How to Answer “Tell Me About Yourself” in Interviews – Recruiter vs. Hiring Manager

May 7, 2025

Two people shaking hands over a laptop and a coffee.

The “Tell me about yourself” question is a classic interview opener and a powerful opportunity to set the tone for your conversation. While it sounds simple, your answer can make a powerful first impression and establish your credibility from the start. Did you know your answer should change depending on whether you’re speaking to a recruiter or a hiring manager? Let’s explain why this matters and how to adapt your response for maximum impact.

Why Interviewers Ask This Question

This open-ended prompt helps interviewers:

Assess your communication skills and confidence
Understand your professional background
See how you connect your experience to the role

But not all interviewers are looking for the same details. The key is knowing your audience.

Recruiter Screening: Focus on Fit and Fundamentals

What Recruiters Want:
Recruiters are gatekeepers. They aim to determine if you meet the basic qualifications quickly and your experience aligns with the job description. They tend to be less interested in technical details and more focused on your overall fit, relevant skills, and career trajectory.

How to Answer:

Give a high-level overview of your career path
Highlight your most relevant skills and experience
Mention key achievements that match the job’s requirements
Keep it concise and jargon-free

Example:

“I have five years of experience in digital marketing, specializing in content strategy and SEO. I’ve worked with both startups and established brands, helping to increase organic traffic and lead generation. I’m excited about this opportunity because it aligns with my background and my passion for data-driven marketing.”

Hiring Manager Interview: Dive Deeper, Show Impact

What Hiring Managers Want:
Hiring managers want to know if you can solve their specific problems. They’re interested in your technical expertise, how you approach challenges, and what you can contribute to their team.

How to Answer:

Start with your current role and most relevant accomplishments
Highlight specific projects, results, or technical skills
Connect your experience directly to the team’s needs and goals
Show enthusiasm for the role and company

Example:

“Currently, I’m a digital marketing strategist at XYZ Corp, where I led a team to launch a content campaign that increased organic traffic by 40% in six months. My background in SEO and analytics has helped me identify growth opportunities and optimize conversion funnels. I’m excited about your team’s focus on innovative content, and I’d love to bring my expertise in data-driven strategy to help you expand your reach.”

Pro Tips for Both Audiences

Keep it concise: one to three minutes is ideal.
Practice, but don’t memorize: Aim for a natural, conversational tone.
Tailor your answer: Adjust your focus based on who you’re speaking with.
Sell yourself: This question is your opportunity to tell the hiring manager why you are the best candidate for this role
End with a connection: Briefly explain why you’re interested in this specific role or company.

Final Thoughts

The “Tell me about yourself” question is your chance to shine, but only if you tailor your response to your audience. Whether you’re speaking with a recruiter or a hiring manager, a thoughtful, targeted answer will help you stand out and set the stage for a successful interview.

Need help crafting your perfect answer?
Check out our interview coaching services at SoundInterview.com/interview-coaching for personalized feedback and practice sessions!

January 2, 2023January 1, 2023

New Year, New Career Goals

Welcome to 2023! The past few years have happened in a blur, and I’ve heard a lot of hope that 2023 will be the year things finally return to normal. This year, I’ve spent a lot of time thinking about my personal and professional goals, and I am excited for what is to come!

January is a big month for setting career goals, personal goals, and New Year’s Resolutions. As we move towards new beginnings, people are inspired to set new goals for the year, personally and professionally. Unfortunately, a lot of times, these resolutions don’t last. Take the gym; in the “before times,” January was the busiest month at the gyms. Waiting 20 minutes to get a treadmill, lots of new faces, long lines, and the best of intentions. Come March, the buzz has gone, classes have shrunk, and you can take your time without feeling rushed.

We have some tricks to help you stick to your goals so they don’t get ignored come March. You probably already have a career goal in mind; it could be a completely new role, changing industries, a horizontal move in a company, or maybe a promotion. While you might not know how exactly to get there, you probably have some idea of what you want to do.

Dream Big

For some people, it helps to start with your big-picture goal. Especially now, it can help lift your head above the clouds and look long-term. Picture the job you want to retire from and imagine what that looks like and where you’d like to be. Are you running your own business? A C-Level executive? Maybe you are a technical expert. It could be that your goal is to be in a comfortable position that allows you the flexibility to focus on other life priorities. Whatever that goal is, envision your future self in that role. It’s okay if it seems far away or ambitious and if this goal changes over time.

