What Not to Say in Job Interviews
Table of Contents
- Introduction
- Why Language Shapes Interview Outcomes
- The Core Categories of Things Not To Say
- Practical Scripts: What To Say Instead (and Why They Work)
- Two Lists: Red Flags to Avoid and Ready-to-Use Replacement Lines
- The Interview Confidence Roadmap: A Proactive, Action-Focused Process
- Handling Specific Interview Traps: Deep Dives
- Rehearsal Techniques That Stop You Saying the Wrong Thing
- Avoiding Common Mistakes in Video and Phone Interviews
- Post-Interview: What Not to Say in Follow-ups
- How to Recover If You Say Something You Shouldn’t
- Integrating Interview Language with Career and Mobility Planning
- Final Checklist: Phrases to Delete From Your Interview Vocabulary
- Conclusion
- FAQ
Introduction
You can be the most qualified candidate on paper and still lose an interview because of a few poorly chosen words. Job interviews are compact, high-stakes conversations where tone, content, and timing matter as much as experience. For professionals who are also considering international moves or roles that require mobility, interviews are the place to convey competence and flexibility without creating unintended red flags.
Short answer: Avoid complaining, oversharing, using clichés, discussing pay and benefits too early, or admitting a lack of preparation. Instead, frame answers to emphasize learning, problem-solving, and alignment with the employer’s needs. Prepare concise, evidence-based examples and ask thoughtful questions that show curiosity about the role and the company.
This post explains what not to say in job interviews, why those things hurt your chances, and what to say instead. You’ll get an expert-backed framework to shape your answers, practical phrasing you can rehearse, and a realistic roadmap to build lasting interview confidence that connects to your career and international mobility goals. If you’d like tailored help practicing these approaches, you can book a free discovery call with me—Kim Hanks K—founder of Inspire Ambitions, author, HR and L&D specialist, and career coach.
My central message: interviews are not a test of memory; they are a moment to demonstrate judgment. When you remove conversational land mines and replace them with precise, outcome-focused language, you control the narrative and accelerate your path to clarity, confidence, and career progress—whether that means a promotion in your current country or a role that enables global mobility.
Why Language Shapes Interview Outcomes
Interviewers Are Listening for Signals, Not Just Facts
Interviewers evaluate candidates on three dimensions: competence (can you do the job?), cultural fit (will you work well with the team?), and motivation (do you want this job?). Words serve as signals across those dimensions. If you complain about a past employer, you may show cultural risk. If you talk exclusively about perks, you may show weak motivation. If you repeatedly use filler words or vague claims, you create doubt about communication skills.
Decisions are not always perfectly rational; hiring managers fill gaps in information with the impressions your language creates. Strong, specific phrasing gives them fewer opportunities to make negative assumptions.
The Cognitive Load of Poor Answers
Long, meandering responses or habitual filler words increase cognitive load for the interviewer. When your answer requires extra effort to follow, they’ll subconsciously downgrade its value. Structured, concise answers reduce this load and make your accomplishments easier to remember.
Global Mobility and Hybrid Careers: A Layer of Complexity
For professionals with international ambitions, interviews often include additional questions about relocation, work authorization, cultural adaptability, or remote collaboration. Poor phrasing around these topics can create perceived risk. Saying “I’ll accept anything” or “I don’t want to relocate” without context can close doors. Instead, frame mobility as a strategic enabler of your career growth and the employer’s needs.
The Core Categories of Things Not To Say
Below I unpack the most damaging categories of phrases and behaviors, explain why they undermine your candidacy, and give practical, coach-tested alternatives you can use in any interview.
1. Negative Talk About Past Employers, Colleagues, or Managers
Why it hurts: Complaining signals poor professionalism and suggests you’ll speak negatively about this company later. Interviewers worry about morale risk and team dynamics.
What to avoid: Ranting about specific people, using inflammatory language, or painting your past employer as incompetent.
How to respond instead: Reframe problems as learning experiences. Focus on process improvements, what you contributed, or why you’re seeking growth.
Example replacement phrasing: “I worked on legacy processes that limited scale. I helped document and pilot a small process improvement that reduced turnaround time by 20%, and I’m excited to bring that experience into a role focused on scalable operations.”
2. “I Don’t Know” Without a Recovery Strategy
Why it hurts: A blunt “I don’t know” can come off as unprepared or disengaged.
What to avoid: Immediately giving up when faced with a tough question.
