Candidates often treat a request to introduce themselves as an invitation to present their entire CV step by step. However, recruiters claim this is a mistake.
Three career consultants and recruiters told Business Insider that this question is less about your autobiography and more about whether you understand the job, can communicate clearly and can present yourself as a suitable candidate.
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Stick to what's important – and show your value
Recruiters already have your CV, so what they're really looking for is context, experts say.
“What they want to know is whether you can do the job they need,” says Fran Berrick, a career counselor with a decade of experience. “It can't be fully assessed based solely on your CV,” he adds.
Berrick recommends the “one, two, three” structure:
- an opening explaining your professional mission,
- several examples confirming qualifications,
- a conclusion explaining why you are interested in this particular role.
“The ending should always be about what attracts you to the employer,” he adds. — Don't turn your answer into a disjointed list of facts. You need to think about why you're sitting in this meeting, he emphasizes
Madelina Mann points out that withPlease start your answer with a short summary of who you are professionally and how your experience relates to the roleand then discussing the most relevant experiences from recent positions, starting with the most recent.
— For example, if you're a management assistant applying for a social media manager position, instead of focusing on organizing meetings, highlight your social media activities — even if they only accounted for 10 percent. your work, explains Mann.
Caroline Ceniza-Levine, a long-time recruiter and executive coach, tells Business Insider that candidates should strategically consider what makes them memorable and resist the temptation to mechanically narrate the experience in chronological order.
He emphasizes that preparation is key and that candidates should devote more time to researching the interviewer.
“If you know the interviewer has something in common with you—for example, you went to the same college or go to the same church—mentioning that can quickly help build a rapport,” suggests Ceniza-Levine.
Read also: In fact, today there is only one way to quickly get a new job
How to explain dismissal?
For candidates affected by layoffs, especially in the tech industry, career advisors say the best approach is to be honest and concise.
— I don't see candidates being punished in any way for being victims of layoffs Mann said.
Mann recommends directly acknowledging that you've been laid off, while emphasizing that you liked the job and would stay with the company if you could.
“I loved working there. I didn't want to leave, but there were company-wide layoffs,” he suggests candidates respond this way.
Ceniza-Levine says candidates with longer breaks from employment should show they have remained professionally active through projects, volunteering and networking.
“You want to show that your skills haven't gone rusty, your network hasn't weakened, and your knowledge is still relevant,” he explains.
Berrick adds that candidates should talk openly about layoffs, because large job cuts – like the recent layoff of 8,000 people. employees by Meta – are no secret. At the same time, you should avoid criticizing former employers.
— Never slander your previous employer – advises Berrick in the context of a conversation about dismissal. — Recruiters want to know that you have emotionally coped with the situation, worked through it, drawn conclusions and are able to talk about it professionally and maturely, he adds.
The above text is a translation from American edition of Business Insider
