How to perform well in your first job interview with Maryna Horban

Looking for a job in Finland can feel uncertain, especially when it comes to interviews, salary discussions, CVs, and understanding what recruiters actually expect from candidates. In this session, technical and R&D recruiter Maryna shared practical insights from both sides of the hiring process — as a recruiter hiring for Nordic companies and as someone who recently searched for a new role herself in Finland.

During the session, Maryna spoke about how to prepare for first-round interviews, what recruiters pay attention to, how to answer questions in a structured way, how to negotiate salary expectations, and how to use AI tools like ChatGPT wisely during the job search process. Participants also asked many practical questions about CV screening, networking with recruiters, relocation, work trials, follow-ups after interviews, and standing out in the Finnish job market.

Below you can find the full session recording and key takeaways from the discussion.

The session is also available on Spotify. 

I’m Maryna, and I’m a technical and R&D recruiter. I have a Master’s degree in Financial Law, and I spent six years teaching maths and science in China. Those are more like fun facts now rather than representing my current career.

I started in recruitment in 2021, and I’ve been hiring for telecom, software, all types of engineering roles, and business support positions. Most of my work life is spent doing interviews.

In my free time, if you can call it free time, I still study Finnish. It takes me about 10 extra hours a week. To recharge my batteries, I go for long runs and yoga on weekends in nature parks. That’s my way to relax in Finland.

Today I want to talk about:

• The first interview and how to prepare for it
• Salary negotiation
• How to use ChatGPT wisely
• How to identify required skills
• what to write on your CV so HR notices it.

I also want to mention that today I’m not speaking on behalf of any company. I’m purely sharing my own experience as a recruiter and as an applicant in Finland.

Preparing for the First Interview

I’ll start by talking about this uncertain situation. I believe all of us have been in a situation where we’re waiting for the first job interview. Some of us are sitting at home like that, some are in online settings, thinking about how to prepare and how to nail it.

I want to talk about the importance of preparing for this first round. Some people call it an HR interview, some call it a screening call, but your task is always the same: get ready.

According to LinkedIn statistics, only 2% of applicants are selected for the second interview, so you know the odds.

What to Research Before an Interview

The things I personally check before interviews, and that I suggest you check too:

• company main products,
• company values,
• latest news,
• relevant details for your role.

For example, if it’s an IT company, at least learn a few words about the products and write one sentence for yourself so you understand exactly what you’re applying for.

Company values matter too. Make sure they match your own values.

And check the latest news. I’ve asked candidates about recent company news before, especially for business support and sales roles. If the person clearly didn’t do the homework, I noticed immediately.

I can’t say it was the only reason not to continue, but it tells something about preparation and how a person might prepare for future client meetings.

How to Introduce Yourself

I also suggest practicing how you introduce yourself. Many people still make the same mistakes and start telling their whole life story. Keep it short.

The best practice is to follow the recruiter’s or hiring manager’s example. Listen to how they introduce themselves and mirror that style.

Using the STAR Method

When answering questions, use the STAR method:

• Situation
• Task
• Action
• Result

When talking about actions, focus on your own contribution. Avoid saying ‘we, we, we’ all the time. You are the one being interviewed.

And finally, talk about the result or outcome.

Discussing Salary Expectations

Practice discussing your salary expectations as well. Don’t make it a sensitive topic. Announce your expectations confidently.

While preparing this presentation, I found some online advice saying candidates should resist giving the first number. I actually disagree with that.

There’s nothing wrong with giving the first number if you’ve done your research and provide a reasonable range.

Another suggestion online was to use salary surveys. I would say: use the correct data. Salary surveys can be unreliable depending on when and how the data was collected.

In Finland, a good source for engineers, architects, and scientists is TEK trade union.

Questions Candidates Should Ask

When it comes to questions, prepare one or two thoughtful questions for every interview round.

Ask about:

• day-to-day responsibilities,
• hiring process stages,
• possible challenges in the role.

It’s Okay to Be Nervous

It’s completely okay to wear casual clothes and to be nervous. I’m nervous too when I’m on the candidate side.

It’s also okay not to answer every question immediately. Ask clarifying questions if needed.

Should You Use ChatGPT?

And now the question: should you use ChatGPT or not?

AI is just a tool, and you should use it wisely. But please do not use AI during interviews. It’s very visible when people are reading generated answers.

Do your preparation beforehand instead.

You can use AI to:

• identify required skills,
• generate possible interview questions,
• analyze job descriptions,
• create performance-based CVs.

Building a Performance-Based CV

For example, instead of saying ‘sales-driven specialist,’ a performance-based description focuses on numbers:

• revenue earned,
• clients brought in,
• projects completed,
• processes automated.

Always quantify your achievements.

There Is No Perfect CV

And regarding the perfect CV — there is no perfect CV, and there are no magic keywords.

But don’t send the same CV and cover letter everywhere. Tailor them slightly.

Mirror the job title if it truthfully reflects your background, build a strong core skills section, and focus on measurable results.

Use standard section titles and standard file formats.

Writing Cover Letters in Finland

And when writing cover letters in Finland or Europe, don’t use ‘Mr. Recruiter’ or ‘Mrs. Recruiter.’ Just say:

• Hello Hiring Team,
• Hi Googlers,
• or similar greetings.

Building Relationships With Recruiters

Recruiters are approachable. Ask for support, ask for advice, and stay respectful. Recruiters change companies too, and you never know where your paths will cross again.

Below you can also find a summary of some of the questions asked during the session.

As a recruiter, are you checking social networks of applicants, for example, Facebook or Instagram?

Never. I’ve never had this practice, and I haven’t heard colleagues doing it either, apart from LinkedIn.

When you have the first interview, should you prepare slides presenting projects you’ve done?

I haven’t seen this practice outside some R&D roles where it’s specifically requested. You can prepare slides for yourself if it helps you structure your thoughts, but don’t push it unless they ask.

Is it okay to postpone salary discussions until later rounds?

It’s okay, but at least give a range or a minimum expectation. Recruiters ask for a reason, not out of curiosity.

How would you react if I returned the question to you and asked for the salary range?

Totally fine. Very normal.

Is it appropriate to ask about benefits already during the first screening?

Yes, absolutely. Just don’t make it the only topic.

Are recruiters using AI tools to filter CVs before reading them manually?

All modern systems include AI suggestions, but I personally still review applications manually. Recruiters are actually afraid of missing good candidates.

What if a hiring manager asks an unstructured question?

Ask clarifying questions. As many as needed.

Is it okay to send LinkedIn connection requests to recruiters before interviews?

Yes. Very normal.

If a recruiter asks whether you’re interviewing with other companies, how should you answer?

Honestly. Transparency is best.

What’s the most common mistake candidates make?

Not preparing. Especially not researching the company.

What if an interview with a CTO or CEO gets postponed and never rescheduled?

Follow up politely with the recruiter.

How flexible are salary ranges?

It’s okay to ask for more than the listed range, just explain your reasoning.

Is it appropriate to ask how many candidates are in the process?

Yes, it’s normal.

What about calling recruiters during the contact hours listed in job posts?

That’s a very good opportunity. Just prepare specific questions.

How can people in process-driven roles show measurable impact?

Talk about process improvements, automation, documentation, efficiency improvements.