What Makes People Stand Out During a Job Interview [Part 1]
Throughout my recruiting career, I’ve had several moments when candidates left a remarkable impression on me. Yet, it wasn't until recently, when people began asking me “How can I stand out during interviews?” that I systematically reflected and summarized what makes certain candidates stand out.
Initially, my thoughts turned to standout candidates possessing niche skills that are hard to find. An example that comes to mind is a candidate who interviewed for a technical position. The interview feedback was, “I learned a lot from the candidate.” This kind of feedback is so rare, I've probably only encountered it once or twice. If the candidate possesses this level of skill, chances are high that they will secure the job.
However, this discussion is not about replicating hard skills, as that can prove challenging. The question I want to discuss is: if there are 50 candidates equally qualified for the role from a technical skills standpoint, what sets you apart?
There are several aspects that could potentially play an important role. Note: The points are not listed in order of importance.
No.1 Exceptional Preparation
Unless you're an interview expert and already familiar with the target company, don't wing it. I believe most people prepare for interviews, but how do you know you've prepared enough?
Let’s examine two hypothetical scenarios. For privacy reasons, the candidates’ responses are generated by ChatGPT, with adjustments made based on my experience.
There are two candidates interviewing for the same role at a hypothetical company called 'NextGen AI', specializing in machine learning and artificial intelligence solutions.
Scenario One
Scenario Two
Which candidate do you think will impress the interviewer more?
I once had a candidate who stood out because of their high level of preparedness. They had listened to the interviewers’ podcasts and conference speeches, and were able to cite the interviewers’ insights during the interview. In most cases, the interviewers aren't expecting this level of preparation, but if you can deliver it, you’ll stand out.
[Pro-tip] Here is a one-pager prep guide with a quick checklist for interview preparation. Download HERE for free.
One-Pager Prep Guide Sample
For more research channels, please refer to my previous article "What Questions to Ask at the End of an Interview".
No. 2 Strong, Specific Motivation
“Why are you interested in us/this role?” You’ll face this interview question 99% of the time. I’ve heard various answers; some surprised me (not in a good way), some were average, and some were really impressive.
Note the differences in these responses:
“My current company’s office is too far from my home; your office is close to where I live.”
“X company is a big company, I believe you can offer me a significant salary increase.”
“I need to work on weekends at my current company, I heard X company has a good work-life balance.”
“The job title looks senior.”
“This role is a people manager role, and I want to transition to a people manager position.”
“X company is a multinational company, where I believe I can meet people from different cultures.”
“Your company is working on X product, which is exciting and I’ve always wanted to work in this field.”
“I love the company’s product/service [...list the main product/service], I’m a heavy user myself. I want to work in an environment that empowers people to do things. After reading about your company’s cultural values [...list the values you’re aligned with], I believe this is the culture I’ll thrive in. And as for the role, the opportunity to have an impact on millions of people’s lives and to build things from scratch excites me. I believe I can contribute with my relevant skills and experience.”
Do you notice the difference? The responses that impress the interviewer are specific, unique to that company, and demonstrate that you’ve done your research and reflected on your career aspirations.
Don’t get me wrong, there's nothing improper with wanting a higher salary or more significant title. However, if those are your main motivations, an interviewer might perceive the risk of you leaving the company as high. Companies usually want to invest in individuals who are highly motivated, committed, and believe in the company's mission.
We often say, “Actions speak louder than words,” and this is quite accurate when it comes to assessing candidates' motivations. Other than what you tell the interviewer, there are other indicators that can give clues to interviewers about how motivated you are for the role. For example:
How responsive are you to emails/messages?
How thorough has your research been?
Have you prepared thoughtful questions for the interviewer?
Are you proactive or passive? For instance, do you follow up with interview feedback? (Waiting around three days after the interview if you haven't heard back is a good pace, in my opinion)
Is your tone authentic? Can interviewers sense your passion through your tone?
Your body language, e.g., do you show signs of active listening?
Bear in mind that you don’t want to seem desperate during an interview, and it can be a delicate balance. While I'm not a psychologist, I believe passion can't be faked. If you come across an opportunity that you feel neutral about at first but still want to pursue, do more research. Find the points that excite you. Maybe it's an employee story that resonates with you, or the company's diversity and inclusion efforts impress you. The more you focus on these elements, the more interested you might become in the role. Authenticity is key.
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