Entretien d'embauche : 7 choses à ne JAMAIS dire (Avec exemples et solutions)

Summary

Dans cette vidéo, Yves Gautier, coach en emploi, partage les 7 erreurs à éviter lors d'un entretien d'embauche pour rester en lice et décrocher le poste. Il aborde des erreurs comme parler trop de sa vie privée, s'excuser excessivement, ou critiquer un ancien employeur. Deux interludes expliquent la peur principale du recruteur (le 'candidat piège') et comment se rattraper après une bourde. Enfin, il présente des phrases à bannir pour éviter de se mettre en difficulté. Des conseils concrets pour gérer l'entretien et maximiser ses chances de réussite.

Takeaways

• 😀 Ne parlez pas trop de votre situation personnelle, cela met une pression désagréable sur le recruteur.
• 😬 Évitez de vous excuser trop souvent, cela peut montrer un manque de confiance.
• 😠 Ne critiquez jamais vos anciens employeurs, cela peut donner une mauvaise image de vous.
• 😱 Le recruteur a peur des candidats qui apportent des problèmes personnels ou comportementaux.
• 📢 Soyez concis lors de la présentation de votre parcours, n'entrez pas dans trop de détails inutiles.
• 🔍 Donnez des réponses spécifiques et détaillées, ne restez pas dans les généralités.
• 💡 Si vous dites une bêtise, passez à autre chose rapidement avec la technique de 'poussière sous le tapis'.
• 💰 Ne parlez pas de salaire de votre propre initiative, laissez le recruteur aborder ce sujet.
• 👌 Évitez de dire oui à tout, montrez que vous avez un esprit critique.
• 🚫 Ne dites pas des expressions comme 'c’est sur mon CV', 'je suis perfectionniste' ou 'dans cinq ans, je serai à votre place'.

Q & A

Quelle est la principale erreur à éviter lors d'un entretien d'embauche selon la vidéo?

La principale erreur est de trop parler de ses problèmes personnels, car cela met une pression désagréable sur le recruteur.

Pourquoi est-il déconseillé de s'excuser fréquemment lors d'un entretien?

S'excuser fréquemment donne l'impression que le candidat manque de confiance en lui et n'est pas sérieux.

Comment répondre à la question 'Pourquoi avez-vous quitté votre précédent emploi' sans critiquer son ancien employeur?

Il est conseillé de donner une raison légitime et positive, comme un désir d'évolution professionnelle, plutôt que de critiquer l'employeur précédent.

Qu'est-ce qu'un 'candidat repoussoir' selon la vidéo?

Un candidat repoussoir est celui qui apporte des problèmes personnels ou comportementaux et donne l'impression qu'il sera difficile à gérer.

Comment un candidat peut-il corriger une erreur commise pendant l'entretien?

Le candidat peut utiliser la technique de 'la poussière sous le tapis', en enchaînant rapidement sur un autre sujet positif pour détourner l'attention de l'erreur.

Pourquoi ne faut-il pas parler de salaire dès le début de l'entretien?

Aborder le sujet du salaire trop tôt donne l'impression que le candidat est plus intéressé par l'argent que par le poste. Il vaut mieux en parler plus tard, après avoir montré ses compétences.

Quelle est l'importance d'un bon équilibre entre trop en dire et ne pas en dire assez pendant un entretien?

Il est important de trouver un juste milieu: trop de détails fatiguent le recruteur, tandis que des réponses trop brèves manquent de substance et d'exemples concrets.

Que faire si on ne sait pas répondre immédiatement à une question posée par le recruteur?

Au lieu de dire 'C'est une bonne question', il vaut mieux prendre un moment de réflexion ou reformuler la question pour gagner du temps.

Pourquoi est-il important d'avoir des questions à poser à la fin de l'entretien?

Avoir des questions montre que le candidat est intéressé et engagé. C'est aussi une occasion de rebondir sur des sujets discutés pendant l'entretien.

Quels types de défauts un candidat peut-il mentionner sans compromettre sa candidature?

Le candidat doit mentionner un ou deux défauts mineurs, mais qui ne sont pas en contradiction directe avec les exigences du poste.

