Decoding the 'Tell Me About Yourself' Question: Insights from Both Sides of the Table

Introduction

The question "Tell me about yourself" is one of the most common and yet debated questions in job interviews. While it is intended to give the interviewee an opportunity to introduce themselves, this open-ended query often leads to a range of issues that can affect the quality and fairness of the interview. From the perspectives of both the interviewer and the interviewee, this question may not be the best approach for a structured or competency-based interview. Below, we explore why this question is problematic and how it can be approached differently.

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From the Interviewer's Perspective

1. The Question is Too Broad and Unfocused

The primary issue with asking "Tell me about yourself" is that it is too broad and lacks focus. In a structured interview, where consistency and fairness are crucial, this question can lead to a wide variety of responses, making it difficult to compare candidates objectively.

2. Risk of Unnecessary or Irrelevant Information

When candidates are asked to talk about themselves, they may provide information that is not directly related to the job or the competencies required. This can include personal history, hobbies, or other details that are time-consuming and not relevant to the candidate's ability to perform the job. This not only wastes time but also distracts from the key competencies that should be assessed.

3. Potential for Bias

Another critical concern is the potential for bias. If a candidate shares personal information, such as family background or hobbies, this could unintentionally influence the interviewer's perception. Even if the interviewer strives to remain objective, unconscious biases could arise, leading to unfair judgments that have nothing to do with the candidate's professional qualifications.

4. Misalignment with Competency-Based Interviews

In competency-based interviews, the focus should be on specific skills, behaviors, and experiences that demonstrate the candidate's ability to perform the job. "Tell me about yourself" does not align well with this approach, as it encourages a narrative that may not highlight the relevant competencies.

From the Interviewee's Perspective

1. Uncertainty About What to Share

For many candidates, being asked to "Tell me about yourself" can be daunting because it is unclear what the interviewer is looking for. Should they talk about their education, work experience, personal life, or something else entirely? This uncertainty can lead to stress and anxiety, potentially affecting the candidate's performance in the rest of the interview.

2. Risk of Oversharing

When faced with such an open-ended question, some candidates might overshare, providing details that are not on their resumes and are not relevant to the job. This can include personal stories or unrelated work experiences, which could unintentionally lead to bias or simply take up valuable interview time without adding any real value.

3. Staying Focused on the Resume

If you are asked this question, it is advisable to stay focused on what is most relevant to the job. You should briefly introduce your professional background and align your response with the key points on your resume. This ensures that the conversation remains relevant and professional, avoiding any potential traps associated with sharing personal information.

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Best Practices for Interviewers

Given the drawbacks of the "Tell me about yourself" question, interviewers should consider replacing it with more specific, competency-based questions.

Best Practices for Interviewees

If you are asked "Tell me about yourself" in an interview, it's important to stay focused on your professional qualifications. Here’s how to structure your response:

1. Start with a Brief Overview of Your Professional Background

2. Highlight Key Achievements

3. Align Your Response with the Job Requirements

4. Avoid Personal Information

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Conclusion

While the 'Tell me about yourself' question is a common feature in many interviews, it presents several challenges for both interviewers and interviewees. From an interviewer's perspective, it can lead to irrelevant information and introduce bias, making it less suitable for structured or competency-based interviews. From an interviewee's perspective, it can be difficult to know what to share and how to stay on track. By focusing on specific, competency-based questions, interviewers can conduct more effective and fair interviews, while interviewees can ensure their responses are relevant and professional.