How to answer why should we hire you (according to experts)

How to answer why should we hire you (according to experts)How to answer why should we hire you (according to experts)If youve followed along with our past blog posts, youll notice that weve posted a bunch of useful roundups of einstellungsgesprch questions that are incredibly helpful for anyone whos in the middle of their job search from40 example einstellungsgesprch questionsmost hiring managers wantyouto askthem, additional interviewquestions that you definitely should be asking when youre being interviewed(but most people arent),questions to ask about company culture,questions to ask your future boss, and even reallyweird and unusual interview questions that companies have actually asked(part 1andpart 2).This time we wanted to directly tackleone of, by far, the most popular interview questions that commonly pops up and provide a guide on how you should be answering it. That question isWhy should we hire you?To be fair, this question isnt ALWAYS asked.Every company has its own un ique interview process that may or may not include multiple interviewers, very general or very specific interview questions, expected or unexpected questions, a lot of time out of your day or very little.But rest assured that even if a company doesnt end up literally asking why should we hire you,they are still expecting you to resolve that question for them in their minds by the end of the interview.To help you know what to say / what to do when you get hit with the why should we hire you question, here are 18 company representatives who have a LOT of knowledge about interviewing (from the company perspective) sharing their thoughts on how you should be responding based on what they or their companies actually want to hearHow to answer why should we hire you? according to the interviewers who are asking itAs a recruiter, I spend a significant part of my day chatting withprospective employees, and I receive a wide array of colorful, unique, andinteresting answers. The question, Why should I hire you, is a loadedone, and with it, youll get a loaded answer. Most of the answers thatfollow sound something like, Im a hardworking person who enjoys achallenging and rewarding work environment where I can develop my strengthsand weaknesses. I truly believe I can be an asset to your gruppe. However,its important to make sure that this answer doesnt sound rehearsed tryto bring something different and more personal to the table here.As a recruiter, its refreshing to hear something like, Im veryinterested in expanding my knowledge and being part of an awesome team.Helping companies develop and moving things in the right direction hasalways been a passion of mine. I bring a smile, motivation, and positiveenergy everywhere I go, and the workplace is no exception. Youll find meready to get my hands dirty and happy to start something new and exciting.Nailed it.Questions that provide the interviewee a break from the standards aboutprofessional and academic experience will give you insight into why youshould or shouldnt hire them before you even ask. What are you passionateabout and What is it that motivates you in your personal life are greatways to break the ice and learn something unique about the person on theother end of the interview. If you ask the right questions during theinterview, you dont need to ask the heavy, Why should I hire you?, andyoull already know whether or not theyll be a great fit.- Dave Lopes, Director of Recruiting atBadger MapsAs a hiring manager, my intention is to get to know if the candidate is a great fit to the job or not. By this, Id like to know his previous achievements in the domain and check whether he has the right skills required to perform the job excellently. From his answers, well also get to know if he has got the right aptitude attitude to work with the team or not, if hes open to criticism learning or not which would help us assess the candidates capability for the job. What I or any other hiring manager wou ldnt want to know is the entire history personal information of the candidate that which wouldnt make any sense to the job hes applied for.- Ujwal Surampalli, Chief Talent Acquisition ofInterview BuddyI want to hear why your skill set, personality and the special magic you bring will make such a material difference for my company. Demonstrate that you understand the problem this ort solves and why you are such a good fit. What isnt helpful and is a pretty big turn-off to me is when candidates say my experience. That is a pretty vague answer and does not reflect the depth of what you bring to the table. You need to be able to vocalize what your past taught you and how you are going to apply that to this job you are applying to.- Cory Bowline, Director of Marketing atRed CanaryAs a hiring manager Ive used the question Why should I hire you? as a way to see whether the candidate gets uncomfortable bragging about themselves while attempting to make it seem like they are not bragging . Some candidates squirm throughout the response, and others are overly confident. It seems most responses result in a list of top attributes the candidate thinks are appropriate for the role linked with personal experience to back up the listed attributes. The response aims to give the impression that I have done this before, have been successful at it, and therefore I will be successful at your company too. This type of answer is expected by the interviewer and can be very strong if articulated succinctly.A stronger response goes beyond this by getting the interviewer thinking The candidates response welches relevant but really funny or This candidate really connects with the companys philosophical approach or This response has opened my imagination on what is possible with this candidate in the future. How do you get the interviewer thinking these things? That part is up to you. But if you succeed, youll certainly stand out.- Brandon Woolf, People Operations forMXMy hands down favorite answer is This is my dream job. Were looking for job candidates who have a passion for the work we do. They arent just looking for a job, theyre looking to take further steps in the career of their dreams.