Outlines

00:00

🤔 Comment éviter les erreurs courantes en entretien d'embauche

Le premier paragraphe introduit les erreurs fréquentes que les candidats commettent en entretien d'embauche. Il promet de dévoiler 7 erreurs à ne jamais faire, ainsi que deux interludes pour mieux comprendre la psychologie des recruteurs et comment rattraper une erreur en entretien. La vidéo abordera aussi 'la salade confuse', une liste d'expressions à éviter.

05:03

🙅‍♂️ Ne parlez pas de vos problèmes personnels

Le deuxième paragraphe commence par détailler la première erreur : parler de ses problèmes personnels en entretien, ce qui met une pression inconfortable sur le recruteur. Il continue avec la deuxième erreur, s'excuser trop souvent, ce qui reflète un manque de confiance. Enfin, il explique qu'il ne faut jamais dénigrer son ancien employeur (troisième erreur), car cela donne une mauvaise image au candidat.

10:04

😟 Le candidat problématique : la peur principale du recruteur

Dans ce premier interlude, le recruteur redoute le 'candidat toxique', celui qui apporte des problèmes personnels et comportementaux. Ce genre de candidat est perçu comme difficile à gérer et potentiellement dangereux pour l'entreprise, notamment en raison de la menace d'un futur conflit juridique.

🗣 Parlez de manière concise et pertinente

Le quatrième paragraphe aborde deux erreurs majeures : parler trop ou trop peu en entretien. Le candidat doit éviter de détailler minutieusement son parcours et plutôt se concentrer sur ses compétences clés. À l’inverse, ne pas en dire assez ou rester dans les généralités lasse le recruteur qui doit tirer les informations du candidat.

🙃 Gérer les erreurs en entretien : la technique du 'sous-le-tapis'

Dans ce deuxième interlude, il est expliqué comment réagir lorsqu'on se rend compte qu'on a dit quelque chose de regrettable en entretien. La meilleure stratégie est de ne pas s'attarder sur l'erreur et de changer rapidement de sujet pour créer une émotion positive qui fera oublier le moment de malaise.

💸 Ne parlez pas du salaire trop tôt

La sixième erreur est d'aborder la question du salaire ou des avantages trop tôt. Cela donne une mauvaise impression au recruteur, car cela semble montrer que le candidat est principalement motivé par l'argent. Il est conseillé de laisser le recruteur introduire ce sujet à un moment opportun.

👍 Évitez de tout accepter sans réfléchir

La septième erreur consiste à dire 'oui' à tout sans montrer de réflexion critique. Le candidat ne doit pas tout accepter aveuglément, mais plutôt s’engager dans une discussion constructive. Un bon candidat sait exprimer ses opinions et proposer des idées alternatives en montrant qu'il peut enrichir le dialogue.

📝 Phrases et expressions à éviter en entretien

Le dernier paragraphe liste sept expressions courantes à éviter, comme 'C’est sur mon CV' ou 'Je suis perfectionniste'. Ces réponses manquent d'originalité et de profondeur, laissant une mauvaise impression. Le paragraphe conseille de préparer des réponses pertinentes et spécifiques, qui montrent une réflexion sur soi et le poste visé.

Keywords

💡Erreur en entretien

L'une des thématiques principales du script est l'erreur en entretien d'embauche, qui est inévitable pour de nombreux candidats. Le script aborde plusieurs erreurs courantes que les candidats commettent, comme parler trop de leur vie privée ou critiquer leur ancien employeur. L'idée centrale est d'éviter ces pièges pour maximiser les chances de réussir l'entretien.

💡Problèmes personnels

Le script conseille de ne pas partager trop de détails sur ses problèmes personnels, tels que des problèmes de santé, de famille ou des déménagements. Mentionner ces aspects peut donner l'impression que le candidat demande de la pitié ou de l'aide, ce qui peut mettre le recruteur mal à l'aise et réduire les chances d'être retenu pour le poste.

💡Excuses répétées

Faire des excuses excessives comme « Excusez-moi » ou « Désolé » dans un entretien est présenté comme une mauvaise habitude. Cela peut donner une impression de manque de confiance en soi ou de sérieux. Par exemple, un candidat qui n'a pas consulté le site de l'entreprise avant l'entretien et qui s'excuse peut être perçu comme non préparé ou désorganisé.

