“What makes you unique?” : It can be challenging for job seekers to be asked to explain why they stand out in addition to having the qualifications listed in a standard job description after they have already passed that part of the listing.
You can answer this question with some preparation, just like you can with every aspect of the job search. This may pose a query in a variety of ways. Tell us what makes you unique is a common request, but other times they could ask “why should we choose you” or “what makes you stand out from other candidates,” which essentially asks the same question.
The value of transferrable talents
The abilities you develop in one job that can make you effective in other ones are known as transferrable talents, such as communication abilities.
Although it may seem like advocating for victims of childhood abuse has nothing to do with career counselling, I once held a leadership position in which I was responsible for 13 other people and had to think quickly under pressure. These abilities help me be more effective as a career counsellor, whether I interact with students who are anxious about their job search or when organising the logistics for massive career fairs with lots of moving components.
When we seem to deviate from our intended path in our jobs, whether because of obligations to our families or the state of the world or for other reasons, we occasionally end up with fantastic experiences that, when combined, are much greater than the sum of their parts.
Understand a recruiter’s motive for seeking to know “what makes you unique.”
Even the most competent candidates may become anxious when recruiters ask, “what makes you unique.” The good news is that they are simply looking for the applicant who will best meet the requirements of the post; they are not attempting to trip you up or make you sweat.
I did not understand this until I started working as a recruiter. Candidates frequently prepare for interviews in a way that results in them giving standardised responses that all sound the same. After reading the same guidance, they provide answers slightly similar to the samples.
When I asked candidates this question, I wanted to learn the unique aspects of each applicant’s experience and how they might combine to advance this position.
This inquiry indicates that the recruiter or hiring manager wants to know more about you than what’s on your resume. This is your time to add personality to your resume and demonstrate that you are more than the sum of your experiences. It’s an opportunity to show why you’re the best person for the job.
After concentrating on the purpose behind the inquiry, let’s move on to the methods you might employ to maximise this interview question.
Also, read; “Hobbies in Resume“
What makes you unique? : How to answer
1 – Choose relevant abilities and qualities
Even though you have many excellent and distinctive qualities, it’s vital to concentrate on one or two of them that are most pertinent to this job description. To the recruiter, it is what matters.
In the end, they require a person who can minimise problems for both the business and the client accounts. Because of their time constraints, you must confine your remarks to the abilities or character attributes that will help you succeed in this particular position.
2 – Know the job description inside and out and conduct extensive research on the business
It’s a big deal! The “what makes you unique” question initially seems to be all about you, but it’s actually about you, the role and the organisation. The better prepared you are to choose special skills that appeal to this employer, the more you will comprehend the job description and business values.
To have a strong understanding of the essential attributes the employer is looking for in a candidate, review the employer’s website, About Us page, Mission statement, press releases, and social media accounts. Although most job descriptions include 50 requirements, you can typically divide these into three to five primary skill areas (hard and soft skills).
3 – Give examples
As a recruiter, that used to irritate me. The impressive list of skills and attributes that candidates would recite lacked any supporting data.
The suggestion to writers to “show, don’t tell” is also applicable here.
It’s crucial to illustrate your skills using examples of your accomplishments. Employers frequently ask questions like “Tell me about a time when” and “Give me an example of ________” during behavioural interviews because of this. The hiring manager attempts to picture how you may succeed in this position based on applying the necessary abilities in previous jobs.
4 – Being Yourself
Although it can be tempting to say what you believe the recruiter wants to hear, if you embellish, employers will be able to tell, and you will lose credibility. Additionally, you won’t have any success stories to support your claims.
It’s crucial to be yourself and resist the need to embellish by claiming that you can juggle, speak six languages, or were a kid TV star to stand out. There is no requirement that you have an initial response.
Instead, emphasise your unique blend of abilities, whether discussing account management, business development, or communication (see these ideas for effective communication). Sometimes what they’re searching for in a candidate is someone with a strong understanding of and track record of success with common talents.
What counts is how you individually developed these universal skills.
5 – Consider your F4S goals.
By going over your F4S evaluation, you may learn a lot about your motivations and create success narratives that demonstrate how those drives are put to use.
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