Best Answers for 'Why Should We Hire You'

Interviews are a crucial part of hiring, and one of the most important questions employers ask candidates is: "Why should we hire you?"

While it may seem like a simple question, the response can reveal a lot about a candidate: how well they understand the role, how confident they are, and whether they have the right skills for the job.

A strong answer shows preparation, while a weak response can indicate a lack of research or enthusiasm.

In this article, we’ll explore why this question matters, what to look for in a candidate’s answer, red flags to be aware of, and how employers can evaluate responses effectively.

Why Employers Should Always Ask, “Why Should We Hire You?”

Every employer wants to hire the best talent, and this question helps assess whether a candidate is truly a good fit for the job. Here’s what you can learn from their answer:

Do they have the right skills and experience?

A good response should connect their abilities to the job requirements. Candidates who clearly explain how their skills match the role are more likely to succeed in the position.

Do they fit into the company culture?

Beyond technical skills, a candidate should also align with the company’s work environment and values.

Their answer should reflect an understanding of what the company stands for.

What unique value do they bring?

Some candidates simply list their skills, but strong candidates highlight how they can contribute in ways that others might not. They should share what makes them stand out.

Are they confident and good communicators?

The way a candidate answers this question shows their confidence level and how well they can express their thoughts.

A well-structured response reflects good communication skills, which are valuable in any role.

What Employers Should Look for in a Good Answer

A well-prepared candidate will craft an answer that directly connects their skills to the company’s needs. Here’s what to look for in a strong response:

Clear alignment with job requirements

The best answers are match to the role. Candidates should mention skills or experiences that directly relate to the job description.

Problem-solving abilities

A great answer may include examples of how they have solved problems in past roles. This shows they can contribute beyond just fulfilling basic job tasks.

Passion and motivation

When a candidate speaks with enthusiasm about the role and the company, it indicates genuine interest. Employees who are motivated tend to perform better and stay longer.

Specific achievements and examples

The strongest responses are backed by facts. For example, a sales candidate might say, “In my last role, I increased sales by 30% in six months by improving our client follow-up process.”

A unique value proposition

Candidates who stand out don’t just list skills, they explain why they are different from other applicants.

This could be a mix of their experience, work ethic, or special expertise in a certain area.

Red Flags in a Candidate’s Answer

Not every answer to this question is a good one. Here are some warning signs to watch for:

1. Vague or generic responses

A candidate who simply says, “I work hard and I’m a team player” without giving specific examples may not be well-prepared or genuinely interested in the job.

2. Overconfidence without substance

Confidence is good, but if a candidate makes bold claims like “I am the best person for this job” without evidence, it might indicate a lack of self-awareness.

3. No knowledge of the company

If a candidate cannot mention any details about the company or how their skills align with its needs, it suggests they did not research the role.

4. Focusing too much on personal gain

Some candidates may answer by talking about what they want from the company rather than what they can contribute.

A good hire should be focused on adding value, not just receiving benefits.

Best Sample Responses & Employer Evaluations

Different roles require different skills, so below are sample answers for various job types:

Example Answer for a Sales Role

"I believe I would be a great fit for this role because of my experience in sales and relationship management. In my previous job, I increased client retention by 25% by implementing a follow-up strategy that improved customer satisfaction. I enjoy connecting with people and solving their problems, which makes me confident that I can contribute positively to your sales team."

Why this answer is strong:

It includes specific results (client retention increased by 25%).
It highlights a key skill (relationship management).
It shows enthusiasm for the role.

Example Answer for a Technical Role

"As a software developer with five years of experience, I have worked on multiple large-scale projects that required strong problem-solving skills. I specialize in backend development and have successfully optimized database performance, reducing loading times by 40%. I enjoy solving complex technical challenges and believe my skills can contribute to your team’s ongoing projects."

Why this answer is strong:

It provides a measurable achievement (reduced loading times by 40%).
It shows a clear technical specialization.
It emphasizes problem-solving abilities.