The big picture method allows you to set long, mid, and short-term goals to help you achieve that ultimate goal. By working backward, you’re able to identify more and more tangible things that you can do to move toward that outcome. The long-term goals you set should look at what you need to accomplish in the next ten years to progress toward the big goal. From there, you can place 2-5-year mid-term goals and dive deeper to set up goals for the next six months to a year. Ask yourself what three to five things you can achieve in the next year to help you accomplish those mid-term goals.

Still Deciding What You Want to Be?

If trying to picture yourself at the end of your career terrifies you, that’s fine too. It’s not uncommon for people to change jobs, industries, or career paths multiple times in their life. Instead, focus on the next two to five years for your career. Are you a recent graduate looking to break into a field? Maybe you feel stuck where you’re at and want to move forward. Imagine what that looks like and set some mid-range goals around those ideas. Then build some more tangible shorter-term goals to help you get there.

Short Term Goals

Your short-term career goals are where you want to focus most of your attention. You can accomplish these things this year to move your career forward. One way to help develop these goals is to use the SMART goal methodology. SMART goals are Specific, Measurable, Achievable, Relevant, and Time-Bound. When your goals encompass these components, they become much more actionable. Phrasing your goals in this way gives you a solid plan on how to approach and move forward to accomplish them.

Think of your goals as living documents. Goals are flexible, and you get to make updates as your priorities change. If you want to change directions mid-way through, revisit your career goals to adjust or replace them with your new targets.

Write Your Career Goals Down

Write down your career goals

It’s not enough to develop career goals at a major transition point. After you’ve gone through all the work of coming up with SMART goals, don’t hide them away in the corner of your mind or desk drawer. By writing the goals down, you’re more likely to achieve them. A psychology study by Dr. Gail Matthews out of the Dominican University of California found that students who wrote down their goals and provided weekly status updates to accountability buddies were much more likely to achieve them. While only 43% of the students who wrote down their goals had accomplished or were halfway to meeting them, 76% of the students providing the updates had accomplished or had made significant progress toward completion.

Need Some Help?

If you need some help with making progress toward your career goals, we can help. Sound Interview Professionals can help you polish your resume and develop your brand. We offer custom coaching to help you accelerate your career. To learn more, visit our career services page, or send us a note at info@soundinterview.com.

Your coworker is paid more money than you. Now what?

March 31, 2022

It never feels good to find out that a coworker is paid more money than you. Often, the coworker can feel pretty miserable too. I remember one of my first jobs in high school back in the early 2000s was at a local childcare center. My best friend recruited me, and I was excited to have a break from waiting tables. At the restaurant, earning tips meant that my performance was directly tied to pay.

Two coworkers sit at a table. One is male, one is female and both look dissatisfied. The woman on the right is in front of a laptop, the man is holding his face.

On my first day, the director told me not to share my hourly rate with my coworkers. Of course, a few weeks later, my friend happened upon my paystub in my glovebox and saw I was making $0.50 more than her an hour. She refused to talk to me for a week. She was irate. In her mind, she’d been there longer than me and had more childcare experience than I did. There was no way it was fair that I was making $8 an hour while she made $7.50. I remember feeling terrible, and I was afraid she would tell my boss, which had me convinced I would be fired. Luckily for me, we eventually made up, and after a very long summer, I decided that childcare wasn’t my forte.

It wasn’t until years later that I found out that my boss was the one out of line. Employers aren’t allowed to prevent coworkers from discussing wages under the National Labor Relations Act (NLRA). Over generations, employees have been trained to believe it’s not polite or improper to share compensation with coworkers. While these conversations may be uncomfortable, there are many reasons they should be happening.

We all should be talking about salary because:

Transparency is important. Employers should be able to explain if and why there are variances in pay amongst employees.
Wage gaps exist amongst minorities and women. These discussions can help bring to light discrepancies and hold employers accountable
A number does not define your worth. Your salary is simply the price you sell your labor and is always up for negotiation.

Now, let’s fast forward. You’ve learned that your coworker is paid more money than you, by a lot. Now what? You’re probably going to have an emotional reaction. Take a minute and feel your feelings, and then step back – some of the legitimate factors that can contribute to wage differences include:

Education/Certifications
Years of Experience/Age
Skills (bilingual)
Market rates at the time of hire
Shift differential/availability
Performance

However, nothing on this list means you should let it go. After considering these factors, if you still believe that its unfair that your coworker is paid more money than you are, it’s time to prep to meet with your boss.