How to respond instead: Use brief thinking time or a structured approach such as restating the question, outlining assumptions, or offering a logical approach even without exact data.
Practical script: “That’s a good question. I don’t have the exact figure right now, but here’s how I would approach finding it: I’d start by reviewing X, consult Y data source, and run a quick analysis to determine the trend. If helpful, I can outline the steps now.”
3. Bringing Up Pay, Vacation, or Benefits Too Early
Why it hurts: Raising compensation and time-off questions before an offer can make you seem primarily motivated by perks rather than impact.
What to avoid: Leading with “How much does this pay?” or “What’s the PTO like?” in the first 1–2 interviews.
How to respond instead: Wait until the employer brings it up or until discussions move to the final stages. If you must ask for logistical clarity (for example, relocation or remote work requirements), frame it in terms of your ability to succeed in the role.
Example script: “I’m focused on responsibilities and team fit at this stage. When it’s helpful, I’d appreciate learning more about the role’s structure and how the company supports relocation or remote work to ensure I can deliver results from day one.”
4. Overused Clichés and Weak “Strength/Weakness” Answers
Why it hurts: Clichés like “I’m a perfectionist” sound rehearsed and avoid giving real insight. Interviewers value honest, concrete examples.
What to avoid: Generic weaknesses that double as disguised strengths.
How to respond instead: Offer a specific weakness, the context where it manifests, and the practical steps you’ve taken to improve it.
Example script: “I used to take on too many projects at once because I wanted to be helpful. I learned to set clearer priorities by using a weekly planning meeting with stakeholders; that practice has improved delivery predictability and team workload balance.”
5. “It’s On My Resume” or Reading Notes Word-for-Word
Why it hurts: These responses suggest you’re not prepared to engage conversationally or expand on your written claims.
What to avoid: Deferring to your resume or reading memorized answers verbatim.
How to respond instead: Use the resume as a springboard: highlight one result, the action you took, and the measurable impact.
Example structure: Situation → Action → Result. “At X, we faced Y. I led Z, which resulted in a 15% increase in …”
6. Filler Words, Slang, and Profanity
Why it hurts: Frequent “ums,” “likes,” and profanity reduce perceived professionalism and clarity.
What to avoid: Casual slang, profanity, and habitual fillers.
How to respond instead: Practice pausing to collect your thoughts. Replace filler words with brief silence or a short phrase like “Good question.”
Practical tip: Record mock interviews and note filler frequency. Replace fillers with a single deep breath or a two-second pause.
7. Oversharing Personal Details or Emotional Stories
Why it hurts: Personal anecdotes without a clear professional tie create distraction and can raise concerns about judgment.
What to avoid: Long personal stories, family disputes, or TMI (too much information).
How to respond instead: Keep anecdotes brief and explicitly link them to job-relevant skills or learning outcomes.
Script to tie personal story to role: “During a family move, I coordinated schedules and vendors across time zones—this taught me proactive communication and stakeholder management, which I used when coordinating cross-functional launches.”
8. Asking “What Does Your Company Do?” or Showing Lack of Research
Why it hurts: It signals low effort and curiosity.
What to avoid: Asking basic questions that are answerable through a quick website review.
How to respond instead: Show you’ve researched the company and ask one or two nuanced questions that show deeper interest.
Example: “I read that your team recently launched X. How do you measure adoption internally, and what are the next priorities for scaling that product?”
9. Saying “I’ll Do Anything” or Showing No Focus
Why it hurts: Lack of clarity makes you seem unfocused and less committed to the role you’re interviewing for.
What to avoid: “I’ll do anything—just give me a job.”
How to respond instead: Express flexibility while highlighting where you add the most value.
Script: “I’m flexible across function X and Y, but my strongest contribution is in process improvement and mentoring junior staff. I’m looking for a role where I can apply those strengths to scale teams and outcomes.”
10. Legal or Inappropriate Topics (Politics, Religion, Gossip)
Why it hurts: These topics can create immediate discomfort and indicate poor situational judgment.
What to avoid: Raising political opinions, religious views, or office gossip.
How to respond instead: If an interviewer brings up a sensitive topic, steer the conversation back to work-relevant outcomes, or politely decline to engage: “I prefer to focus on how my skills connect to the role; I’m happy to discuss X instead.”
11. Saying “I Don’t Have Any Questions”
Why it hurts: This makes interviewers suspect lack of curiosity or disinterest.
What to avoid: Leaving the “Do you have any questions?” moment blank.