💡Critiquer son ancien employeur

Une autre erreur critique est de mal parler de son ancien employeur. Le script conseille de rester poli et de ne pas se plaindre de ses précédentes expériences de travail, car cela pourrait amener le recruteur à penser que le candidat fera de même à son sujet plus tard. Il est préférable de donner une raison professionnelle et positive pour avoir quitté un emploi.

💡Candidat à problème

Le « candidat à problème » ou « candidat repoussoir » est un concept introduit pour décrire une personne qui, dès l'entretien, semble apporter plus de problèmes que de solutions. Ce type de candidat est perçu comme centré sur ses propres difficultés, qu'elles soient personnelles ou comportementales, ce qui est un signal d'alarme majeur pour le recruteur.

💡Réponses vagues

Donner des réponses vagues ou insuffisamment détaillées est un autre piège à éviter. Par exemple, répondre simplement par 'oui' ou 'non' ou rester dans les généralités sans fournir d'exemples spécifiques peut agacer le recruteur. Il est recommandé d'être précis et de donner des exemples concrets qui démontrent la valeur ajoutée du candidat.

💡Technique du tapis

La « technique du tapis » fait référence à une méthode pour gérer une erreur pendant l'entretien sans la sur-analyser. Si un candidat dit quelque chose de maladroit, il doit rapidement passer à autre chose en changeant de sujet et en apportant un exemple positif pour faire oublier l'erreur. Cette stratégie permet de minimiser l'impact négatif sur l'entretien.

💡Salaire

Parler de salaire trop tôt dans l'entretien est considéré comme une erreur. Le script recommande de laisser le recruteur aborder ce sujet, car parler d'argent trop rapidement peut donner l'impression que le candidat est uniquement intéressé par la rémunération, plutôt que par le poste et les opportunités qu'il offre.

💡Surenchère de 'oui'

Dire 'oui' à tout sans apporter de nuances est une attitude à éviter. Trop de conformisme peut donner l'impression que le candidat manque de personnalité ou n'a pas de véritable opinion. Il est recommandé de ne pas hésiter à partager ses propres idées ou à exprimer un léger désaccord de manière constructive lorsqu'il est pertinent.

💡Questions du recruteur

Ne pas poser de questions à la fin d'un entretien est une faute. Le script insiste sur l'importance de toujours avoir une ou deux questions prêtes, en particulier des questions qui rebondissent sur les informations données pendant l'entretien. Cela montre que le candidat est engagé et attentif, et permet de continuer la conversation de manière fluide.

Highlights

Discover the 7 things never to say in a job interview to help you avoid mistakes and stay in the running for the job.

Mistake 1: Avoid talking too much about your personal life and problems to prevent putting unnecessary pressure on the recruiter.

Mistake 2: Constantly apologizing for small things, which can come across as lacking confidence and seriousness.

Mistake 3: Never speak badly about your previous employer; find a neutral and professional way to explain why you left.

Interlude 1: The recruiter's number one fear is the 'foil candidate'—a person who brings personal and behavioral problems.

A 'foil candidate' is someone who causes issues like personal drama or being overly confrontational, making them a headache for the team.

Mistake 4: Don't over-explain your career history. Introduce yourself briefly, focusing on key skills relevant to the position.

Mistake 5: Avoid giving vague or too brief answers. Be specific, especially when discussing your expertise or future goals.

Interlude 2: How to recover from saying something awkward in an interview—use the 'dust-under-the-rug' technique and shift focus to something positive.

Mistake 6: Don't bring up salary expectations on your own. Wait for the recruiter to introduce the topic later in the conversation.

Mistake 7: Avoid agreeing to everything in an interview. Demonstrating that you can challenge and provide constructive feedback is valuable.

Bonus: Avoid phrases like 'It's on my CV' or 'That's a good question,' which can make you seem dismissive or unprepared.

Always have questions prepared for the recruiter to show genuine interest and engagement with the role.

'I’m a perfectionist' is a cliché answer to the question about weaknesses; avoid it by offering more authentic insights into areas of improvement.

In a job interview, never say 'In your place' when asked where you see yourself in five years; it comes across as presumptuous.