- Danica Kombol, CEO ofEverywhere AgencyIf anyone was to ask what are the top three more challenging questions to answer during an interview, why should I hire you? will be on that short list, along with what do you consider your strengths? And what do you consider your weaknesses? Not because its a question interviewees dont expect to be asked, but because they are often not confident or clear about who they are and what they bring to the table that would be of value to the company. With that in mind no two individuals will have the exact same approach to answering that question however, there are three suggestions offered below on an approach to take when you are in the hot seat1. Reiterate the specific skills and knowledge you have that directly correlates with the res ponsibility of the position2. Offer a scenario of how if those skills can be applied and how they directly offer solution to a problem or challenge shared during the interview discussion3. Communicate an innovative approach to creating a greater efficiency that can save the company time and moneyIncorporating those three components, positions the candidate for greater success in making a belastunging impression upon the interviewer to take notice and consider filling the position with you.- Delmar Johnson, HR Consultant Why should I hire you? maynever be directly asked in our companys interviews, but its always implied. You are telling us why weshould hire you as soon as you walk into our office. I want to seeengagement in your demeanor, I want you to ask questions about our companyand our work, demonstrate that curiosity and uniqueness that was the reasonbehind calling you in for an interview in the first place.If I ask a candidate why I should hire them directly they should tell methey are willing to put in the work, are excited about our business model,and want to continue to grow in their role.You might look awesome on paper, but if you cant express those qualitiesin-person, with your attitude and your actions, its not going to work out.- Tiffany Ewigleben, Director of Content Strategy Growth atBeckett IndustriesAs a CTO in the near past and an advisor on recruitment of IT personnel at present, when recruiting I want to know that the candidate is truly into what the company does, is capable of getting the work done, and can work well with the rest of the team.I believe that, as a candidate, your chances are much higher if you did your research on the company and the position, and can explain how your previous experience or personal skills can benefit the company.I dont like asking candidates Why Should I Hire You?, but if I did, an answer that would get my attention could be Although I have no experience in development and I only just finished a develop ment course, I am keen to learn and dedicate my time and effort to become a great developer in the shortest time possible. I am hard working, fast learning and super motivated, and from volunteering as a firefighter I know that I can work under pressure in very complex situations. Of course that to be a firefighter you also have to be a team player and know how accept authority. I read about your company and I think your idea of creating apps for zoo animals is great I too always thought the animals there looked bored. So, going back to your question, you should hire me because I dont see this as a job, but as an opportunity to change the lives of millions of zoo animals worldwide, and I will do anything I can do to make this project a success.- Oliver Kraus,Owner and Technology Consultant atRocket SurgeonI look for an answer that appears to be genuine. Not a canned response. IfI suspect the response is canned I keep asking why else, Until I get agenuine response.The most genuine response I ever got was because if you dont hire me Iwill be evicted because I am so far behind on my rent.However, what I do also expect is for the candidate to toot their own horn.This is a time for them to tell me how great they are without bragging.- Jeff Riyasat, President ofI.T. RevivePrior to becoming a management professor, for more than a decade Iwas an operations manager who interviewed, hired and trained severalhundred employees.Employers are generally looking for the best fit that they can find afterconsidering the characteristics of the candidate, the job, the work team,and the organizations overall mission, philosophy, culture - and thecustomers it seeks to serve. In essence, they are trying to complete anorganizational jigsaw puzzle, and theres a missing piece that must befound. However, only certain pieces will fit properly.So when asked, Why should we hire *you?*, potential employers want toknow what *YOU* can deliver (in terms of education, experience, skills,abi lities, talents, interests, attitudes, or aspirations) that mightuniquely match their specific requirements for the position underconsideration. Since this question is often posed toward the end of aface-to-face interview, throughout the hiring process, learn as much aspossible about the company (and its culture), its industry, its customers,your potential colleagues, and the specific requirements of the job. (Acompanys website is often a good starting point, and a significant amountof background reading and research should be done to prepare yourself forthe actual interview process.) With that knowledge, you can convince anemployer that you can truly fulfill its needs. Remember the employer istrying to solve a problem so you need to be perceived as the *solution*- Timothy G. Wiedman, D.B.A., Former Associate Prof. of Management Human Resources of Doane UniversityWhen a recruiter asks this question, its really the break it or make itmoment. A good answer will likely secure your pla ce among the most likelycandidates a weak answer will earn you a polite automated message.What makes a response a good, strong one? Confidence without boasting Show of how the candidate will be an *asset* to the firm Including a brief personal example of success Tailoring the answer in such a way as to show intimate knowledge ofthe brand. For instance, my PR firms slogan is Championing the Underdogssince 2006. So some mention of experience working with smaller clients andstartups, or what they can do to turn small fries into big kahunas isalways a plus.