"Tell Me About Yourself" - Why This Is a Bad Interview Question

"Tell me about yourself." It's the classic opening line in many interviews, but is it really effective? As a seasoned expert in talent acquisition and the CEO of aha! Talent Experts, I've come to realize that this seemingly harmless question is often the first misstep in an interview. In a recent talk, which you can view here , I delved into why this question falls short and how we can do better.

The Pitfalls of Vague Questions

The "tell me about yourself" question is too vague and non-specific. It puts candidates in a position where they're not sure what the interviewer is looking for. Are they asking about my professional journey, my personal interests, or my work style? This ambiguity often leads to rehearsed, generic responses that reveal little about the candidate's suitability for the role.

Crafting Conversational and Insightful Questions

Instead of starting with a vague question, the interview should be a strategic conversation aimed at uncovering the candidate's true potential and fit for the role. Begin with questions that are conversational yet specific, like "Could you share a specific example of a challenge you faced in your last role?" This approach encourages candidates to open up about their experiences in a more structured and revealing way.

The Power of Specific Examples

Asking for specific examples is crucial. It's challenging for candidates to fabricate detailed stories on the spot. These questions should lead them to describe situations that demonstrate their skills and values, giving you a clearer picture of how they might perform in your organization.

Avoiding Hypotheticals

Traditional interview questions often lead to hypothetical answers. Candidates are adept at telling interviewers what they think they want to hear. To counter this, focus on what candidates have actually done, not what they say they would do. This approach is more likely to reveal their true capabilities and work style.

Understanding What Excellence Looks Like

Before you can ask the right questions, you need to know what excellence looks like in YOUR company. Reflect on the stories of employees who have excelled and those who haven't. Use these insights to craft questions that align with the qualities and skills that are proven to be successful in your organization.

An Example from the CPG Industry

For a sales professional position in the Consumer Packaged Goods (CPG) industry, a more effective question than "tell me about yourself" would be, "Could you share a specific example of a time you were tasked with introducing a new product to a challenging market?" This question is designed to uncover the candidate's strategic thinking, adaptability, and problem-solving skills, which are crucial in the dynamic CPG sector.

A New Approach to Interviewing

In summary, "tell me about yourself" is a question that needs to be retired from the interview playbook. It's time to embrace a more strategic approach that involves specific, situational questions. This method not only provides deeper insights into a candidate's real-world experience and skills but also enhances the likelihood of finding the right fit for your team and company culture.

For more insights on effective interviewing techniques and to download a list of essential interview questions, visit HERE . And for a deeper dive into this topic, feel free to reach out for the full presentation slides.

Remember, the right questions not only reveal the right candidates but also reflect the thoughtful approach of your company in the talent acquisition process.

This article is based on a talk I gave, which can be viewed here . For more insights and assistance in talent acquisition and recruitment strategies, feel free to connect with me or visit aha! Talent Experts.