How to respond instead: Prepare 3–5 tailored questions that probe team dynamics, success metrics, and next steps.
Example questions: “What would success look like in the first six months?” “How is performance measured?” “What’s the team’s biggest near-term challenge?”
12. TMI About Future Entrepreneurial Plans
Why it hurts: Announcing plans to start your own business signals you may be a short-term hire.
What to avoid: Saying “I’ll start my own business next year” in early interviews.
How to respond instead: If entrepreneurship is a future goal, frame it in terms of gaining experience and leaving a legacy. “I’m focused on building strategic experience for the foreseeable future and look for roles where I can make long-term impact.”
Practical Scripts: What To Say Instead (and Why They Work)
Below are phrases that replace common pitfalls. Each is crafted to be concise, professional, and outcome-focused.
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Instead of: “My last boss was terrible.” Try: “That role taught me the importance of structured feedback; I implemented a weekly sync that improved alignment and reduced rework.” Why: Shows learning and contribution instead of blame.
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Instead of: “I don’t know.” Try: “I don’t have the number at hand, but my approach would be to check X and triangulate with Y.” Why: Demonstrates problem-solving.
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Instead of: “I’ll do anything.” Try: “I’m particularly strong at X and would look for roles where I can drive Y outcomes; I’m open to adjacent responsibilities where I can add value.” Why: Balances flexibility with professional focus.
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Instead of: “That’s on my resume.” Try: “On my resume I mention leading a campaign; specifically, I led A, coordinated B, and drove a 30% increase in C by doing D.” Why: Expands and provides evidence.
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Instead of: “I don’t have any questions.” Try: “I’d like to ask about the team’s current priorities and how this role contributes to them.” Why: Shows curiosity and alignment.
To rehearse, convert these scripts into short stories with context, action, and measurable result. The specificity is what makes these replacements persuasive.
Two Lists: Red Flags to Avoid and Ready-to-Use Replacement Lines
- Top Phrases and Topics to Avoid During an Interview:
- “My last boss was horrible.”
- “I don’t know.”
- “How much does this pay?” (early in process)
- “I’ll do anything.”
- “It’s on my resume.”
- “I’m a perfectionist.”
- Filler-heavy speech: “Um… like… you know…”
- Political or religious commentary
- Irrelevant personal oversharing
- “I don’t have any questions”
- “I plan to start my own business soon”
- Concise Replacement Lines You Can Use Immediately:
- “That experience helped me realize the value of X; here’s what I did and the result.”
- “I don’t have that exact figure at the moment; my process would be…”
- “I’m focusing on responsibilities and impact at this stage; I’d welcome discussing compensation later in the process.”
- “I’m most excited to apply my skills in X to achieve Y outcomes.”
- “On my resume I note X; specifically, I led A and achieved B.”
- “Could you tell me how success in this role is measured in the first six months?”
(These two compact lists are designed to be quick reference anchors; use them when rehearsing so replacements become natural under pressure.)
The Interview Confidence Roadmap: A Proactive, Action-Focused Process
I use a four-part roadmap with clients that blends practical career development with readiness for international roles. This approach is designed to replace damaging phrases with structured language and to make interview performance habitual.
Step 1 — Audit Your Story
Start by reviewing your resume line-by-line. For each bullet, write a one-sentence story that answers: what was the challenge, what did I do, and what measurable impact followed? This transforms passive bullets into interview-ready narratives. Include international or cross-border examples if applicable—these are valuable for mobility-minded roles.
Step 2 — Anticipate the Land Mines
List the sensitive topics in your background (e.g., employment gaps, managerial conflict, relocation hesitation). Prepare a one-paragraph frame for each that acknowledges the reality, highlights the learning, and shows forward momentum. Rehearse until the phrasing is calm and concise.
Step 3 — Practice with Realistic Pressure
Simulate interviews under timed conditions. Record yourself, ideally with a coach or peer who can ask unexpected follow-ups. Review for filler words, defensive language, or any slip into negative framing. If you want guided, structured practice, I recommend a program that supports practice and mindset work—this is the same approach I use with clients to help them build durable confidence and clarity.
For practical tools to prepare your answers and polish your resume, download free resume and cover letter templates that you can adapt for interview storytelling.
Step 4 — Integrate Mobility Strategy
If relocation or global work is part of your plan, prepare a tidy statement that addresses logistics and commitment without creating perceived risk. For instance: “I am open to relocation and have experience coordinating cross-border teams; I’ll ensure immigration and logistical needs are addressed so I can focus on ramping quickly.” Use specific past examples of international collaboration to illustrate readiness.