- Alexis Chateau, Founder and Managing freund atAlexis Chateau PRWhen asking this question, the perfect candidate would give me a response that really shows how they are going to match the position and meet the requirements. They would have done their research prior to our meeting to really show they are knowledgeable about what we do. However, given that they have done their research, it is important that the perfect candidate does not come across as too cocky. Its okay for the candidate to ask me for clarification on certain points so they are better able to answer the question (just as long as they are not reliant on me giving clarification).- Eric Bowen, Digital Marketing Coordinator atBroadbandSearchI want to hear a brief summary of themselves and their experiences,highlight their abilities that are related to the job. I also want to see ifthey did their homework, researched my company, being well prepared. Keepingthe answers concise, matching their qualifications to the job listing, witha blend of uniqueness.- Vu Tong,Project Manager atCocowebWhen an employer asks this question, they want to be sold. Every candidateshould have an answer to the question before the interview, but should alsobe quick enough to revise the answer, based on information you were givenduring the interview.Everyone has something that makes them unique and sets them apart fromothers. Its a candidates job to know what this unique trait is, and be ableto sell it during an interview. For example, a recent client was preparingwith me before an interview with a large, international investment firm. Hewas having trouble coming up with an answer to this particular question.After talking with him and asking a lot of questions, I learned that hespoke seven languages and has traveled to 22 countries. Being multi-lingualand deeply familiar with other customs and cultures not only was very uniquefrom every other candidate, but it was very attractive to a company whodeals with the global economy. That was his hook. The company loved it andafter two more interviews, he was offered the job.Sure, not everyone has something as big as seven languages under their belt,but you still have something. Maybe its an unusual job in your careerhistory that exposed you to a different clientele or required unusualskills. Capitalize on that Even if your answer is a little odd, its betterthan no answer.- Lauren Milligan, Career Advancem ent Coach, CEO Founder ofResuMAYDAYIn response to Why Should I Hire You?, there are no magic words that I orthe interviewers I coach expect, but instead we are always pleased when thecandidates reply expresses that*That they have researched and love the history and the culture of thecompany they are applying to.*Lots of people dont go past the company anthroponym and position. Thats reallydisheartening for a recruiter. When employees say that they would be agood fit, thats just talk. When they explain WHY they would be a good fit,revealing knowledge of the company, thats a winner.- Luis Magalhes, Remote Executive Coach atDistant JobYou should try and project yourself as a good match for your jobprofile and the company. You need to articulate the value that you willbring to the job and to your team/company. For example, if youreinterviewing for a Financial Analyst role, talk about your expertise andknowledge of tools/databases that would make you a better-skilled candidateand you w ould be able to hit the road with minimum training. Also, talkabout the additional skills that you can bring to the table. For example,if you are good with soft skills and communication, you can talk about howyou can also train other people in the team.- Sumit Bansal, Founder ofProductivity SpotWhen I ask a job candidate Why Should I Hire You?, I want to hear themexpress how they would be an asset to the company by referring to past,tangible experiences and accomplishments, rather than only usingthe standard, overused interview words (as I like to call them) todescribe themselves such as hard-working, self-motivated,and team-player, etc. These attributes are important and should bepointed out however, employers hear this from almost every candidate, andits frankly ones own, biased opinion of oneself. Its important for thecandidate to follow this up with real examples. This is a key opportunityfor the candidate to separate him or herself from other candidates andstand out.Also, when answering this question, I like to hear the candidateincorporate their potential role with the company into their answer. Thisshows me A) theyve done their homework on the company, B) theywere genuinely paying attention during the interview, and/or C) theyreaware of the importance of how they specifically can benefit the company,and not just how the company can benefit them.- Cory Collins, President/CEO ofAmple Opportunity, IncI just interviewed several good candidates ended up with two people to choose from. I could have gone either way on them so I asked the last one why I should chose them. I told her this is her opportunity to tell me why choosing her over someone else is the best decision and made it clear that I had two equally qualified candidates.I was hoping to see a little fire in her belly, a little fight for the position and instead she gave an underwhelming answer lacking any passion. If she would have raised her voice the slightest bit and spoken in a confident tone when she explained why I should hire her, I would have hired her on the spot. I find that people obsess more about what they say than how they say it. How candidates speak sways me far more than what they are saying. When they speak with confidence at just the right volume and show passion when appropriate, I begin to believe in them regardless of the words they use.- Emily LaRusch, CEO Founder ofBack geschftszimmer BettiesLinda Le Phan is the Senior Content Marketing Manager atkununu US, a place where job seekers can get an authentic view of life at a company and where employers have a trusted platform to better engage talent. When shes not creating content about the modern workplace, company culture, and life work hacks, she is probably going out to get an iced coffee (even in Boston winter), raiding the snack drawer, or jamming to kununus Spotify playlist.This article first appeared on Kununu.