Transcripts

Have you ever walked out of a job interview and said to yourself: “On

that question, I messed up, I missed the point, I blew myself?” Yes,

it happens to everyone. No need to torture yourself with this. The question to ask yourself

is how to bounce back. In this video, you will discover the 7 things to

never say in a job interview. Avoiding these mistakes will help you stay in the

running and land the job. In this video, you will also discover two

interludes: Interlude number 1, when choosing a candidate, what is the

recruiter's number one fear? I will tell you about the foil candidate. Interlude number 2,

you just said something stupid in an interview and you realize it. How to

bounce back? I will tell you about the dust-under-the-rug technique. In particular, I

will teach you how to manage the recruiter's emotions. As a bonus, we will end with “the

salad confuses you”, 7 sentences and expressions that should be completely avoided. Gift from home!

Mistake number 1: saying too much about your personal situation. "I have personal problems,

I'm going through a divorce, I'm moving, I have health problems." Well,

what the recruiter hears is: “Please, I really need this job,

help me.” This position puts very unpleasant pressure on him. So, the number one mistake

is talking too much about your personal problems. Stay discreet about your private life.

Second mistake: It's the candidate who says things like: "Excuse me,

I'm sorry." For example, if we ask: “Have you been able to see our website?” “Ah no,

I’m sorry, excuse me, I didn’t have time.” This kind of thing weighs down

the atmosphere of the interview. The recruiter tells himself that this candidate is not very serious,

and then, the candidate appears as someone who lacks self-confidence,

who apologizes all the time. So, avoid apologizing for a yes or a no.

Mistake number 3: saying bad things about your previous employer. Here's the question that can lead to

this: "Why did you leave your previous position?" There you have it, you have candidates who will

say: "Listen, I was promised training, certifications, it never came. I

was told: 'You will progress', it didn't happen . Well, and then the boss wasn't

listening, and I left. They didn't even pay me my paid leave. I had enough

. tired of working in this box of incompetents." Never speak

ill of your previous employer. Why did you leave? "Listen, I wanted to move

towards a management position. I couldn't see myself managing former colleagues who were previously at the

same level as me. I told myself that we had to start on new bases. So that's why

the position what you are proposing immediately interested me." The principle: don't say anything bad,

because otherwise, the recruiter will say to himself: "Well, he's spitting on his previous boss,

but as soon as my back is turned, he's going to spit on me. No thanks." So, please be very

courteous about what happened in your previous position. Find a reason for leaving

that is legitimate and understandable, this allows you to avoid tarnishing the atmosphere of the interview.

You hear, it's time for our first interlude. What is the main fear of the

recruiter who must choose a candidate? I will tell you about the foil candidate. What is the

foil candidate? To summarize, he is a candidate who brings problems and

not solutions. First of all, it brings personal problems: health problems,

family problems, housing problems, debt problems. He arrives,

we have the impression that he is a little bit the center of the world, he throws his problems on

the recruiter. Second, this candidate brings behavioral problems. It's someone

who is centered on his navel, who wants to have the last word, who will look for the little beast. Good,

This is the case where we say to ourselves: “Working with him will be a headache 24/7.” So,

for the recruiter, this is a huge red flag. In his head, the recruiter adds

up: personal problems plus behavioral problems. In particular,

always wanting to be right, the last word. Finally, the recruiter said to himself: “This

is someone who, if I hire him, one day, will take me to the industrial tribunal.” This is the

main fear of the recruiter: a candidate who will take the company to the industrial tribunal. So

what does that mean? This means that the recruiter is extremely sensitive to all the signs of a

candidate like that, who is looking for the little beast, who plays it to the finest. For him,

this is a huge red flag. Conversely, who is the right candidate? He is someone who

is easy to work with, for whom, when you make a remark, he listens, he applies, he

is not there nitpicking: "Yes, but I thought that..." Furthermore, he is someone of whom we

say to ourselves: “I would enjoy having coffee with this person.” So, the idea is to bring

skills and behavior, I would dare say, fluid, courteous, friendly, without being

too familiar, which makes the recruiter say: "Yes, I can see it on the team."

