"My exceptional upselling and customer service skills make me stand out from other candidates for this Fabric and Textiles Sales Associate role. Previously, I increased our store’s revenue by 15% by providing friendly, personalized assistance and was praised several times in reviews about our store's personal shopper service. As a result, I was recently invited to manage two department store pop-ups that helped increase footfall in our flagship store by 30%. I'm confident I can use these skills to offer a standout customer experience at your luxury showroom." As a hiring manager, I love this answer. It's relevant, memorable, and "shows" rather than "tells." The applicant identified two of the role requirements (upselling and customer service), then showed me how they exceeded these requirements by highlighting specific achievements. They also suggested how this could benefit my team by using hard numbers to show the outcome of their skills in action.
Applicants who demonstrate their problem-solving skills and their ability to take initiative are attractive to hiring managers. My tip is for applicants to think of times when they faced a difficult issue or challenge and explain how they used creative thinking to find a solution. Going into detail about what they did to research, create, and implement the solution shows their ability to recognize problems and take action. Hiring managers would like to hear about the tangible results, too, so they can better understand how the applicant's innovative solutions made a difference. Here's an example: "I was working on a project where I had to figure out how to increase customer engagement on our website. After researching best practices, I implemented an automated chatbot system that allowed customers to engage with us quickly and easily. This resulted in a 15% increase in daily customer conversations and overall customer satisfaction which is something I'm proud of."
Share how you were able to adapt to a new situation. Did you upskill? If so, share what those new skills are that you have and how they can apply to your new position. Share how your skills are transferable that you're looking to support the whole department, not just within your team.
Hi there, My name is Debbie Winkelbauer, and I'm the CEO of Surf Search, a recruiting firm specializing in the healthcare industry. Thanks for the query. When I'm placing a role, I first look to the tangible details: education, skill set, and experience. So by the time I get to the interview process, I'm hoping to hear more about traits that are harder to convey on a resume. Passion for the industry is a big one. Companies are looking for workers who see their position as more than a job. Convince me it's your calling and you'll stand out from other candidates. But be sure to back it up with evidence. Tell me about your hobbies and how they intersect with the sector or share a personal experience that led you to this career. Applicants with a genuine interest in the field have higher retention rates, increased internal mobility prospects, and get along better with their co-workers, so it's a big factor. Debbie Winkelbauer CEO, Surf Search https://surfsearch.org/
When interviewing a candidate, I'd love to hear what their passions and goals drive them. They approach their work thoughtfully and logically but also with enthusiasm and excitement. It inspires confidence when a candidate can explain why they're passionate about their chosen field, how they've made choices throughout their lives to bring them to this point in their career, and what unique perspectives they bring to the table. A clear commitment to learning and growth is invaluable. I want to hear an answer that speaks to their unique abilities and strengths, and an example of this might be hearing a response that highlights how the candidate has been able to thrive in difficult times or complex circumstances. Hearing about how this potential new employee worked to make an impact during something like a reorganization or large-scale project indicates powerful characteristics like resilience, innovation, and creativity.
For me, it was never about WHAT you say so much as how you say it. Anyone can rattle off a list of qualifications, regardless of how true or fitting they actually are, but no one can fake being a great communicator. I want you to be able to put me into your shoes, tell me your answer and supporting examples and make me really feel like I understand why you did what you did in the manner you did it. Being able to relate that information in an effective and meaningful way will be more important than any quality you can list.
When asking this question, I am looking for a candidate who can relate their skills and background to the job's requirements. Here's an excellent example answer I got from a recent candidate: You are looking for a digital marketer who can implement marketing campaigns and increase conversions. In my previous role as a digital marketing coordinator at an international company, I led my team in researching consumer trends, building buyer personas, creating sales funnels, and developing strong branding that increased quarterly sales by 20%. In my 5+ years as a digital marketing manager, I have developed multiple campaigns, each of which saw an ROI of at least 10%. I have a proven record of campaign building and implementation that sets me apart and allows me to contribute more to this role than other candidates.
As a hiring manager, I think the best response would be, "I always have precise technical qualities that fit the assignment, but I have trust in my soft skills as well. For all, knowing the fundamentals of a career does not automatically qualify you for employment in a company. As important as marketing, accountancy, and technology skills are, politeness, conversing, understanding, working along with other people, communication skills, and problem-solving are all necessary for an individual to perform well in an organisation. I believe that anyone can learn nearly any hard talent if they can display the checklist of soft abilities.