Build your business case

Most people hate having these conversations, but there’s a chance this 15-minute conversation could be one of the most profitable meetings of your career. Do your best to keep your emotions out of the conversation and approach it as a business problem. Before your meeting, outline the work you do, the skills you bring, and the impact you’ve made on the organization. What has changed since they hired you? Have you been able to take on bigger projects, a more significant workload, or absorbed the work of others

Then focus on your skills. How have your skills grown – any additional certifications or education unaccounted for when you started in the role? What about proficiency – have you been able to complete tasks faster or more accurate?

Finally, what is the impact? What have you done that has saved time, increased profit, or improved the organization? Again, if you can assign a dollar amount to your impact, it will make for a more straightforward argument. For example, “I saved $100,000 this year by streamlining X. I’d like to ask for a 10% increase”.

Do your research on what the market is paying for your work, and have a target amount in mind.

Negotiate

Black and white image of Two men arm wrestling. There is crumpled money below their arms on a table.

Keep in mind that your boss will probably have to get approval for any salary increase from someone else. They will probably have to put forward a business case to make it happen, so you want them on your side. Be patient and professional as you approach the conversation, and know that getting an answer may take time and follow-up.

Once you start the meeting, get directly to the point. For example, your script may look something like this:

“I asked for this meeting today because I wanted to discuss my salary. As you know, when you hired me, I was offered $X. Now that I’ve been in the role for X time, I believe my contributions to the organization have increased. For example, I have taken on additional projects/work. Therefore, I would like to ask for a raise of $ dollars. I’ve researched, and this number is based on the market rate for my experience and skills. I enjoy working at ACME company and being a part of the team.”

If your manager objects to the raise, it could be time to tell them you know your coworker is paid more money than you are. It might be something like, “Unfortunately, my current salary feels unfair when I know that others in the group are making $X for the same or similar work.”

The waiting game

Waiting can be the hardest part. In the meantime, if you haven’t updated your resume lately, the information you gathered to prepare for your discussion will make great accomplishment-oriented bullets. Updating your resume also gives you a head start on your job search if needed. We recommend updating your resume at least annually regardless, so that your accomplishments stay fresh, and when you need to make updates, it’s much more manageable.

If it’s been a while and you haven’t heard anything from your boss, touch base. Check in after a week or two to see if they’ve made any progress – and if they haven’t, they should be able to explain what is blocking them.

Next steps

the image is a table full of bundles of $100 bills.

Regardless of your leadership team’s decision about your compensation, you are now in a better position. You now have more data and can make better, more informed decisions. You’ve updated your resume and identified ways that you add value to the organization. You have practiced having difficult conversations and can reflect on what went well and how you’d like to handle them differently in the future.

From here, the power is in your hands. If you increased your salary, that’s fantastic! You have improved your lifetime earnings power. Unfortunately, a favorable outcome doesn’t always happen. If your coworker is still paid more money than you, it might be a good time to look for roles at other companies. Of course, switching jobs is the best way to increase your salary dramatically, but we’ll save that discussion for another time.

October 13, 2021

How To Know When to Quit Your Job

Career Change

Chances are you’ve heard of The Great Resignation, and you might be wondering if it’s time to quit your job too. There are many reasons behind the movement, but burnout and suppressed career movement during the pandemic are significant contributors. Right now is a great time to be a job seeker. Companies across the country are offering hiring incentives. Hiring managers have learned that virtual employees can be successful, leading to more of these open positions. Sure, making a move is nerve-wracking, but staying in a job because it’s comfortable or you are afraid of making a change is no good either. We spend too much time at work for it not to be engaging.

You are unhappy at work

The number one sign that it’s time to quit your job is if you are genuinely unhappy at work. First, ask yourself what is it that makes you unhappy. Is it that you don’t like the work you are doing or the organization? Does the company mission, purpose, and values align with your own? If you love the company and people but don’t like your job, consider moving into a different position to try out something new.

Employees are happier when there’s alignment between their core values and the company values and mission. It is easier to work at an organization where you believe in the product and direction of the company. If this is missing for you, it could be time to find a better fit.

You are too comfortable

You might be stagnant if you have been doing the same job for more than two years without any different challenges at work. You’re so familiar with the work statement that you can do it in your sleep. When your job is comfortable, you are probably not furthering your development. If your job isn’t not staying on top of new technology or industry developments, you could get left behind for future career opportunities. If you have asked for stretch assignments that haven’t come through, it’s a good indicator that it’s time to go.

