When prepping candidates to answer “Why should we hire you?”, focus on helping them align their skills and experiences with the company’s needs. This question isn’t about impressing with a laundry list of accomplishments, but about showing how they’ll contribute to the employer’s success.
Start by directing your candidates to not talk themselves out of a job. Their answer should be concise, direct, and practiced before their interview. Make sure your candidates do their research. Encourage them to study the job description, prioritize required and preferred skills, and connect those to their background.
Research is important, as is your help. They’ll need to know the company’s goals and needs, and the ability to talk fluently about how their background and experiences could help. AI is their friend in this situation, and you can add extra value by building them a GPT to assist with this process. Don’t forget to have them review the company’s values and culture, making sure they’re able to articulate how they fit both the role and the team.
A great response emphasizes relevant experience, unique skills, and cultural alignment. Candidates should move beyond generic claims like, “I’m a great communicator,” by offering specific examples: “In my current role, I’ve led cross-functional teams to deliver projects ahead of deadlines, boosting efficiency by 15%.” Encourage them to share how they can immediately contribute to the company’s goals and how their past successes align with the employer’s challenges.
Structure is key to keeping their answer concise and impactful. Suggest they focus on three core points: (1) relevant skills and accomplishments, (2) their cultural fit, and (3) their enthusiasm for the role.
For example: “Your focus on customer-centric innovation excites me. At my last company, I developed CRM strategies that improved customer retention by 25%, and I’d love to bring that same focus to your team.”
Finally, remind candidates to practice their responses aloud to ensure clarity and confidence. A polished, tailored answer can be the key to leaving a lasting impression. They might push back, but if they’re interested in your opportunity, they should be willing to invest the time to make a great first impression. That impression starts with the answer to this almost always-asked question.
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Tricia Tamkin, headhunter, advisor, coach, and gladiator. Tricia has spoken at over 50 recruiting events, been quoted in multiple national publications, and her name is often dropped in groups as the solution to any recruiters’ challenges. She brings over 30 years of deep recruiting experience and offers counsel in a way which is perspective changing and entertaining.
