What Not to Say in a Job Interview (and What to Say Instead)

Interviews feel intense, especially when you really want the job. Strong preparation helps, although the words you choose in the room matter even more. Certain phrases raise red flags for hiring managers, while others signal calm, credible professionalism.

This guide focuses on what not to say in a job interview in the UK, plus confident alternatives you can use straight away.

At a glance: what not to say in a job interview

Avoid anything that signals poor preparation, negativity about previous employers, desperation for money, vague clichés, or a lack of interest in the role. Instead, give specific, positive examples that show how you work and the value you bring.

Common red-flag phrases

- “What does your company do?”

- “My last company was so toxic.”

- “I do not really have any weaknesses.”

- “How much does this job pay?” as the first question

- “No, I do not have any questions.”

What employers listen for

- Evidence that you prepared and researched the company

- Professional, respectful language even about difficult situations

- Specific examples that show skills and results

- Curiosity about the role, the team and how you can contribute

The goal is not to sound perfect. The goal is to sound self-aware, solutions-focused and easy to work with.

Quick swaps: from risky phrases to confident answers

Use this table as a rapid checklist before your next interview. If any of the “avoid” phrases sound familiar, practise the alternative out loud instead.

Do not say this	Say this instead	Why it works better
“What does your company do?”	“From what I have seen, your focus is on [X]. I would love to hear how this role contributes to that.”	Shows you researched and are interested in impact, not only a job title.
“My last company was toxic.”	“I learnt a lot there, although I am now looking for a culture that aligns more closely with [X].”	Stays professional and focuses on what you want next rather than complaints.
“I will do anything.”	“The roles that suit me best are [X], because that is where I add the most value.”	Signals focus and confidence in your strengths, not desperation.
“I am great at networking.”	“I build and maintain strong professional relationships. For instance, I [example].”	Makes a vague claim concrete with evidence.
“I am adaptable.”	“I adjust quickly to new situations and enjoy change. In my last role, I [example].”	Shows how you behave in practice during change.
“I am tech-savvy.”	“I use tools like [X, Y] to streamline my work and improve productivity.”	Explains how technology helps you deliver better results.
“I do not have any weaknesses.”	“One area I am developing is [X]. I am working on it by [specific action].”	Shows self-awareness and growth, rather than perfection claims.
“No, I do not have any questions.”	“Yes, I have a couple. To start with, how would you measure success in this role in the first six months?”	Demonstrates curiosity and a focus on outcomes.

Interviewers rarely expect word-perfect answers. They do expect thought-through, respectful language that fits a professional environment.

1. Phrases that make you sound unprepared

Hiring managers assume serious candidates will read the job description, research the organisation and think about how they can help. When you walk in unprepared, your language gives it away within a few minutes.

Avoid saying

“I did not have time to prepare.”

This tells the interviewer that their vacancy sat at the bottom of your priority list.

Say instead

“I have looked into your recent projects around [X] and I am particularly interested in how this role supports that work.”

Signals preparation and gives them an easy opening to talk about their priorities.

Other unprepared phrases to avoid

- “So, tell me what you do here.”

- “I have not really looked at the job description.”

- “I am not sure what this role involves exactly.”

Better approach: show that you understand the basics of the company and role, then ask thoughtful follow-up questions. For example: “From the job description, it looks as if the focus is [X]. Where do you see the biggest challenge over the next year?”

2. Negative comments about previous employers

Many UK interview guides warn against speaking badly of past managers or organisations, even when conditions were extremely difficult. It may feel honest to describe a “toxic” workplace, although interviewers worry you will speak in the same way about them later.

Avoid saying

“My last company was awful. My manager had no idea what they were doing.”

This raises questions about your professionalism, judgement and ability to handle conflict.

Say instead

“There were some challenging aspects of the culture, although I learnt a great deal there. I am now looking for an environment that values [X], which is why this role appealed.”

The situation still comes across clearly, although you frame it in a composed, forward-looking way.

Handling “Why are you leaving?” without oversharing

Helpful alternatives include:

- “I am ready for more responsibility and this role offers a wider remit in [area].”

- “There were limited opportunities to progress, so I decided to look for a role that aligns with my long-term goals.”

- “Following a restructure, my responsibilities changed significantly, so I began exploring options that match my core skills.”

3. Desperate or self-focused language

Employers understand that money, security and flexibility matter. Problems appear when you focus on what you want from them before you have shown what you can offer. Early questions about salary, holidays and promotion timelines often create that impression.

Avoid saying

“I really need this job. How much does it pay and how soon could I be promoted?”

Say instead

“I am particularly interested in how this role contributes to [team or business goal]. If we were to move forward, when in the process would be the right time to discuss salary and progression?”

Topics to park until later in the process

- Pay and bonuses, unless the interviewer raises them first

- Detailed holiday requests or pre-booked time away that is not critical

- “How quickly can I move into another role?”

You are allowed to care about pay and progression. The key is timing and tone. Show value first, clarify details later.

4. Vague clichés about your strengths

Interviewers read the same phrases in CVs all week. During the conversation, they want to hear proof. Many candidates default to safe lines such as “I work well under pressure” or “I am a perfectionist”, although research shows these answers rarely impress.

Avoid saying

“I am a skilled leader. I am good at everything you have listed.”