Salary growth isn’t keeping up

Inflation is at a record high for 2021, at 5.4% for September. When you’ve been in a job for a long time without any promotions, your salary probably hasn’t kept up with the market. On the other hand, maybe you aren’t being paid for newly acquired skills or education. Do some salary research for your local market on Glassdoor or PayScale to get a general idea of the range for your position. If you’re otherwise happy in your job, first try to negotiate for a higher salary with your manager. If that doesn’t work, it’s probably time to brushing up on your interview skills.

You have outgrown the company

You know you’ve outgrown the company when you don’t see viable career growth moving forward. Maybe it’s a small business, and there isn’t room for career development. On the other hand, there could also be a bottleneck somewhere in your career path. If you have outgrown your company, have an honest conversation with your leader to explain the situation. Let them know your feelings and that you’re looking for a bigger challenge. You might be surprised with an exciting project that keeps you fulfilled, but if not, at least you know it’s time to move on.

You’re ready for a significant change

You are ready to switch industries or move into a completely new career path. If this is you, congratulations on following your dreams! While it’s not always easy to break into a new area, it can be incredibly satisfying to do something you love. Be sure to update your resume to target the new position and identify interview stories that demonstrate the skills needed in the role.

Regardless of why you are leaving an organization, it’s crucial to remain on good terms with your employer if possible. You never know when circumstances change in the future. So connect with your former colleagues on LinkedIn and meet up for networking. Also, look for business alumni groups, which are an excellent way to stay engaged and leave the door slightly ajar for future opportunities that may better fit.

If you’ve decided that it’s time for a change and you’d like some help, give us a call at (206) 289-0358 or email us at info@soundinterview.com for a free consultation.

Getting a New Job During a Pandemic

February 17, 2021

Congratulations, you’ve decided to start looking for a new job! You might be feeling nervous, excited, overwhelmed, or all three. The good news is that people are actively getting jobs right now, in the middle of the pandemic. With the Federal Unemployment rate at 6.3%, the job market is pretty competitive, so might take a bit longer. As a job seeker, that means you should use all the tools available to give yourself a competitive advantage in this job market. We’ve rounded up some of our best tips to help you take your job search to the next level.

woman on couch wearing a mask in front of a computer looking for a new job

First: Networking

If you only take one thing away from this article, let networking be it. Networking is the MOST POWERFUL tool that you have at your disposal. The best part about networking is that unless the position has already been filled, it’s not too late to use it. When you apply for a job or see a posting that you’re interested in, the first question that you need to ask is if you know anyone at the company. Honestly, LinkedIn is one of the best ways to find this information out, but you can also search other social networking sites or even your email history too.

Right now, job postings are getting a lot of applicants. So many that sometimes recruiters and hiring managers can’t screen everyone manually. The intention behind networking is to have someone inside help your resume get to the top of the pile. If you have an internal employee recommending you for a position, even if they’re not in the same department or have nothing to do with HR, it can help get through the computer filters and get you in front of a real person.

Second: Keywords

woman at a table with a resume on a clipboard writing on a post it note.

So, what if you don’t have any connections at the company? Then you’re going to need to put in some work on that resume. Gone are the days of creating a single one-size-fits-all document that you can blast off at lightning speed for hundreds of jobs. While you might get a few hits playing the numbers game, you’re going to see much stronger returns if you directly reflect the job description keywords in your resume.

Now, this doesn’t mean you should copy the job description word-for-word in your resume. Try to incorporate the technical language and some soft skills as written in the posting. This customization will help you edge up higher in the ranks of applicants.

You may have heard this advice before, but here’s why it is crucial. In a competitive job market or a popular job (looking at you, project manager), there’s can be hundreds of applicants for a hiring manager or recruiter to go through. Applicant tracking systems help by sorting resumes for them and hiring managers start with the ones that the computer has determined to be the most likely best fit. The hiring manager can also filter and sort resumes based on experience, education, location, and other criteria. Still, if you don’t have the right keywords, your resume may never reach a real human.

Third: Online Interviews & Onboarding

A lot of companies have moved the entire hiring process virtually, from interviewing to onboarding. As you’re entering your job search, put some thought into your strategy for virtual interviews. There are many things to consider, and you want to be ready before you get the call from a hiring manager inviting you to interview. Check out our post on virtual interviews for more information and how to get prepared.

Coworker networking zoom meeting. Laptop with multiple faces in a meeting. Flowers and a coffee cup on the table as well.

Congratulations! You got the job. Now, to onboarding. As many positions are currently virtual, your onboarding may look different than what you’ve experienced in the past. Building relationships with a virtual team can take more effort and energy than meeting someone face-to-face. Non-verbal communication makes up a large part of our relationships, and connections are harder to build through emails, so if possible, turn on your camera.