Example Answer for a Leadership Role

"With over eight years of experience in team management, I have a strong track record of leading teams to exceed performance targets. In my last role, I managed a department of 15 people and increased productivity by 20% by introducing a more efficient workflow system. I believe my leadership style, which focuses on collaboration and mentorship, aligns with your company’s values."

Why this answer is strong:

It demonstrates leadership impact (productivity increased by 20%).
It connects leadership style to company values.
It highlights management experience with specific numbers.

Follow-Up Questions Employers Can Ask After “Why Should We Hire You?”

So, you've just asked a candidate "Why should we hire you?"—and now you need to dig deeper.

A well-prepared candidate will give a solid answer, but follow-up questions help you uncover even more about their skills, experience, and mindset.

Here are some great follow-up questions to ask:

1. Can you give a specific example of how you've used those skills in a previous job?

Why ask this? It forces the candidate to back up their claims with real-world experience. Look for answers with measurable results.

Good answer: "In my last role, I optimized our website's SEO strategy, increasing organic traffic by 60% in six months."

Red flag: "I’ve done similar work before." (Vague and lacks details.)

2. How do you see yourself contributing to our company’s goals?

Why ask this? It tests whether the candidate understands your company’s mission and can align their skills with your objectives.

Good answer: "I know you're expanding into new markets, and my experience in international business development can help you scale effectively."

Red flag: "I’m happy to do whatever you need me to do." (Lack of initiative.)

3. What sets you apart from other candidates applying for this role?

Why ask this? It helps you see what makes this candidate truly unique and whether they have a competitive edge.

Good answer: "I have a rare combination of data analysis skills and creative storytelling, which allows me to create marketing campaigns that are both data-driven and engaging."

Red flag: "I’m a hard worker." (Too generic.)

4. Can you share a time when you faced a major challenge at work and how you handled it?

Why ask this? It assesses problem-solving skills, resilience, and the ability to work under pressure.

Good answer: "Our company lost a key client, so I developed a retention strategy that helped us recover 80% of our lost revenue."

Red flag: "I don’t really face challenges at work." (Everyone faces challenges—this might indicate a lack of experience or self-awareness.)

5. If hired, what would be your plan for the first 30/60/90 days?

Why ask this? It tests whether the candidate has a proactive mindset and understands how to make an immediate impact.

Good answer: "In the first 30 days, I’d focus on learning your internal processes. By 60 days, I’d implement efficiency improvements. By 90 days, I’d aim to boost productivity by at least 20%."

Red flag: "I’ll see how things go and adjust accordingly." (Lack of planning or vision.)

6. What motivates you to do your best work?

Why ask this? It gives you insight into the candidate’s work ethic, values, and long-term potential.

Good answer: "I’m motivated by challenges and opportunities to innovate. I love finding solutions that make processes more efficient."

Red flag: "I just want a stable job with good pay." (Nothing wrong with this, but it doesn’t show passion for the role.)

7. Where do you see yourself in five years, and how does this role fit into your career goals?

Why ask this? It helps you determine if the candidate sees a future with your company or is just looking for a short-term job.

Good answer: "I see myself growing into a leadership role in marketing, and this position aligns with that goal by giving me hands-on experience in campaign strategy."

Red flag: "I haven’t thought about it." (Lack of career direction.)

Tips for Employers When Evaluating Answers for “Why Should We Hire You?”

A good response to "Why should we hire you?" should highlight relevant skills and fit with company goals.

To make fair hiring decisions, employers should assess answers consistently, balancing technical skills and soft skills.

Below are some key tips for a structured evaluation.

1. Compare responses objectively

Have a structured way to assess each candidate’s answer, such as a rating scale or evaluation sheet.

2. Balance technical and soft skills

Some roles require strong technical abilities, while others need good communication or leadership. Consider both aspects when making a decision.

3. Make hiring decisions based on alignment with company goals

A candidate might be highly skilled but not fit into the company culture. Choose candidates who align with the company's vision for long-term success.

A candidate’s response to “Why should we hire you?” offers a glimpse into their ability to contribute meaningfully.

Employers who take the time to evaluate responses based on skill relevance, problem-solving ability, and motivation can make more confident hiring decisions.

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