Some of the classic interview questions are tricky, disarming, and often tricky. The question “why should we hire you?” is apparently harmless but can be seriously problematic if you do not know how to answer or are not adequately prepared psychologically. During the interview, the feeling of displacement, combined with the embarrassment and fear of not being able to articulate a meaningful sentence, could be decisive. It is a double-edged sword but if used in your favor, it really makes a difference.
It represents an opportunity to “sell” yourself and present yourself in the best possible light in front of the recruiter: an opportunity not to be missed, despite the performance anxiety it entails. At the same time, if you formulate the wrong answer there is the risk of compromising all your efforts, destroying your career goals.
So what do you have to do to get the most out of it? What should be said when asked, “Why should we hire you?”.
So why should we hire you?
Let’s play a game. Imagine making a job change and being the recruiter in front of the candidate. You interview him and finally come to ask the frightening question: “why should we hire you?”. The possible scenarios are different:
- “I’m looking for a company that needs to be able to grow and make a career”.
- “I am looking for a new reality where I can put to good use what I have learned so far”.
- “I like this job and I know I’m the right person to fill this role”.
- “Why I applied for the ad”.
Now the question to be given priority is another: which of these answers would you like to hear? If you were the one to choose, would you prefer to focus on the skills acquired, on the efficiency possibilities that the candidate would be able to pour into the company, or would you prefer a person who appears more interested in receiving and obtaining skills?
There is no right answer. Claiming to want to learn is not enough to convince a company to hire. Certainly being curious and wanting to grow professionally are good qualities, even being willing to train according to the needs of the employer, but they are not the first things to highlight.
The best choice is to transfer one of the most unquestionable values for a company: the will to do. So, before even thinking about what the optimal formulation is, focus on the importance of choosing the job indeed, that job. Not all jobs do for us and risking not being credible is much easier than you think. Lying about yourself to get there is also not advisable.
What should be done is to decide what should be highlighted and what should not be highlighted.
So how do you prepare an answer that will satisfy the recruiter? Here is some food for thought:
When you turn your shortcomings into strengths or areas for improvement, you need to turn your goals into reasons why the company should hire you.
Make it clear what benefits your skills can bring to the company, what is your added value: coming from the same sector, experience in a certain process, the possibility of bringing a new point of view from a different field.
Here are some practical advice examples:
- Highlighting uniqueness. You need to tell something different than the others and stand out for some characteristic.
- Be confident. If you believe you are a valid element, beyond the average, even the interviewer will be convinced.
- Personalize the experience. We must be remembered. Past successes can make your profile more attractive to the company.
- The sin of a pinch of ostentation, without ever exceeding the limit. Humility must always overcome any presumption.
Here is what to avoid in order not to run into nonsense:
- Overdoing. Those who usually deal with personnel selection immediately recognize this type of stratagem and immediately penalize them.
- List curriculum highlights. Most likely it has already been read: this is an opportunity to say something new.
- Answer too quickly to move on to the next question. One gives the impression of not having enough to say or of being insecure. Exhaustion and thoughtfulness win.
- Put on airs. It is very common and also very annoying. There is also the risk of being subjected to continuous tests to confirm what has been said about oneself.
Now you just have to experiment in front of a mirror and go for action!