Mistake number 4: saying too much. For example, when the recruiter

says: “Introduce yourself, tell me about yourself,” the mistake is the candidate who recounts his

journey in detail: “So, in 2013, then in 2015, and in 2016 , in 2010..." No. The idea

is that, when you are told “introduce yourself,” you have to quickly situate yourself: “Here,

the heart of my skills is so many years of experience, particularly for such and such a company. " And

to engage: “I did this, that.” Quickly, and afterwards, we will focus on key skills

which are directly linked to the needs of the company. So, don't get lost in

the details because it tires the recruiter. A job interview is not a CV by name,

it is an opportunity to show what skills you bring that match the position.

Mistake number 5: not saying enough. We answer with “yes” or “no”, we answer

in generalities. For example, the recruiter asks you: “Why you and not someone else

?” You say, “Look, I think I have the skills for this job.” In general ? There’s the

details in there! Another example: “How do you see yourself in five years?” “With more

responsibilities.” Oh yes, obviously, not saying: “I want to regress.” So be careful,

you have to find the right length of your answer and give sufficiently detailed answers.

An example: “How do you see yourself in five years?” The candidate could answer: “Look,

in five years, I see myself moving into an organizational role, particularly in

the after-sales service area.” So, we are going to give something precise, specific,

on which the recruiter can respond. Another example: “Why you and not someone else

?” “Look, I think my strength is that I have really specific expertise in

cash management for SMEs with a seasonal business. I think it's very

suitable for managing your cash flow. " See the principle: I bring specific elements

. Recruiters hate having to pull worms out of the candidate's nose. A

job interview lasts 40 minutes, an hour, sometimes more, an hour and a half. Now, if each

time, the recruiter has to remind the candidate: “But tell me more, yes, an example, and at some

point…” it tires him. Whereas a candidate who brings specific things and examples of his own

will make for a much smoother interview. So, be specific in your answers.

Ah, it's time for our second interlude. So, you're in

an interview, and at one point you hear someone talking and you're like, "Oh no, I just said

bullshit," and you see the recruiter's face. What should you do? So,

the mistake would be to say: "Excuse me, I didn't mean that." See, it's a bit like

someone who makes an unfunny joke, who then says: "No, but I'll explain

, the priest, when he gets on his moped..." Blabla, well, it's becoming a mess, not possible.

So, what I'm telling you. recommends, it's the dust-under-the-carpet technique,

that is, don't dwell on the error, you have to move on, and if possible, within

30 seconds, the minutes that follow, leave on another completely different example: “Ah,

well, that reminds me of an example, the launch of such and such a product, we had such and such difficulty,

etc. And there, we will create a positive emotion which will mask the previous negative emotion.” So,

you have to know how to chain, and through an optical effect, I would say, this positive emotion

will completely erase, or will really camouflage, the negative emotion. So, you have to

know how to chain, you don't have to. weigh down. When we do something stupid, we move on.

Mistake number 6: talking about salaries on your own initiative. So, it's a tradition,

it's up to the recruiter to come to this field. Someone who would say: "Yes, and from a

salary point of view, how much do you offer? And what about vacation, RTT, the office, the company car,

etc.?" The recruiter says to himself: "Hey, you, my guy, you're interested in the money,

that's not very stimulating." Furthermore, it is a strategic error. For what ? Because the

later we talk about money, the better. Indeed, if you talk about money late, you will be able to

collect items during maintenance. For example: “Here, a priority is to create

training for welcoming new people.” You can argue by saying: “This is

my asset, I created such and such training, etc., so compared to the new ones, this is what

I can do.” Whereas if we start talking about money from the outset, you don't

really know what the levers are. So, don't talk about money on your own initiative.

Mistake number 7: it’s the candidate who says “yes” to everything. So, it can be a

physical attitude. You know, you have people who are like, "Yes, yes, yes, yes," they nod too much.

