝗔𝘃𝗼𝗶𝗱 𝗴𝗲𝗻𝗲𝗿𝗶𝗰 𝗽𝗵𝗿𝗮𝘀𝗲𝘀. Talk about what you did, what you learned, and how it changed outcomes. 𝟰. 𝗦𝗵𝗼𝘄 𝗮𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆. When a question throws you off, don’t panic. Ask clarifying questions. Think out loud. 𝟱. 𝗨𝘀𝗲 𝘆𝗼𝘂𝗿 𝘁𝗶𝗺𝗲 𝗮𝘁 𝘁𝗵𝗲 𝗲𝗻𝗱. Always ask a question or two — it’s your chance to learn about the company and its people. The best interviews don’t feel like a test. They feel like two people trying to imagine a future together. What do you think? #𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 #𝗛𝗶𝗿𝗶𝗻𝗴 #𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 #𝗖𝗮𝗿𝗲𝗲𝗿𝗚𝗿𝗼𝘄𝘁𝗵 #𝗣𝗲𝗼𝗽𝗹𝗲𝗔𝗻𝗱𝗖𝘂𝗹𝘁𝘂𝗿𝗲 #𝗕𝗖𝗚

My calendar has been filled with candidate interviews these past few weeks and I continue to be most impressed by curious candidates. The best candidates do these two things to demonstrate curiosity: First, the reason I care about curiosity is it's the raw ingredient for success, especially in startups. Ethena is a different company every year and for an employee to be successful, they need to know how to grow. You grow by being genuinely curious – curious about your market, your business, about your own skill sets, your manager's priorities, etc. Okay, onto the 2 things: 1. They take advantage of the "Do you have any questions for me?" moment. This is not a softball question! Most candidates have a canned, GPT–written question like, "What caused you to start Ethena?" While there's nothing wrong with this question, there's also nothing right with it. It's a question I've answered 100 times online. Instead, the best candidates ask a really perceptive question like, "I noticed this is the first time you're hiring for this role. Why bring on this role now and not in 6 more months?" This is an excellent question because you can't find the answer online and it shows that you, the candidate, are also evaluating whether we, Ethena, are a good fit. You're assessing our business logic. (If you are interviewing with me this week and you use this question, you won't get originality points!) 2. They pepper in questions *throughout* the interview, not just when I've offered up question time. Example: I might ask a question like, "What got you into sales," and then after answering, a curious candidate might ask me something like, "Today, you probably don't have to be in sales, but do you still like doing sales? What's the most interesting deal you're working on right now?" And note that curiosity manifests in the *quality* of questions, not the quantity. Also, in the logical flow of questions. A curious candidate is following a logic train, not just peppering me with questions like my 4 year old. Curiosity is a super power.

This is exactly what I do to impress my interviewers in the first five minutes of all my interviews 👇 In most of your interviews you’ll be asked the same question in the first 5 minutes: “tell me about yourself” (can also be asked as “walk me through your resume”) Your interviewers are interested in knowing WHY you are a good fit for the role and the culture of the company Most candidates I’ve interviewed and coached make the same mistakes: ❌ Explain more about their companies and responsibilities than skills they learned relevant to the interview ❌ Make a very long introduction of more than 5 minutes ❌ Add STAR stories in their intro (taking more time) My “tell me about yourself” follows these principles: ✅ Structured and concise ✅ RELEVANT to the job I’m interviewing for I use a simple and repeatable structure - each job/transition I make is like a Lego block that stacks onto each other. In other words, everything is connected Framework: 🟠 Introduction 🔵 Job and company (skills learned) 🟢 Transition to next job/school 🔵 other Job and company 🟢 Transition… 🔵🟢🔵🟢… 🟡 Why do I want to work with them? —— 🟠 Introduction: this is where I connect who am I with why I’m excited about the company. For example, if I were interviewing with a company like Reddit and communities were important in my life, I would share that: “Hi! My name is Diego and communities have always been important in my life because….” Wrap up quickly and transition to the next part. 🔵 Job and company: I usually start from my first job. As time passes, I spend less time talking about my first couple of jobs to the point where I could mention in general two or three things I learned and move on to more recent jobs. Think of stacking legos where the height represents the amount of time you speak about them. At the bottom (early career) you’ll have flat pieces and as you stack them (more recent jobs) you’ll grab taller pieces. The most important thing about each job you mention is that you need to talk about skills that you learn that are RELEVANT to the job you interview for. When I was an aspiring PM I would say something like this: “I used to work in a Business Intelligence consulting firm where I learned about working with customers, work with engineers, (skill 3), (skill4)….” 🟢 Transitions: tie your transitions to a reason that shows growth. For example, maybe you moved from one job to the next because you wanted to learn about a new industry or a new skill that shows you are a good fit for the role. For example: “after X years of doing this job, I realized that I wanted to learn more about Y industry (or grow in Z other position/skills), so I joined X2” —— Make sure that your story is ~3 minutes at the most and remember to make it as relevant as possible to the job you are interviewing for! What are your best tips for interviewing? 🚀 need help getting your first or next PM job? Check my comment below!