Why ask candidates “Why should we hire you?”

The “Why should we hire you for this position?” question and its many variations are common in many interviews.

Asking candidates “Why should we hire you?” allows them to articulate their unique qualifications, skills and experiences that potentially make them a good fit for the role. This question provides insight into how candidates perceive their value, their understanding of the job requirements and their ability to communicate their strengths effectively.

It also helps assess their enthusiasm for the position and their confidence in their ability to contribute to the organization’s success.

What makes a good response?

A good response to this question is clear, confident and relevant to the specific role you’re hiring for. Candidates should also demonstrate an understanding of the company’s needs and explain how they can contribute to its success. A strong response reflects self-awareness and enthusiasm, while showing the candidate’s value beyond just meeting the basic qualifications.

Example of a strong answer:

“You should hire me because I bring a unique combination of skills and experience that directly aligns with your needs. I have over five years of experience in project management, where I successfully led five cross-functional teams, consistently delivering results ahead of schedule. My ability to adapt quickly to new challenges and strong communication skills have allowed me to build relationships with clients and colleagues. I’m excited about the opportunity to contribute to your team and help drive the innovative projects your company is known for.”

Potential red flags in candidate answers

While certain answers may raise concerns, it’s important to remember that not all potential red flags are definitive warning signs.

Potential red flags in candidate answers may include vague responses with a lack of specific examples or quantifiable achievements, which may suggest inexperience or lack of preparation. Overly generic answers that aren’t tailored to the role or company could also potentially indicate a lack of genuine interest.

Preparing to evaluate responses for the “Why should we hire you?” interview question

To properly evaluate the response to this common question, it’s helpful to prepare by familiarizing yourself with the requirements of the job you’re filling and determining what criteria you’re looking for.

Know the role requirements

Before the interview, take an in-depth look at the description of the role you need to fill and what qualifications you want to see in a quality candidate. Identify specific skills and experiences they need.

Set evaluation benchmarks

If you’re conducting several interviews, it’s important to have a framework for evaluating candidates’ responses to the “Why should we hire you?” interview question.

By having a clear understanding of what makes a strong response, you can make the selection process more efficient. To do this, create a scoring system or rubric that lets you create an objective evaluation of each candidate’s performance.

Key elements of a strong “Why should we hire you?” response

When creating a framework for evaluating candidates’ answers, there are several key components to look for. The candidate should be able to sum up their qualifications for the role and explain how they could contribute to company culture and play a part in helping your business meet its goals.

Relevance to the role

In their answer, a candidate should be able to show why they qualify for the role you’re filling. Depending on their prior education and work experience, they may be able to outline how they’ve acquired the knowledge and skills necessary for the job.

Alternatively, if they’re new to the industry, they should be able to explain how their prior experience in other fields makes them uniquely qualified to handle day-to-day tasks and responsibilities.

Evidence-based claims

Listen for concrete examples and achievements. For example, someone seeking a management position should be able to explain how past experience in leading a team has equipped them with the tools they need for the role. In technical fields, applicants should be able to point to certifications or on-the-job training they’ve received to handle projects effectively.

Culture add

Your company’s culture influences everything from interpersonal workplace dynamics to its goals and overall vision. A qualified candidate’s personal values and skills should align with this culture to ensure a smooth onboarding process and long-term engagement and productivity. Look for responses that demonstrate that the candidate may add to your company’s culture.

Strategies for evaluating “Why should we hire you for this position?” answers

To ensure a productive hiring process, you want to have documented interview feedback that’s clear and easy to understand by team members who weren’t there for the interview. Creating an interview evaluation plays a vital role in helping you find the right hire for a job.

Ask follow-up questions

Seek more information on a candidate’s claims or vague statements by asking follow-up questions. For example, asking, “Can you elaborate on how you achieved that result?” can give you more understanding of their leadership style, work ethic or creativity in problem-solving.

Use the STAR framework

A STAR interview format can help you get to know a prospective employee better and evaluate their answer to, “Why should we hire you for this position?” This basic format consists of:

• Situation. The candidate should be able to describe a situation that shows how they’re qualified for the role. For example, “While working at Fathom Digital, I was responsible for managing a team of five people on a critical project with a tight deadline.”

• Task. The candidate should be able to explain the tasks they have experience with, emphasizing the specific responsibilities they had.

• Action. The candidate should be able to outline the actions they took that made them successful, highlighting their skills and competencies.

• Result. The candidate should be able to point to a history of strong, consistent results and demonstrate why this shows the benefit they would bring to your company.

Cross-check with resume and application

Be sure the candidate’s claims and experience they describe match the details and credentials on their resume and job application. If you notice any discrepancies, ask for clarification.