If you can, take advantage of social networking invitations at work where you can get some off work face time with colleagues. One word of caution, being at home can make it feel more comfortable and casual than after-hours meetups but remember you still have to work with these people. As you’re building these relationships, stay professional, and imagine that someone from your HR department is listening in.

Next Steps:

If you’re preparing for a job change, we can help. We provide resume, interview, and career coaching services to clients across the US. Reach out to info@soundinterview.com for a free consultation.

How To: LinkedIn Connection Requests

November 18, 2020

If you’ve been looking for a job, chances are you’ve heard the infamous statistic that something like 70-80% of all jobs are gained through networking. As a job seeker, that can be a scary number, especially for introverts. In a perfect world, you know someone who can connect you to someone at that dream company in what we’d call a “warm handshake.” However, what do you do when you don’t have a connection? That’s where LinkedIn can come in handy. LinkedIn connection requests are one of the best tools to help you network virtually. Here’s how to send connection requests that will be accepted.

LinkedIn Connection requests

Some days I get upwards of 20 LinkedIn connection requests, and I don’t accept all of them. 99% of the time, I will decline these requests if it appears that the person is trying to sell me something (I’m looking at you, Financial Planners). Connection requests are relatively low effort to send to people, and, unlike some, I’m not a fan of collecting connections on LinkedIn. Initially, I took the approach that I’d only connect with people I’d worked with or encountered in my daily life. I’ve backed off that perspective a bit, and I’ve made meaningful connections with people I haven’t met in person. So, when I receive a connection request, here’s what I look for:

Do I know this person? If so, this is an easy yes!
Is there something in common with this person? Maybe we’ve worked together in the past or been affiliated with the same organization.
Is this person in a similar industry/profession as I am? I see this as a potential networking opportunity and sharing best practices.
Can I help this person? The best way I can identify if I can help a connection is if there’s a personal message included in the connection request.

Who to connect with

When you are looking for a new connection on LinkedIn, be intentional about who you are connecting with. Like the list above, you’re more likely to get requests accepted by people you know or when you have something in common, like a group or previous organization. Additionally, look at connecting with hiring managers or recruiters in the organization. While it might be nice to connect with the CEO or other C-suite leaders, unless you’re targeting positions reporting to them directly, they’re less likely to have the time for informational interviews and the time to build a relationship. Regardless of who you choose to send a connection request to, you’re going to have much more success if you personalize it.

Writing a LinkedIn Connection Request

When you’re reaching out to connect with someone on Linkedin, the best approach is to be clear about your motives. A personalized message will go a long way in helping them decide if they want to accept the request, and it’s pretty easy to do. Here are a few templates that you can customize:

Informational interview: Company

Hi “name,” I have been following “Company,” and I’m interested in learning more about “what.” I had a few questions, and I am hoping to connect. Thank you.

Informational interview: Job

Hi “name,” I see you are a “title” at “Company.” I’m currently a “title,” and I’m curious about what you enjoy about your current role. Would you be willing to answer a few questions? Thank you.

Looking for a position: Recruiter or Hiring Manager

Hello “name,” I see that you work at “Company.” I am a “XYZ professional with x years of experience” and would like to discuss potentially working together. I’d love to see if my background would be a fit for “Company.” I look forward to connecting. Thank you.

Connection Accepted, Now What?

Congratulations! The connection request worked. Now what? The worst thing you can do once you’ve made a new contact is not do anything. Within a few days, follow up with a message. Thank them for connecting with you. Networking relationships should be mutually beneficial, so it is an opportunity to offer any services or help you could provide along with your ask. A script could sound like “Hi “Name,” Thanks for connecting! I hope you’re doing well. I was hoping you’d be willing to answer a few questions about “topic,” if so, would you prefer email or phone? Also, please let me know if there’s anything I can help with.” Thanks, “Your Name.”

Once you’ve started the conversation, work to keep that relationship going. Please make an effort to check in via direct message every so often or engaging with the content your new connection is posting. Remember to avoid any political or other controversial topics on LinkedIn, and don’t say anything you wouldn’t want your future boss to read.

If you need some help building your job search strategy, our career coaches can help. Check out our career coaching options or email me directly at amie@soundinterview.com to create a custom plan.

October 1, 2020September 5, 2020

Write an Awesome Interview Thank You Note

Interview Thank You Note

A well-crafted interview thank you note could be the tie-breaker that sets you apart from your competition and helps you get the job. If you’re even remotely interested in the position, I strongly recommend sending a note. While it’s standard interview advice, most applicants still skip this step for some reason. Here are a few things to keep in mind while you’re crafting a note to the interview team.

