These are 2 very basic questions asked in interviews and would want suggestions from all members on why exactly they are asked. Would it be wrong to say that 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.
With Regards,
Vinit Kumar
Managing Director
+91-9310-3711-17
From India, Delhi
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8What makes you different? Why should I hire you?
Kindly share your views.
With Regards,
Vinit Kumar
Managing Director
+91-9310-3711-17
From India, Delhi
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I am sure you really are not interested in hiring a 70+ old person. What makes me different can be seen from my profile by clicking on the link in my signature.
Without knowing the post/position you will be considering me for, it is not possible for anyone to say why you should hire me. May we please know why you have posed those questions without giving enough details.
From United Kingdom
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Without knowing the post/position you will be considering me for, it is not possible for anyone to say why you should hire me. May we please know why you have posed those questions without giving enough details.
From United Kingdom
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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?
With Regards,
Vinit Kumar
Managing Director
+91-9310-3711-17
From India, Delhi
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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?
With Regards,
Vinit Kumar
Managing Director
+91-9310-3711-17
From India, Delhi
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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 United Kingdom
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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 United Kingdom
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The answers to your questions are:
I am different because each person is unique, and so am I. Just as every person knows that they are different, I also know that I am different.
As for why you should hire me, it is because you need me to do what I have to do once I join your company.
Regards
From India, Delhi
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I am different because each person is unique, and so am I. Just as every person knows that they are different, I also know that I am different.
As for why you should hire me, it is because you need me to do what I have to do once I join your company.
Regards
From India, Delhi
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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.
From India, Jaipur
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From India, Jaipur
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Dear Vinit Kumar:
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, for the finding shows that almost 65% of the 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 whom you hire is going to respond to your culture and multifarious situations that he would face in the company, industry, and at the marketplace. So 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 and a keen sense of perception and a behavioral discerning capability to filter the truth.
So there... Ask those two questions.
Raj
From India, Surat
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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, for the finding shows that almost 65% of the 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 whom you hire is going to respond to your culture and multifarious situations that he would face in the company, industry, and at the marketplace. So 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 and a keen sense of perception and a behavioral discerning capability to filter the truth.
So there... Ask those two questions.
Raj
From India, Surat
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Dear Mr. Vineet,
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
9224408539
From India, Mumbai
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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
9224408539
From India, Mumbai
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Dear Mr. Vineet,
I think the two basic questions you have raised are actually deceptive, and the candidate must utilize his creative power to showcase all the competencies he/she possesses.
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).
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,
Anuradha
MINDSHARE HR Consultancy Private Limited
From India, Delhi
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I think the two basic questions you have raised are actually deceptive, and the candidate must utilize his creative power to showcase all the competencies he/she possesses.
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).
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,
Anuradha
MINDSHARE HR Consultancy Private Limited
From India, Delhi
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Questions are quite interesting, and these questions are asked to know 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.
From India, Kanpur
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"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.
From India, Kanpur
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