Why Do Interviewers Ask "What Makes You Different?" and "Why Should I Hire You?"

These are two very basic questions asked in interviews, and I would like suggestions from all members on why exactly they are asked. Would it be wrong to say that the competencies of an individual can't be observed in a conversation of just 10 minutes?

What Makes You Different? Why Should I Hire You?

Kindly share your views.

Regards,
Vinit Kumar
Managing Director
[Phone Number Removed For Privacy Reasons]

It was a question I thought of asking, and I did so without any reasons behind it. I am open to knowing all the reasons one wants to be hired for, relating to their expertise. Basically, a common psychological-based question thrown, without mentioning any age factor or credibility.

I really appreciate your response from the depths of my heart, but I am surprised why everyone is so defensive while reading the questions, as I exactly thought they would be while reading them. I didn't quite see your profile, but I am very sure you are very capable of what you say you are. So why not simply ask me what I am looking for?

Regards,
Vinit Kumar
Managing Director
[Phone Number Removed For Privacy Reasons]

Dear Vinit Kumar, as I saw that you were a Director of a Training and Development company, I thought I would reply to you. This is a question that is typically asked in candidate interviews. I have been asked this a few times in my career and have always responded, as I was familiar with the job and personal specifications.

Sorry for forgetting to inform you that I have shortened my name in this forum. I am the Chief Advisor of Team-PMC, and you can view my profile by clicking on "About Us" in the link below.

Have a lovely day.

From my point of view, these types of direct questions can rarely elicit genuine answers because everyone wants to show that they are the best among all candidates for the job opportunity. Common answers typically include statements like "I am dedicated to my tasks" or "I am a team player" and so on. However, we can assess the level of confidence and self-awareness in individuals, which play a crucial role in shaping their personality.

Understanding Key Interview Questions

What makes you different? Why should I hire you?

Two very vital questions that take you away from the black & white to reality and creativity. These days, one should know because one cannot take a CV at face value, as findings show that almost 65% of CVs have facts fudged. Background checks are becoming increasingly necessary to hire the right person.

This is the age of "behavior anticipatory interviews." You want to know how the person you hire is going to respond to your culture and the multifarious situations he would face in the company, industry, and marketplace. What he did in the past is a very good indicator of what he is going to repeat in the future. Given the opportunity, he may innovate and better his solution-providing abilities if he is also found to be a proactive person.

It goes without saying that the above two leading questions should be supplemented by more probing questions to delve deep into the person's past proven abilities of bringing forth solutions and being able to implement them successfully. This takes practice, a keen sense of perception, and a behavioral discerning capability to filter the truth.

So there... Ask those two questions.

Regards,
Raj

I guess the answer to such a question varies from profile to profile. For example, if a psychological question is asked to an Accounts Guy (e.g., "What makes you different?"), his response should be judged in terms of reliability and being calculative, which are required for that profile.

In the case where the question is "Why should I hire you?", he will come up with the latest trends, rules pertaining to various accounts and taxes, and expose ways of cost-effective rules to ensure his credentials.

Regards,
Arjun
[Phone Number Removed For Privacy Reasons]

I think the two basic questions you have raised are actually deceptive, and the candidate must utilize their creative power to showcase all the competencies they possess.

Understanding the First Question

The first question is generally asked because every company seeks an outstanding employee who can contribute to their full potential and utilize any unique competencies or traits they may have. However, the question should be: What do you think are your unique capabilities that the company should utilize? (rather than what makes you different).

Analyzing the Second Question

The second question is generally asked following the answers given to the first question. Every company wants star performers. But at this point, nobody knows whether the candidate is a star, marginal, or deadwood. To assess this, the question should be: "With regard to your unique capability, what do you think you can offer to the company?"

Hopefully, I have addressed your query.

Thank you,

Regards,
Anuradha
MINDSHARE HR Consultancy Private Limited

Understanding Interview Questions

Questions are quite interesting, and these questions are asked to highlight some positive points about you. This makes you different and can help you stand out as a selected candidate. A positive approach is needed with confidence.

"Why should I hire you?"

Sir/Madam, after going through the complete job description, what I found is that I am the perfect match for the kind of person you are looking for, whether it be related to experience or knowledge. This sets me apart from the other candidates who have come for the interview. Do not ask "Why me?" Just give me a chance to show you.

Regards

In my opinion, the questions framed are only formalities. The ground situation is that if a right candidate ever approaches, many times he/she is rejected merely because of not answering such questions. I personally feel that past achievements, confidence in presenting oneself, the knowledge a person has acquired, and the skill level with which they can use acquired knowledge need to be judged in interviews through direct interaction and openness.

Reference checks, formal personal questions, and tricky psychological questions have become routine, and one is expected to get routine answers only. I read somewhere that innovations never come with the best practices but the next practices.

Thanks,
Bijay

I appreciate the time you took to respond. Kindly keep posting. Thank you all so much!

Regards,
Vinit Kumar
Managing Director
New Wave Training & Development Pvt. Ltd.

Interview Questions: What Makes You Different?

1. What makes you different? If you don't hire me, you will never know.

Why Should I Hire You?

2. Why should I hire you? You should hire me because I will make a difference in your organization.

Regards

Understanding Interview Questions: What Makes You Different and Why Should I Hire You?

Both questions are interlinked, especially when considering the position you are applying for. You need to focus on your strengths and explain how you are suitable for the position you are interviewing for by illustrating examples related to it.

Hope this information will be useful for you.

Regards,
Derek Gomes

What Makes You Different?

What makes you different? My selection in your company will make me different. Until that time, I am one of the many who want to succeed like others.

Why Should I Hire You?

Why should I hire you? I don't know why you should hire me, but I know why I should be selected. Then you can discuss your experience and skills if they fit the required job specifications.

Just provide modest answers rather than being defensive and boasting about yourself.

Regards.

Why Should I Hire You?

By now, you can see how critical it is to apply the overall strategy of uncovering the employer's needs before you answer questions. If you know the employer's greatest needs and desires, this question will give you a big leg up over other candidates because you will provide better reasons for hiring you than anyone else is likely to—reasons tied directly to their needs.

Whether your interviewer asks you this question explicitly or not, it is the most important question of your interview because they must answer this question favorably in their own mind before you will be hired. So help them out! Walk through each of the position's requirements as you understand them, and follow each with a reason why you meet that requirement so well.

It appears that you have edited your first message after our discussions in this thread and added the first few lines. Now, the question raised is different from what you raised at the outset.

Assessing Competencies in Interviews

It is not possible to assess an individual's competencies within 10 minutes. Such questions are asked to assess how confident a person is about what is stated in his/her application for the job and the resume sent. In these days, when there are resume writing services and guidelines for writing impressive resumes, many applicants exaggerate their capabilities. Also, many do not do their homework: study the job requirements, organization's culture, needs, etc. By asking such questions, the companies hope to shortlist candidates for further consideration.

Regards