Why It’s Time to Retire the “Tell Me About Yourself” Question in Interviews
In the realm of job interviews, certain questions have become so ingrained in the process, that they’re practically automatic. Chief among them is the ubiquitous query:
“Tell me about yourself.”
However, it’s becoming increasingly clear that this question may not be as effective as once believed. In fact, it could be doing more harm than good. In this article, we’ll delve into the reasons why it’s time to bid farewell to the “Tell me about yourself” question and explore alternative approaches that offer greater value for both interviewers and candidates.
As an interviewer, your main goals are twofold:
- To make your company stand out so that the candidate will choose to join you among other options they may have on the table.
- To gain as much valuable information about the candidate in the limited time of an interview.
As an interviewer, you represent your brand and play a crucial role in forming the candidates’ first impression. You hold the responsibility for valuable business opportunities, as missing out on the right candidate can result in significant additional time and resources spent on the hiring process, and ultimately, it may lead to the hiring and employment of an inferior candidate.
The Intent
The “Tell me about yourself” question is often posed in interviews with several motivations in mind. Primarily, it serves as an icebreaker, allowing candidates to provide a brief overview of their background and interests while setting a comfortable tone for the conversation. Additionally, it offers interviewers an initial glimpse into the candidate’s communication skills, confidence, and self-awareness. However, these objectives are organically achieved throughout the interview process. As discussions unfold, candidates naturally share details about their experiences, career trajectories, strengths, and aspirations. By actively engaging with candidates and asking targeted questions tailored to both the role and the candidate, interviewers can gain a comprehensive understanding of their background, communication abilities, and overall fit for the position. Therefore, while the “Tell me about yourself” question may serve as a starting point, its intended purposes are fulfilled iteratively and more effectively as the interview progresses.
The Flaws
Stifling Authenticity
The scripted nature of the ‘Tell me about yourself’ question often prompts candidates to recite rehearsed responses, depriving interviewers of genuine insights into their personality, experiences, and aspirations, and actually defeats the purpose of engaging in an authentic conversation.
Lost Time, Lost Opportunities
The “Tell me about yourself” question often devours a significant chunk of interview time without providing substantial new insights. This precious time could be better spent delving into specific skills, experiences, and qualities relevant to the role and the candidate itself.
Dulling the Shine
Just as candidates are expected to express a unique interest in a company’s proposition, they also anticipate the same level of genuine interest from interviewers. Valued candidates rightfully expect interviewers to have done their homework, demonstrating a sincere interest in them. However, the common practice of opening interviews with the generic question “Tell me about yourself” misses that mark and hints differently.
Breaking the Mold
Embracing Authentic Dialogue
By discarding the “Tell me about yourself” template, interviewers signal their commitment to authentic, meaningful conversations. This fosters an environment where candidates feel empowered to share genuine insights, leading to richer interactions and deeper connections.
Adapt In Real-Time for Better Results
Each candidate is a different human being, with different professional experience, aspirations, and passions. By refraining from template questions like “Tell me about yourself,” interviewers can create a more flexible interviewing environment. This allows for a more personalized, educating, and engaging conversation that increases the chances of unveiling the candidate’s strengths and weaknesses.
Elevate Candidate Experience With Unlished Uniqueness
Candidates can discern when an interview is merely going through the motions. By avoiding clichés like “Tell me about yourself” and opting for a more free-style conversation, interviewers display genuine characteristics, thereby enhancing the overall candidate experience and bolstering the employer brand.
Steering away from the chains of mediocrity requires you to systematically unchain yourself from herd-generated practices. The “Tell me about yourself” question is a prime example of such a relic. By retiring this tired trope and embracing more authentic, targeted approaches to interviewing, both interviewers and candidates stand to benefit. It’s time to break free from the shackles of convention and usher in more effective and successful hiring practices.
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Interested in delving deeper into this topic or need personalized guidance? Reach out to me at orenykb@gmail.com for dedicated consultancy tailored to your specific needs. I’m here to support you on your journey.
