Common Interview Mistakes Psychology Graduates Make (And How to Fix Them)
Landing an interview for a psychology position is an achievement in itself, particularly for Assistant Psychologist roles, and it means your qualifications and experience have caught their attention. But the interview is where many promising candidates stumble, not because they lack ability, but because they fall into predictable traps that could easily be avoided.
After observing psychology graduates navigate the interview process, certain patterns emerge repeatedly. These aren't necessarily signs of incompetence, but rather common oversights that can make the difference between success and rejection.
The Vague Response Trap
One of the most frequent mistakes is responding to competency questions with generalities rather than concrete examples. When an interviewer asks "Tell me about a challenging situation you've handled," they're not looking for theoretical knowledge, they want to see your practical experience in action.
The STAR method (Situation, Task, Action, Result) isn't just interview jargon; it's a framework that provides the specific details interviewers need to assess your capabilities. Instead of saying "I've dealt with difficult clients," describe the particular client, what made the situation challenging, exactly what steps you took, and what the outcome was.
Draw from your placements, dissertation research, volunteer work, or even relevant personal experiences. These real-world examples demonstrate not just what you know, but how you apply that knowledge under pressure.
Surface-Level Reflection
Closely related to vague responses is the tendency to describe events without demonstrating learning or growth. Remember, psychology is fundamentally about understanding human behaviour and development, including your own. When you share an example, don't just explain what happened; explore what it taught you.
What would you do differently with hindsight?
How did the experience change your approach to similar situations?
What skills did you develop?
This kind of reflective thinking is exactly what psychology roles demand, so demonstrate it naturally in your responses.
Pretending to Know Something When You Don’t
There's something about interview pressure that makes people feel they should know everything. When asked about a specific therapy model or assessment tool you're unfamiliar with, resist the urge to wing it. Experienced interviewers can spot bluffing immediately, and it damages your credibility far more than admitting knowledge gaps.
Instead, acknowledge what you don't know while showing your learning mindset: "I haven't worked directly with DBT, but I understand it focuses on emotional regulation and distress tolerance skills. It's definitely an area I'd be eager to develop expertise in." This honesty, combined with genuine interest, often impresses interviewers more than false confidence.
Generic Motivation Statements
"I want to help people" is the psychology equivalent of "I'm a people person”. It's so universal that it says nothing distinctive about you. Every psychology graduate wants to help people; what sets you apart is understanding how you want to help and why this particular role appeals to you.
Research the specific client group, treatment approaches, and challenges this position involves. Show that you've thought deeply about what this work actually entails and how your background prepares you for these specific demands.
Rambling Responses
Nerves can make us over-explain, but lengthy answers often lose the interviewer's attention and dilute your key points. Practice delivering concise responses that directly address the question. If they want additional detail, they'll ask follow-up questions – and that engagement is actually a positive sign.
Aim for 2-3 minutes maximum for most responses. Structure your answer clearly, make your main points, and then pause to see if they need clarification or want you to expand on anything specific.
Missing the Details
Complex questions or multi-part scenarios can overwhelm even experienced candidates. Don't hesitate to take notes during the question, as it shows you're listening carefully and helps ensure you address all components in your response.
This is particularly important for scenario-based questions where multiple factors need consideration. Jotting down key points helps you provide a comprehensive, structured answer rather than missing important elements.
Not Using Language From The Person Spec
Every psychology service has its own culture and priorities, often reflected in their person specification. If they emphasize "trauma-informed care" or "collaborative working," incorporate these exact phrases into your responses where relevant.
This is about demonstrating that you understand their approach and can communicate effectively within their framework. Read the job description carefully and note the specific terminology they use.
Passive Question Asking
The questions you ask at the end of an interview reveal as much about you as your earlier responses.
Rather than asking generic questions (or worse, none at all), ask about supervision structures, professional development opportunities, how the team approaches particularly challenging cases, or what success looks like in this role after six months. These questions demonstrate that you're already thinking like someone who works there.
Remember, interviews are your chance to demonstrate not just what you know, but how you think, reflect, and approach the complexities of psychology work. Avoid these common pitfalls, and you'll stand out from other candidates who might be just as qualified but less prepared.
Want more detailed guidance on psychology interview preparation? Check out the comprehensive Psychology Interview Guide for in-depth strategies that landed me 2 Assistant Psychologist posts.
