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Why Should I Hire You? 5 Awesome Answers

Jacqueline Walker

When I determine that it’s time to look for a new position, I ensure my resume is professional in appearance, posted on all the key job boards, and tagged with qualifiers to target viewing from recruiters looking for new talent in the areas or functions I am interested in pursuing.

Of course, I am always ready to interview at a moment’s notice, in person, via phone, via Skype or any other method. But, when I considered the question, “Why should I hire you?” I had to do some thinking. My resume can sell me, but I wondered how well I could sell myself to talent recruiters?  

I realized this is where many job-seekers fall short. We lose golden opportunities at the “interview table” because we just don’t have the right positioning. We should all recognize that interviewing is a sales pitch.

Of course, our resume is a part of the package, but just as important is convincing the interviewer that we are THE ONE! This is our Shark Tank moment when we get to tell them that they should invest in (hire) us and here’s why.

Why Should I Hire You 5 Awesome Answers

So, after careful consideration, here are my five awesome answers to any recruiter asking, “Why should I hire you?”


5 Answers To “Why Should I Hire You?”

1. Communication Skills

The way I communicate during the interview is a yardstick for the interviewer to measure the communication skills I will exhibit if hired. If I don’t measure up, I stand to lose out on the opportunity.

Realizing that the interview is my platform and the interviewer is my audience, I know that my ability to inform them of my exceptional skills, persuade them that I am willing and capable of excellent performance – and at the same time, demonstrate a rapport that is compatible with the organizational culture – can make or break my chances of being hired.  

  • I must first ensure that all documentation is well-written (free of grammatical errors, consistent in format, uses clear and concise language, and is visually appealing).
  • Then, I should consider my words carefully (think before I speak).
  • I must make my words count. There is NO need to be verbose.
  • I aim for a succinct delivery, but I also focus on answering what is being asked versus just saying what I think the interviewer needs to hear.
  • I make sure that I talk to and NOT at my interviewer.
  • I keep cognizant of my tone, volume, and body language so they are not off-putting.

Furthermore, I remain calm and relaxed as I know this will also communicate on my behalf. It will show my comfort level with the subject matter, the ease with which I interact with others, as well as my ability to respond appropriately in critical situations.


2. Knowledgeable and a Quick Learner

As much as employers seek staff members who already have knowledge and experience in their field, they are also looking for those who are receptive to training and coaching. Specifically, those who can develop new skills or learn new work methods, skills, equipment, technology, practices, and procedures in a very short time frame.

Typically, I apply for positions in a field which I have training or experience (formal and informal).   Seizing the job often relies heavily on my knowledge, skill, or training. So when asked “why should I hire you”, providing examples of previous successes or accomplishments in the particular area or function are great selling points.

Additionally, evidence of training, sample projects, or documentation of related activities that I performed will go a long way in supporting my case for a job offer. But I never overlook making my case for knowledge based on my ability to learn quickly.

This selling point carries great weight as a buffer or add-on to already acquired knowledge. But it is also a standalone winning attribute.  

3. Flexibility – Balancing multiple assignments based on decision-making.

In today’s business environment, employers look for employees who are willing – and able – to handle various functions efficiently and effectively, take on multiple tasks, work non-standard hours from different locations, as well as perform work using different methods (in-office, phone, tele-conference, web-meeting etc.).

So it is important for me to demonstrate that I am prepared to deal with these different flavors on any assignment. In the realm of flexibility, balancing multiple assignments is one element that requires focus. I always present my ability to balance multiple assignments rather than my ability to multitask.

With the volume and pace of work in most organizations, I know it is likely that I will have several (multiple) assigned projects at any given time. To be effective, I must be able to balance project priorities to ensure that I complete deliverables accurately in a timely manner, resulting in successful implementation or execution.

This is NOT the same as trying to work on several tasks at the same time (e.g., participating in a conference call on one topic, while creating a power point on another topic). While multitasking is inevitable, it is NOT the ideal. It is froth with many possibilities for inaccuracies, failures, and disasters.

Balancing multiple projects and assignments is a required skill for advancement and success in all fields of work. This requires coordination, planning, prioritizing, assessment of needs, and decision-making to keep all projects on track, regardless of how intertwined or conflicting deliverables and timelines become.

I must be able to evaluate the status, criticality, and level of effort for each assignment, and decide the best steps to take and when to take them to make sure all efforts have successful results. Therefore, I should be able – and willing – to use the information available to take charge and drive projects to completion.

I should understand that the project and business success, as well as my own achievements, rely heavily on my decision-making abilities.

4. Interpersonal skills/Team player/Able to interact with others at different levels and perform different functions

Many employers know some candidates can have unmatched experience and skills that outclass the competition. But if those candidates can’t work well with others, share their knowledge, and respect everyone’s contribution, they are NOT the ones they should hire. 

In the workplace, it is unlikely that I can perform and contribute by operating in a silo.  To meet my goals, execute projects with high quality results, and drive business success, I must also rely on input or assistance from others. I must give information and aid to others. If I don’t share information, but keep it clenched tightly in my mind or bury it in my memory, I am NOT the desirable candidate.

I must be prepared to demonstrate how I have contributed to a team or group effort (despite instances of having to deal with difficult coworkers) to convince recruiters that I AM the candidate of choice.

While working well with my peers is critical, possessing the ability to comfortably interact with or convey messages to staff members at all levels will set me above the competition. It is important to be able to effectively collaborate or correspond with staff: ranging from entry level to the CEO.

This will demonstrate that I understand and respect the role each one plays in the organization, and can format and deliver my message accordingly.

5. Adaptability – Handling Change

You’ve heard it said repeatedly, “everything must change, nothing stays the same…” Well this is especially true in this era of advancing technologies. Technology has re-shaped how we work, where we work, when we work, and what we work on.

New business processes pop-up daily (Agile, Lean Six Sigma etc.).  And companies are constantly looking at what new thing (product) they can bring to market. Everyone is searching for that thing that lets them do what they do faster than everyone else.

Most organizations are trying to identify the existing thing they can modify to meet the demands of the changing culture. Talking about culture, companies are seeking to meld the ever-increasing diversity across their employee base.

So there is a key requirement for employees to adapt to a changing workplace that is influenced by the changing global culture, changing technology, changing processes, and changing values across generations. Therefore, it is imperative that I can respond to and manage in a positive manner while still meeting assigned goals.

I must provide interviewers or recruiters with instances of how I turned on a dime and dealt with change swiftly, efficiently, and assertively. Without a doubt, if I can perform in an ever-changing atmosphere with requirements and expectations that shift from second to second, I have developed a skill that is critical to survive in the business world.


Hire Me!

Every business wants to acquire the brightest and the best for their team.  The career landscape is competitive and challenging. Standing out amongst the legions of applicants are those who meet the following specifications:

  • Great communicators – delivering messages which are clear, informative, and comprehensive;
  • Have unmatched expertise in their career field and can promptly add to that storehouse or create others;
  • Juggle (balance) priorities with ease;
  • Make decisions that move the company in a positive direction;
  • Switch gears (seamlessly) to transform or re-shape their focus, deliverables, and work style to meet the need at hand.

The question of “why should I hire you” shouldn’t feel scary. The candidate who can master these functions and present it to prospective employers can boldly say, HIRE ME!”

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