The claim is broad and impossible to test. Interviewers have no sense of scale or outcomes.

Say instead

“In my current role I lead a team of six. Over the last year we increased on-time delivery from 82% to 95% by changing how we planned workload and communicated priorities.”

This gives scope, numbers and a clear picture of how you lead.

Turning common clichés into strong statements

Networking
Swap “I am great at networking” for “I build and maintain professional relationships across departments. For instance, I set up a monthly catch-up between sales and operations that reduced order issues by [X]%.”

Adaptability
Swap “I am adaptable” for “When our processes shifted to a new system, I learnt the tool quickly and wrote a short guide for colleagues so the team could transition smoothly.”

Attention to detail
Swap “I have a keen eye for detail” for “I always review my work carefully. In my last project I built a checklist that cut reporting errors to almost zero.”

Time management
Swap “I am good at time management” for “I prioritise tasks each morning and protect time for deep work. That approach meant I hit every deadline in our last quarter’s project delivery.”

5. Weak answers about mistakes and weaknesses

Guides from leading career sites highlight two answers that worry employers in this area. The first is claiming you never make mistakes. The second is insisting you have no weaknesses. Both suggest a lack of self-awareness or honesty.

Avoid saying

“I do not really have any weaknesses. I never make mistakes.”

Say instead

“One area I am working on is slowing down when I communicate technical detail to non-specialists. I have started checking understanding with quick summaries and asking colleagues to replay the key points.”

A simple structure for the “weakness” question

- Name a genuine, work-relevant development area that will not prevent you doing the role.

- Explain how it has shown up in the past, in one sentence.

- Describe specific steps you are taking to improve and what you have noticed so far.

This question is less about the flaw itself and more about your attitude to feedback and growth.

6. Unprofessional language, fillers and oversharing

Senior recruiters consistently highlight three simple ways candidates undermine strong answers. They use slang or swearing, they fill every pause with “like” or “erm”, or they share personal stories that belong with friends, not a hiring panel.

Watch out for these habits

- Swearing in any form, even if the interviewer does it first

- Casual slang such as “wicked”, “sick”, “whatever” in formal answers

- Long streams of “erm, like, you know” that distract from your point

- TMI stories about your private life, family drama or health that the interviewer does not need to know

Practical fix: pause, breathe, then answer. Silence for two or three seconds is far better than a rush of fillers. If you need more time, say “That is a good question, I would like to think for a moment.”

7. Ending with “No, I do not have any questions”

In every major guide on interview mistakes, finishing with no questions is one of the most consistent problems. It signals a lack of curiosity, or worse, a lack of enthusiasm for the job.

Avoid saying

“No, I think you have covered everything.”

Say instead

“Yes, thank you. I have three brief questions. First, what would success in this role look like after twelve months?”

Smart questions you can adapt

- “What are the immediate priorities for this role in the first three months?”

- “What does a typical week look like for someone in this position?”

- “How would you describe the team culture here?”

- “Is there anything about my experience that gives you pause? I am happy to clarify.”

How to give better answers: the STAR mini-framework

Many UK interview resources recommend using the STAR method to keep answers focused and clear. You do not need to announce it in the room; it simply sits in the back of your mind while you speak.

Situation – set the scene in one sentence.

Task – explain what you needed to achieve.

Action – describe what you did, step by step.

Result – share the outcome, ideally with numbers.

Combine STAR with the “say this instead” examples above and your answers shift from vague claims to clear stories that stick in the interviewer’s mind.

Recruiter discussing interview advice with candidate

Treat every interview as practice. The more you rehearse specific, positive wording, the easier it becomes to avoid risky phrases automatically.

FAQs: what not to say in a job interview

Is it ever acceptable to talk about a difficult or toxic workplace?

Yes, although focus on facts and learning rather than labels. Instead of calling an employer “toxic”, describe specific challenges in neutral language and explain what you took from the experience. For example, you might say that communication was limited or priorities changed frequently, then highlight the resilience or adaptability you developed as a result.

What should I avoid saying if I am changing careers with limited experience?

Avoid opening with “I know I do not have much experience” or “I am still figuring out my strengths”, which downplay what you bring. Focus on transferable skills, examples from other roles and evidence that you learn quickly. For instance: “My background is in [X], although the common thread is [skill]. In my last role I [example] which is very similar to what this position requires.”

Can I ask about salary at all in the interview process?

You can, although timing matters. Many employers expect an initial conversation focused on fit, responsibilities and culture, followed by a later stage where salary and benefits are discussed. If the interviewer raises the topic, answer honestly. If they do not, a polite way to ask near the end is: “Would you be able to share the salary range for this role so I can consider it alongside my expectations?”

What if I genuinely do not know the answer to a question?

Saying “I do not know” and stopping there is risky. A stronger approach is to acknowledge the gap and show how you would find the answer. For example: “That is not something I have done before. My first step would be to [research / ask / test] and then I would [outline your approach].” This demonstrates honesty along with problem-solving skills.

Next step: practise the phrases you want to use

Strong interviews rarely happen by accident. They come from knowing what to avoid, choosing your words on purpose and rehearsing aloud until they feel natural.

If you would like support preparing for interviews or exploring new roles in the UK, Rhino Recruitment can help you present your experience confidently to employers.

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