If you need help turning these steps into practice sessions and measurable milestones, you can book a free discovery call to map a personalized plan. For many professionals, a short, structured course that combines practice, mindset, and templates accelerates progress. Consider structured learning to build repeatable habits that reduce interview stress and replace risky phrasing with confident, career-forward language.
Handling Specific Interview Traps: Deep Dives
The “Salary and Benefits” Trap
The interviewer may push compensation questions early. Use an anchoring approach: express enthusiasm for role and impact before discussing numbers. When pressed, give a range based on market research and emphasize total package flexibility.
Script: “I’m most focused on role responsibilities and the team fit. Based on market research and my experience, I’m targeting a range of X–Y, but I’m open to discussing the complete compensation package.”
Why this works: It signals market awareness and willingness to negotiate while prioritizing mutual fit.
The “No Experience” Trap
If you’re switching industries or are a recent grad, don’t start with what you lack. Lead with transferable skills and one or two concrete examples showing competence and learning agility.
Script: “While my background is in X, I’ve used similar analytical and stakeholder-management skills in Y. For example, I led a cross-functional project to coordinate A and B, which resulted in C.”
Why this works: Transferability is persuasive when accompanied by direct outcomes.
The “Relocation or Remote Work” Trap
Employers often worry about hidden friction with international hires. Offer concrete proof of readiness: prior relocations, familiarity with visa processes, or experience on remote teams.
Script: “I relocated for my last role and managed cross-border compliance with HR. I’ve worked across time zones and established predictable overlap hours to support collaboration.”
Why this works: Reduces perceived logistical friction and demonstrates experience.
The “Behavioral Interview” Trap: Don’t Tell a Long Story
Behavioral questions require concise structure. Use a modified STAR (Situation, Task, Action, Result) in 60–90 seconds: one sentence for the situation, one for the task, two for action, and one for result and lesson.
Practice this rhythm so you avoid trailing off into irrelevant detail or personal anecdotes that don’t tie back to the job.
The “Stumped by Culture Fit” Trap
When asked “How would you describe your ideal culture?” avoid a long list of demands. Instead give a short preference paired with flexibility.
Script: “I thrive in collaborative, feedback-oriented environments where outcomes are measurable. I’m also adaptable—what matters most to me is clear expectations and strong cross-team communication.”
Why this works: It gives a preference yet reassures you are pragmatic.
Rehearsal Techniques That Stop You Saying the Wrong Thing
Record and Review
Record audio or video of mock interviews and timestamp moments where you used fillers, drifted into negativity, or deferred to your resume. Re-record until the answers are clear and direct.
Use Controlled Pauses
Train a two-second pause to replace fillers. This creates a composed cadence and communicates thoughtfulness.
Practice “Bridge Statements”
Bridge statements help pivot away from risky content. If an interviewer asks something you’d rather avoid, use a brief transition: “That’s an interesting point; what I focus on is…” and move to a strength.
Build a “3-Question Toolkit”
Always prepare three questions to ask at the end. Use one about role expectations, one about team dynamics, and one about success measurement. These show curiosity and reduce the chance you’ll say “I don’t have any questions.”
Run Mobility Scenarios
If international roles matter, practice concise statements about logistics and commitment. Make sure your language doesn’t suggest ambivalence. For example: “I’m committed to relocating if the role requires it; I’ve budgeted the timeline and will ensure a smooth transition.”
Avoiding Common Mistakes in Video and Phone Interviews
Overuse of Notes
It’s okay to have brief reminders during a video interview, but reading long answers from notes creates poor cadence. Place short bullet cues rather than full scripts.
Poor Camera/Audio Habits
Set your camera at eye level, minimize background distractions, and use headphones for clear audio. Test tools beforehand to avoid technical stress that can cause slip-ups.
Multi-tasking Signals
Don’t type or check your phone. Even small multitasking behaviors translate as disinterest.
Filler Visuals
Avoid excessive nodding or repetitive gestures. Maintain open but natural posture to convey confidence.
Post-Interview: What Not to Say in Follow-ups
Follow-ups are an opportunity to reinforce your fit—don’t use them to rehash negatives or ask about compensation prematurely.
What to avoid in thank-you notes: apologizing for a perceived weak answer, repeating negatives, or asking logistical questions.
