What sabri says is so true about the way you answer questions. I have recently been involved in trying to hire a controls engineer and one of the more important things I do is look for someone to say I don't know. I introduce myself at the start of a phone interview and let people know I am a controls engineer and I work on our systems, i.e. I am a technical person, not an HR person who has a list of questions.
Then the interview starts. Every few questions, I hit the candidate with a very technical question. I have a list of about 40 questions that I doubt tere are many people who would know all of the answers off the top of their head. Usually something very specific to our system. I expect the person to not be able to answer the question unless they have very strong experience with the same kind of system as we have. The answer I am looking for is something like:
I haven't worked on that, but I am confident that I could learn how that works.
It has been a long time since working on that. I remember this *insert simple, short explanation*, but know that if I looked it up in this reference text or googled it, it would come back to me.
That would usually lead to a follow up question about something that they learned about to reinforce that they feel they could learn it.
I had several candidates attempt to make up an answer and snow me. A few follow up questions and they usually figure out I know about it and they can't snow me. Usually it is too late though. I will give them a couple of chances with very difficult questions like this, but if they don't figure it out quickly and figure out the be honest piece, no chance I want to hire them.
If they have an advanced degree and apply for the jobs I am looking to fill, they don't even get interviewed because I know we won't be able to meet their salary and/or they will look to leave too quickly and I am looking for longer term candidates. I don't want to hire and train every 2-3 years.