I once asked a candidate during an interview for a marketing position early in my career what distinguished her from other applicants. She answered by saying she was passionate about making decisions based on data, and she then gave me an example of how she had utilised analytics to raise the ROI of a recent marketing effort. Her response was clear, quantitative, and showed her subject matter authority in a crucial area for our company. Candidates who can give specific instances of how their abilities, experiences, or attributes can benefit the organisation demonstrate that they are interested in the position and the success of the business.
Marketing & Outreach Manager at ePassportPhoto
Answered 3 years ago
In my opinion, the best kind of answer to this question is one that is both personal and reflective of something that makes the candidate unique. It could be something like telling me about a period of growth in their career where they faced a specific challenge and then overcame it, or about how a particular quality resonates deeply with them - it would have to be something that is at once personal and relatable at a deeper level. It should give me an insight into who the candidate is and what strengths they could bring to the role, not just the qualifications that can be achieved through studying or experience. Ultimately, I want candidates to use this opportunity to showcase what makes them stand out from other applicants so I can select the most suitable one for my team.
When candidates try to impress me with their technical abilities, knowledge, or hard skills during an interview, they have fundamentally missed the point. If these abilities were in question, I would be relying on knowledge and skills tests, not interviews. Fundamentally, interviews are a measure of soft skills, social skills, and attitude, they are not technical assessments. Instead, I want candidates to convince me that they are a good fit for the company, the role, and the team, which means having the correct attitude. As the old adage goes, "Hire for attitude, train for skills," and the best candidates target their responses accordingly. Therefore, any answer that highlights a good attitude will be impressive to me, showing that they understand the real objective of interviewing.
The best response for me as a hiring manager would be, "I have the precise technical talents that are needed to match the work, but I have confidence in my soft skills too." After all, understanding the basics of a profession doesn't make you fit in a firm. Etiquette, communicating, listening, getting along with others, interpersonal skills, and problem-solving are all equally vital for an individual to function well in an organization as marketing, phlebotomy, and Technology skills. Anyone can demonstrate the list of soft skills can, in my opinion, learn practically any hard skill.
Its essential to identify candidates who possess a unique blend of skills, experiences, and personal qualities that align with the needs and culture of the organization. When asking candidates, "What makes you stand out from other candidates?" I would want to hear an answer that showcases their ability to innovate, collaborate, and adapt to changing environments. For example, a candidate could highlight a project where they introduced a novel approach to solve a complex problem, or how they successfully worked with a diverse team to achieve a common goal. Additionally, I would look for candidates who demonstrate a growth mindset and a willingness to learn and improve, as this reflects their potential to contribute to the organization's long-term success.
Listing of your qualities when compared to other candidates for the role is useless unless you have something concrete to back it up. Paint me a picture with words, put me in your shoes when you actually did something that made you stand out. I want to be able to be right there with you and understand what led to you making the actions that you did and how that will be great for my business.
A strong answer to this question will be based on a tangible skill or experience. Listing values or traits, like saying that you are hardworking, quick to learn, or honest, hold little weight and is impossible to compare across different candidates. A great answer will pinpoint a skill or experience that other candidates don't have, like coding skills for a qualitative role, or a competitive internship with a high-profile company.
As a hiring manager, an example answer I'd want to hear when asking a candidate, "What makes you stand out from other candidates?" is a specific example of how the candidate has gone above and beyond in their previous work or achievements. For instance, the candidate might share a story about a project they worked on where they took the initiative to come up with a creative solution that exceeded expectations or solved a problem in an innovative way. They could also talk about a time when they took on additional responsibilities or went out of their way to help a colleague or client. By providing a specific example of how they have demonstrated their skills, work ethic, and initiative in the past, the candidate can show that they have a track record of success and are capable of delivering results. This can help them stand out from other candidates who may simply list their qualifications or skills without providing concrete evidence of their abilities.
This answer would show me a candidate that prioritizes collaboration to ensure the company's success and efficient service delivery to the customer. In an age where remote collaboration is key to the success of most companies, candidates who give their all to ensure a team is working as a unit are invaluable. They can be the difference between communicating well and going over the details of a project to ensure everyone on the team is pulling their weight.