Keep it Professional

When you are crafting a thank you note, it might feel like you’ve made a great connection with the hiring manager and it’s okay to let down your guard a little bit. Keep in mind that this person isn’t your friend, and they aren’t even your boss yet, so maintain the tone professional and make sure you do everything possible to eliminate spelling and grammar errors. One of my favorite tools to check myself is Grammarly. They offer both a free and a paid version, and they tend to catch a lot more errors than traditional spell check does. Take the time to read it over before you send it, and make sure you’ve spelled the person’s name right. Using too casual of a tone and errors are both turn off’s for a potential employer.

Personalize it

Personalized Interview Thank You notes — Sending a personalized note will help you stand out to the interview panel.

You can find form thank you note templates all over the internet, but some of the most memorable letters I have received from candidates were personalized. They spoke directly to me and mentioned specifics that I either did or discussed that they appreciated it. These thank you notes showed me that the candidate was paying close attention to what was happening in the interview and they felt much more genuine.

Granted, individualized thank you notes to everyone on an interview panel can be tricky. Getting everyone’s email addresses from the team can be hard. First, try asking for their business cards at the end of the interview. It’s okay to tell them that you want to follow-up with a thank-you note, provided you be sure to do so.

If you can’t get the emails of everyone on the panel to send them each a personalized thank you note, send one overall thank you to the team. It’s okay to include brief messages to each panel member and ask you contact, either the recruiter or hiring manager to pass the note along.

Send it within 24 hours

In my experience, 95% of the thank you notes I have received from candidates were via email. While email is a bit less informal than a handwritten note, it is much faster than sending it through the mail.

When you’re sending a thank you note, speed is important. Make every effort to send the email within 24 hours of the conversation. Once managers are at the interview stage in the hiring process, they’re looking to move quickly. They’ll make a decision soon after the last candidate, leaving a short window to influence their decision.

To make things easier on yourself, start writing the thank-you note before your interview. By having it written ahead of time, you’re not starting with a blank slate. You can fill in the specific details afterward and send it off quickly. Just make sure to proofread it very carefully before you send it off.

Ask for Feedback

If you don’t take the time to ask for feedback on the interview thank you note, you’re missing a tremendous opportunity. First of all, when you ask for feedback, it shows the hiring manager that not only are you open to constructive feedback, but you seek it out. Know that in a lot of cases employers have pretty explicit policies about providing feedback, but that shouldn’t stop you from asking. Without asking, you won’t have any information on improvement.

The Sample Interview Thank You Note

Subject: Thank you

Hello [manager name]

Thank you for taking the time to interview me for [position]. I appreciate the chance to learn more about [your company/this job etc.], and I’m excited about the opportunity to join the team. Thank you for taking the time to [insert specifics here] It helped [provide more clarity/put me at ease/etc.]

You mentioned that one of the challenges for this role was XYZ. I am confident that with my previous experience in ABC, I’d be able to [develop a strategy/work towards a solution/etc.].

Regardless of the outcome of the interview, I would appreciate any feedback you would be willing to provide so I can continue to improve my skills. Thank you again for your time and please let me know if you have any other questions or need any more information from me. I look forward to hearing from you soon.

Best Regards
[your name]

How to Prepare for Virtual Interviews

August 12, 2020

These days, more and more interviews are happening over Zoom and Google Meet. Virtual interviews are unchartered territory for many job seekers, and the etiquette is still mostly undefined. One of the most common questions we’re seeing from clients right now is how to get ready for these virtual interviews. So, we’ve gathered up some of our best tips to help you make the best (virtual) first impression possible.

Tip 1: Choosing your equipment

Ideally, you’ll be able to take the meeting from a computer and not your phone. The hierarchy is as follows: computer, tablet, phone. If possible, avoid taking the interview on your phone, because it’s too easy to shift angles or present issues. The other benefit of using a computer is that you can plug directly into the internet and avoid WIFI. Having a hardwired connection will help reduce lag and give a clearer video. Too much lag, and you can miss essential questions, non-verbal cues, or worse, they might miss parts of your answers. If you’re using a computer, be sure to close your other programs, including email, messenger, slack, etc. so notifications don’t pop up and distract you. Headphones reduce background noise and make it easier to be heard.