See, they nod too much, and at some point it gets a little heavy. “Yes, yes, yes,” it’s

like going to a restaurant: “Wow, what willpower! You want that, do you

really want that?” So, avoid having that physical attitude of “yes, yes.” You need to nod from time to time

to show that you are in tune with the recruiter, but there is no need to

overdo it. And then also, you have the people, beyond the attitude, who are there: "But yes,

but of course, I can do something..." Well, there's never a problem,

there are never any rough edges. So, as much as we should not look for trouble for the sake of trouble,

we should not look for the little beast, but I think that on certain important elements,

in particular in relation to the objectives of the position, to the strategy, if at one point you disagree,

you have to show it, you have to say it. So, for example, you would say something like: "So,

I understand your point of view, you want this, that, something, and that's very good. Now,

I have an experience which is a little little different. I had the opportunity to do this,

that, blabla, it gave such and such a result. There you go, can this be a clue for you,

or is it something that? Could we test it? See what I mean? I'm not

necessarily going to go for the frontal shock. I'm going to say: 'You have these experiences, OK,

I tested something else, it worked. Is it suitable for your situation? Maybe,

maybe not. See, are you open to a test?' “See the principle. So,

avoid “yes, yes, yes” which is too smooth and makes it not stick.

A good relationship is one where there is minimal friction. It is not necessary

Don't be afraid, from time to time, to get a little in touch.

It's time to find your bonus with the salad that's confusing you. Seven phrases and expressions

to avoid: “It’s on my CV.” The candidate faces the recruiter. The recruiter asks for

clarification, and the candidate says: “Well, look, it’s on my CV,” implying: “Well,

go see, figure it out.” No. The role of the CV is to land an interview. So,

when you are in front of the recruiter, you argue, you do not send the CV. It's

a bit like a guy who meets a girl at a party, the flow goes well, then

at one point, he says to her: "Well listen, I'm on this dating site, go see my profile." That

would really mean regressing, yes, and it would mean being drowned among hundreds of other profiles. So,

no things like: "It's marked on my CV." “That’s a good question.” The recruiter

threw a question at you that surprised you, and often, to save a little time,

you say: "That's a good question." So, this is something to avoid. For what ? Because

it was used a lot by politicians. So,

what are you going to do about inflation? “That’s a good question.” And when people hear that,

they say to themselves: "You're going to smoke me out!" So if you need to collect your

thoughts a little bit, several hypotheses. First hypothesis: be silent. There you go, tell me about a failure,

think about it. So. Second technique, also very simple: it is to repeat the question.

“Tell me about failure.” “So, tell me about a failure…” “Listen, when I arrived,

etc.” So, avoid the “That’s a good question” that really gets thrown around everywhere.

“I have no questions.” It’s the end of the interview, and the recruiter says, “Do you have

any questions?” So the stupid answer is: “I have no questions.” You should always

have one or two questions at the ready. The simplest thing is to bounce back from one point. So,

this is what I call the bounce technique. “Yes, I have a question, you were talking earlier

about exports, particularly the African market. I would like to know today where you are and

what the main avenues are.” Yes, we are going to bounce back on something. So,

a relatively important subject, don't go into details, but bounce back. So always have

a question or two on your elbow. “What are my faults?” “I’m a perfectionist.” That

's really the thing that's been lying around everywhere. The recruiter who hears this says to himself: "Yes,

you may be a perfectionist, but above all, you lack imagination,

you lack creativity." So forget about "I'm a perfectionist." “No, I have

no faults, I only have qualities.” What a good joke! No, always the same,

on this question of defects, you must have at least one or two defects. Otherwise,

the recruiter says to himself: "Obviously, you have faults, my boy, but here, you show that

your main fault is that you have no perspective on yourself." So, find one

or two flaws that are not in major contradiction to the position, but announce flaws.

"My management style? Participative management." Well, this one is my pet peeve.

I hear this very, very often in coaching. It doesn't mean anything anymore. If you have to talk about your

management style, say: “Here, for me, in terms of management, what is important is

three things: 1) the implementation of procedures; 2) delegation; 3) continuing education." But

go for specific items. Participative management means nothing. For what

? Because you are not going to say the opposite: “I am a real tyrant, I am a

despot.” One last phrase to avoid, it must be remembered, especially for beginners: “Where do you

see yourself in five years?” “In your place.” It's really the thing that makes me laugh, and that's the thing

applications. So, if you want to hit the wall, give this answer: “In your place.”

I am Yves GAUTIER, employment coach. I help candidates with their CV, cover letter and

LinkedIn profile. I also help them succeed in their job interviews.

I offer preparation kits and programs with

coaching sessions. Links are in the description. Well,

we think that coaching is reserved for big bosses and athletes, but today,

in a tight job market, everyone can need a little help

. Link in description. Thank you, see you soon, and good luck with your interviews!