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Why Do We Have to Hire You Interview Question

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"Why do we have to hire you?"

A question that is often asked during a job interview, but also a question that is often answered poorly. Common answers are:

"You should hire me because I'm a real team player"
"Because I need money"
"Because I'm a hard worker"

We can tell you in advance that these are not the answers we want to hear as a recruiter. The answer to the question must be what sets you apart from the rest. The above answers don't do that. At least not enough.

The answer to the question determines the outcome of the interview and therefore makes the difference between whether or not a job. This is the time to sell yourself to your future employer! So do that too.

Preparation

Anyone who has somewhat prepared themselves for a job interview has, if all goes well, thought about an answer to the question "why should we hire you?" Your CV fits perfectly with the job requirements and you've the required experience and skills. You have knowledge of the products and / or services that the company offers. You are the ideal person for this position.

Great... You have enough information to give a good answer to this important question.

But nothing is less true!

Everyone who is invited for a job interview has already passed the first round. This means that all candidates, your competitors, meet the job requirements and have the necessary experience and skills. So you've to find something else to distinguish yourself, but what?

To be able to give the ultimate answer to the question you must first know why the question is asked.

Why do recruiters ask this question?

The job of the recruiter is to find the best person for the vacant position. Recruiters often have the choice of several suitable candidates. Specially now that competition on the labor market is high (and will increase even further until 2024 ). So there is a good chance that the winning candidate will score better than average and offer many extras in addition to the standard job requirements.

For a recruiter it's very important that the candidate he / she chooses performs well for the period that they have in mind. A recruiter is judged on that.

When they ask the question "Why should we hire you?", They want you to give a strong answer. They want you to stand out from the rest. They want you to give an answer that assures them that you're the right candidate.

But how do you do that?

The ultimate answer

Unfortunately, the ultimate answer to the question "Why should we hire you?" Is not a bite-sized sentence that you can always use. Every company, every position and every vacancy is different. That means that the answer to the question can never be the same and that unfortunately we can't answer the question for you. You will have to provide your own answer to the question, but we can help you with that.

The ultimate answer to the question consists of two parts:

- The part in which you distinguish yourself from others
- The part in which you make a link between the points mentioned in part 1 and the position you're applying for.

What sets you apart from others?

It generally makes no sense to fall back on your relevant education, skills and work experience.

Okay, this can sometimes be enough. For example when you're a job seeker in a niche market or when there are few candidates. In this article, however, we focus on the larger public that is struggling with strong competition on the labor market.

Well. It's therefore the task to distinguish yourself on... Yes, what exactly? Something that is not a job requirement?

Good news, distinguishing yourself is the easiest thing there is. You do that all your life, consciously or unconsciously. From birth you perform better on certain points than others and vice versa. Often you're not aware of this, because it's automatic. It's something that you take for granted. Something that is difficult for other people and easy for you.

Link to the function

After recognizing and acknowledging your talent, we must link it to the position you're applying for and the associated activities. This is often a lot less difficult than the first part, because your talents and natural motives have already pushed you in a certain direction.

During your life you may have consciously or unconsciously made certain study or career choices that tie in with what makes your heart beat faster. Subjects that you were good at or that you liked have determined the continuation of your education. Courses and certificates obtained not only show what you can do, but also what you're interested in.

So it will often be (and should always be!) That your talent matches the position you're applying for. The only thing you still have to do is articulate your (unique) added value.

One thing is certain: your environment benefits from your talent. It's something that excels in you. Whether it's your unprecedentedly good calculation capacity, creativity or stress resistance, it can always be linked to specific job requirements.

A good way to link talents to work is through the STAR method. By thinking about practical examples in which you've performed well, you can find out for yourself why you performed well, why you liked it (or not) and what the result of your actions was. Try using the STAR method to answer the question: what are you going to add to the company based on your talent?

By putting on paper for yourself what your talents are and how this talent meets the job requirements, you've a strong answer to the question "Why should we hire you?". We know that answering the question can be difficult, but we spend enough time and effort on it. The answer determines the outcome of the interview.

Remember that the recruiter must find a sustainable match. When you can talk passionately about something that you've liked to do all your life, what you're good at, what you can do better than other applicants and why that is relevant to them, you've given an answer that the recruiter is only too happy to want to hear.

People who use their talent are happier. They are more motivated and therefore more productive. Their energetic appearance has a positive effect on other people in the workplace. They are satisfied with their work and will therefore leave less quickly.

Why would a recruiter not accept such a candidate?

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