Tip 2: Set the scene

Try to take the call in a quiet, distraction-free zone. Your lighting and background are essential. You want the light to come from in front of you so the hiring manager can see your face. Be aware of the things around you that the camera can see, and keep it neutral. It’s best to take the meeting in front of a plain or nicely decorated wall. Try to avoid using your bedroom if possible. If you’re tight on space, you can opt for a virtual background on Zoom, but stay away from the animated ones, and keep it professional.

Tip 3: Dress for the part

Office with a computer monitor and thumbs up on the screen from a man in a suit.

If you’ve been working from home for several months you may have gotten pretty casual with your clothes. For a virtual interview, you’ll want to dust off your professional wardrobe and dress for the job. Hiring managers have been reporting that interview candidates are dressing a bit too casually for these video interviews. Dressing up is an easy way to help you stand out amongst the competition. It’s best to wear solid colors because some patterns can be distorted by the camera and be distracting. While it seems obvious, don’t neglect the bottom half of your outfit. Be prepared because you never know when you will have to jump up and run across the room for something.

Tip 4: Test everything

The day before the interview, make sure you have the software downloaded, and you know how to use it. Technical difficulties can lead to anxiety and throw you off-kilter. For Zoom meetings, you can create a free account to practice using the tools, and even record yourself. Record a dry run the day before in the same way you plan to have the interview. Go through all the motions, including your chosen interview outfit, hair, makeup, and accessories. Spend a few minutes talking to the screen and practicing your responses to “Tell me about yourself.” This way, you can see how you’ll appear on the camera, make adjustments, and feel more confident on the big day.

Before your interview, make sure to have the phone number of someone on the hiring panel. That way, if you do encounter technical difficulties, you can reach out and let them know. This contact information will also help you follow up after the interview if you haven’t heard any news.

Tip 5: Bring your tools

woman working on a computer with paper, tea and cell phone nearby.

There are some things to keep within reach for a video interview that will help you stay comfortable and focused. I always recommend clients bring water to in-person interviews, and a virtual interview is no different. Water is a helpful tool to give you a pause if you’re feeling flustered or if you start coughing. The second thing you want is a blank paper to take notes, organize your thoughts, or jot down questions that you would like to ask.

One benefit of a virtual interview is the ability to use notes. I don’t recommend keeping them on your computer, because the scrolling/reading can be noticeable to the hiring manager, and it can create technical problems. Instead, go old-school and use handwritten or typed notes. Post them on the wall behind your computer or put sticky notes on the edges of your screen. If you are using notes, they should be a couple of keywords or phrases to jog your memory, not paragraphs. The purpose is to glance over and get a quick reminder, not read a script to the hiring manager.

Tip 6: Rapport

The downside of virtual interviews is that it is more challenging to build a strong rapport with the hiring manager. At the interview, the hiring manager already believes you can do the job, or they wouldn’t be meeting with you. The interview serves two purposes for a hiring manager. First, to assess the skills from your resume, and second, to evaluate how you’ll fit into the organization. Look for opportunities before or after the interview to make small talk and learn more about the hiring manager. Be an active listener and try to find common interests to discuss. These conversations can help put you at ease and allows a bit of your personality to show through.

Are virtual interviews here to stay?

My prediction is that these types of interviews are going to be used for a long time. Virtual interviews are a cost-effective way to consider candidates further away and gather an interview panel across multiple sites. The pandemic has caused a massive shift in how people work, and many positions may never return to an office fulltime.

If you’re ready to start practicing for your next virtual interview, we can help. Our coaches are experienced at conducting virtual sessions and can often provide recordings of the sessions. To learn more, email me at amie@soundinterview.com.

Should I Go Back to My Old Company?

September 12, 2019

One of my clients, frustrated with the job search process, recently asked me about the pros and cons of going back to their old company. Deciding to return to a former company is a pretty individualized question, and there are many factors to consider when making that decision. Here are a couple of questions to ask yourself and some tips on how to be a “Boomerang Employee.”

In the Baby-Boomer generation, people rarely switched jobs, and even fewer people ever returned to their previous companies. Now, as careers are becoming more fluid, people stepping in and out of the workforce, employers see considerable value in welcoming past employees back. Organizations are setting up alumni network groups and newsletters to keep in touch with potential boomerang talent. Most of the time, previous employees have priority status in applicant tracking systems, and in some cases, companies even abbreviate the hiring process.

Benefits of Going Back

There can be lots of benefits to returning to a previous company. For one, you will likely get paid more. Typical annual raises range between 2-5%, but when you take a new job, your salary can jump as much as 15% in a move. Second, you’re going to have an easier time onboarding. Since you are already familiar with the systems and procedures, there’s less of an adjustment period. Finally, if you still have a strong network, the chances are that you will have an established reputation there.

