What interviewers really want to know
W e checked with employment experts to find out what they’re hoping to hear when they ask the all-important question, “So, tell me about yourself.” Here’s what they had to say:
“Recruiters are inviting you to tell the story of you. They hope to be intrigued, enchanted and solidly impressed — within about 90 seconds, max. Briefly mention your personal and professional background but don’t waste time reciting what’s on your resume. As soon as possible, launch into what’s really important — your dazzling array of killer attributes, whatever they may be. Wow them with perceivable enthusiasm.” -Denise M. Dudley, founder, SkillPath Seminars, Los Angeles
“I don’t want a candidate to hit the highlights of their resume — I’ve already seen it. Instead, candidates should take the opportunity to show me they’ve done their homework about the company and articulate exactly why they’re the right candidate. It’s OK to be yourself and include personal tidbits, just make sure you’re telling me how you are a perfect fit for our work environment while you’re doing it.” -Mike Bush, managing director, Fusion Public Relations, Los Angeles
“A good approach is to keep everything focused on the job opening. A little about your past and what you’re currently doing will show how you are qualified and a little about what you’d like to do will show your motivation. Add a pinch of personal to help build a connection but avoid giving information that recruiters aren’t supposed to ask about, such as marital status, kids or religious affiliations. Leave out any drama, such as taking care of an ailing parent. Instead, talk about your charitable involvements or sports activities.” -Nicole Cox, chief recruitment officer, Decision Toolbox, Irvine
“I look for the candidate to articulate a personal and professional story that they can deliver in a concise fashion. A memorable one was when an emerging leader stated that he grew up in a global and cross-cultural environment where haggling was so ingrained in their DNA that it paved the way for them to become a procurement professional. The candidate explained how his strong negotiating skills have enabled him to help companies save a lot of money. I then followed up and asked for a specific personal negotiating success story and he knocked it out of the park.” -Naseem Malik, managing partner, MRA Global, Arlington Heights, Ill.
“A recruiter wants to know that you’re competent, that you can achieve results, that you can learn new skills quickly and meet the organization’s goals. They want to know that you are likable and that you have great interpersonal skills that are transferable to every level of an organization. Recruiters want to know that you are flexible, that it’s not about the clock but about the good work you will do regardless of time because you can be relied upon because you have integrity and because you’re willing to do what it takes to solve a problem or help the team. Keep these things in mind: I am competent, likable, flexible and can be relied upon. Everything else ladders up to those key traits.”
-Alicia Kirkby, chief human resource officer, Eric Mower + Associates, Syracuse, N.Y.
“I’m looking for three things. First, can a person engage in small talk? As an owner/operator of a PR firm, that’s an important skill. Secondly, I’m looking to see if this sounds scripted or organic. Nearly everybody has thought about this question but do you need a set of notes to read from or is this just a natural conversation? Lastly, I’m looking for a storyteller. In my line of work, that’s what we do.” -Scott Willyerd, president, Dick Jones Communications, Pittsburgh
“No executive wants to hire a lifeless worker-bot with no passion for anything other than sitting on the couch. Whether you’re a DJ on the weekend or have some crazy side hustle, give them a view that you’re not boring because no one wants to work with boring.” -James Philip, founder, JMJ Phillip Holdings, Detroit
“It’s important to demonstrate personal characteristics that would not be found on a resume and focus on how these personal milestones shaped their career. Candidates should keep in mind that while it’s important to share personal stories and anecdotes, they should choose the experiences wisely. Picking stories that are closely related to the intended expectations of the new role is a must.” -Oliver Coole, executive director, Selby Jennings, Chicago
“I want to hear enthusiasm, excitement for the position and that the candidate knows, before I do why this is a great fit for both parties. Candidates are smart to determine what they are currently doing or have done that relates to the position. What are those three to five experiences that are important to the job and qualifies them to get the position. What are those three to five strengths that will help them hit the ground running with regard to experience, traits, skills and so forth. You are telling the interviewer, in a relatively brief statement, that you have the skills, abilities and talents to do the job they are offering.”
-Kathleen I. Powell, associate vice president for career development, College of William & Mary, Williamsburg, Va.
“Share info that is directly related to your professional skills and the opportunity. In my opinion, the most important thing is to know when to stop talking. Too often candidates will want to ramble on about everything and they never get to their skills. You may be an amazing international tax accountant who’s worked on complex engagements but if you don’t open with that and you open with ‘I like to collect postcards from Europe,’ well, then game over.”
-John Nykolaiszyn, director, Career Management Services, Florida International University, Miami