What to do instead: Send a concise note that thanks the interviewer, reiterates one or two points of alignment, and offers to provide additional materials or references if helpful. If you must clarify an earlier answer, do it briefly and positively.
Example: “Thank you for your time today. I appreciated learning about X. I wanted to add that regarding question Y, I also led Z with the following measurable outcomes…”
If you want templates to shape concise follow-ups and resumes that support your interview narrative, grab the complimentary resume and cover letter templates that include suggested follow-up language.
How to Recover If You Say Something You Shouldn’t
Everyone slips up. The key is to recover with composed ownership and reframing.
Step 1: Pause briefly to collect thoughts. Step 2: Acknowledge succinctly if necessary: “I’d like to reframe that.” Step 3: Provide the reframed answer using the problem→action→result structure. Don’t over-apologize; correct and move on.
Example sequence:
Interviewer: “Why did you leave your last role?”
You (slip): “It was a mess and the leadership was awful.”
Recovery: “I misspoke earlier. To be more precise, the role didn’t offer the leadership development I was seeking. I took initiative to lead cross-functional projects and developed X skills that I’m excited to bring to this opportunity.”
This rapid reframing demonstrates emotional intelligence and preserves credibility.
Integrating Interview Language with Career and Mobility Planning
Language is not just tactical; it must reflect a strategic career narrative. If you’re aiming for expatriate roles or international mobility, your interview language must project readiness and long-term intention without sounding inflexible.
- Position mobility as value: “I’ve worked across three time zones and understand how to create overlap windows and handoffs to keep projects moving.”
- Tie mobility to outcomes: “Relocation enabled me to build a local partner channel that grew revenue by X%.”
- Avoid sounding opportunistic: Don’t imply relocation is contingent on perks; show it’s purposeful for both your career and the employer’s objectives.
When you need a structured plan to connect interview practice with relocation objectives and role target-setting, you can book a free discovery call and we’ll create a tailored roadmap that bridges career strategy and global mobility logistics.
If you prefer guided self-study first, the structured course content that blends mindset, scripting, and practical drills is designed to help busy professionals build confidence quickly—consider enrolling in a program that provides step-by-step practice and feedback to make the improvements stick.
Final Checklist: Phrases to Delete From Your Interview Vocabulary
Keep this short internal checklist before each interview:
- No blaming language about past employers.
- No compensation or PTO demands early.
- No apology for inexperience; instead emphasize transferable skills.
- No long personal stories without a clear tie to the role.
- No politics, religion, or gossip.
- No “I don’t have any questions.”
- Avoid filler words and business-speak clichés.
A clean interview vocabulary increases your probability of appearing professional, prepared, and impactful. If you want a short rehearsal plan based on this checklist, I provide tailored templates and practice structures that help people move from nervous to calm and compelling.
Conclusion
What you don’t say in an interview is often as powerful as what you do say. Avoid negativity, clichés, premature compensation talk, oversharing, and filler language. Replace these with short, structured narratives that show learning, measurable impact, and alignment with the company’s needs. For professionals with global mobility in their plans, prepare concise statements that demonstrate logistical readiness without signaling short-term intent.
Build this into a repeatable practice: audit your resume into interview stories, rehearse under pressure, and refine your phrasing until it becomes second nature. If you’re ready to build a personalized roadmap to interview confidence that ties directly to your career and mobility goals, book a free discovery call to map the next steps and start practicing with targeted feedback: book a free discovery call.
If you want structured self-study first, enroll in a course that combines practical drills and mindset coaching to accelerate skill acquisition and reduce interview anxiety—this focused practice habit transforms one-off preparation into lasting confidence.
FAQ
How do I answer when I genuinely don’t know the answer?
Pause and frame a logical approach. Say, “I don’t have that figure right now, but here’s how I’d find it and what I’d expect to learn from it.” This demonstrates analytical thinking and process orientation.
What’s the best way to discuss a bad boss or toxic workplace?
Briefly acknowledge the situation without assigning blame, then focus on what you learned and what you’ll do differently. Emphasize solutions and professional growth.
When is it acceptable to ask about salary or remote work?
Save detailed compensation or PTO negotiations for later-stage conversations or after an offer. If logistics (e.g., relocation or immediate remote work) would prevent you from doing the job, ask succinctly and in terms of enabling your success in the role.
How can I practice reducing filler words and clichés?
Record mock interviews, use controlled pauses, and practice scripted answers until they become fluid. Work with a coach or accountability partner to get feedback and measurable improvement.