Why Did You Leave?

What was it that motivated you to change roles? If you left your last job because you had a great new opportunity that came up or a different challenge, going back might make sense. If you left because you felt frustrated with the company, people, or the work that you were doing, take a harder look to see if this is the right decision. Ask yourself what was it about the organization that you enjoyed, and what were the things that made you crazy. It can be helpful to write out the plusses and minuses of the company. Ultimately, if you left because something was not a good fit, ask yourself if that reason is still valid.

What’s Changed?

If it’s been a few years since you worked for the company, take some time to catch up and see what’s new. Check out news articles, company earnings calls, and talk to previous co-workers to get a feel for how things are going. You are going to be bringing some new experience to the company since you last worked there. Think about what roles you are targeting.

Getting Started

You’ve considered everything you’re ready to boomerang back to your previous company, now what? First, start with your network. Find out whom you know that still works there. LinkedIn is pretty useful here since you can search by the company and see who is in your network that works there. While you’re there, explore the group section for “Company” Alumni or former employees of “Company.” Often these groups are monitored by the organization and will have valuable information about returning to work.

Using your Network

Now that you know who’s who, it’s time to start reaching out. Find time to connect with your network, who are still at the company. Ideally, your first meeting should be someone with hiring influence at the company. Try to make this meeting can happen face-to-face and if you can afford it, pick up their tab. Ask these questions:

Are they happy there? What’s different since you left?
Are they aware of any openings coming soon that might be in line with your experience?
Is there an employee referral program, are past employees eligible, and would they be willing to refer you?

Ultimately, using your network to get back into a company is the ideal strategy. If it’s been a long time since you left and you no longer have contacts there, reach out to a recruiter and try to establish a connection. After that, start applying to the positions on the company website. You will want to include your previous job there, even if it has been more than 10-15 years since you’ve worked there. If you are looking getting started or building a job search strategy, we can help! Email info@soundinterview.com to learn more.

Answering Strengths and Weaknesses

June 5, 2019

What is your biggest strength? Tell me your greatest weakness? Answering the strengths and weaknesses questions in an interview can be difficult, especially when they catch you off guard. I am not convinced about the value of these questions in job interviews, but since my responsibility is to help people prepare for interviews, this is often one of the areas we’ll spend time on.

Unfortunately, these types of questions still exist, and applicants come across them. For whatever reason, hiring managers like to put candidates on the spot with these. The good news is that these questions are easy to predict, and with practice, you can have reliable answers.

How to answer Strengths and weaknesses at an interview

What is your biggest strength?

First- listen to the question. How many strengths does the hiring manager want? If they ask, “What is your greatest strength,” you only want to provide ONE. Please don’t talk about 15 talents if the hiring manager only asked for one. Rambling about your multiple skills will come across as overly confident and is a huge turn off for hiring managers.

The best strategy is to pick a strength that relates to the job posting and then provide a brief story that shows those behaviors in a positive light. The more you can demonstrate the strength, the more believable it becomes to the hiring manager.

What is your greatest weakness? How does it manifest at work?

How to answer what is your greatest weakness question

The weakness question is a bit trickier. For years the advice has been to pick a weakness that is actually a strength, like “I take on too much work,” or “I can’t say no.” Bad news, hiring managers are on to this trick, and they’ll keep asking for weaknesses until they’ve gotten you to cop to a deep dark secret, or they’ve written you off as a candidate.

I tell my clients to choose a real weakness, not one that is career-damaging, like an accountant with poor attention to detail, and go with it. Hiring managers are looking for a couple of things: first, can you acknowledge your weaknesses? What have you done to help mitigate them in the workplace? To help clients find this weakness, I’ll often ask them what they’d tell a friend over coffee. They tend to think that these weaknesses are too personal for an interview (hint, rarely they can be), but more often than not, they are the best ones for this type of question. A word of caution, however, don’t disclose any protected information (relationship status, religion, sexual preference, children, political beliefs, etc.) in the interview. There are, of course, exceptions to this rule, but generally, you want to avoid triggering any unconscious or conscience bias with the interviewing panel.

answer strengths and weaknesses during job interview

Finally, practice your answers. Anticipate Strengths and weaknesses questions at every interview and know what you’re going to tell the hiring manager. That way, you’re far more prepared and equipped to be successful. As always, please reach out with any questions to amie@soundinteview.com.