A candidate told me about this experience:
He (C-level, very experienced) is in a job interview with the CEO (also very experienced). At the start, the CEO, always pressed for time but with no hidden agenda, says: “Tell me a bit about yourself.”
The candidate gets going. He makes the mistake of starting at the very beginning. Fifty minutes later he’s finished, and they both realise with surprise that the hour is almost up!
Afterwards, the interviewer calls the headhunter and says: “Good man, but he talked about himself the whole time!”
What can we learn from this?
“Tell me about yourself” doesn’t have to be a trick question or a trap. (I dislike trick questions in interviews anyway. They say more about the person asking than about the candidate.)
When the question comes, pick out two things at most that have really shaped you, or summarise them. Ideally one positive and one negative. Talking about a negative experience shows courage and an ability to reflect critically on yourself.
If it fits, use the question for a sentence that captures you best: “I’m the person the CEO calls when he doesn’t trust the numbers or what he’s being told.”
Or: “I’m the person the teams in my area call when they’re stuck.”
Don’t use a slick template. Use what genuinely describes you best. Keep it short! The interviewer will ask if they want to know more. It doesn’t always have to take an hour. But structure matters enormously.
My best interview as a candidate was with the CEO of a large mid-sized technology specialist. He had my CV in front of him, covered in handwritten notes. That signalled preparation and respect.
He said: “Mr Seyfarth, here’s what I suggest: we have an hour. You talk about yourself for half an hour, and then we’ll spend half an hour on the role.”
That was a great opening. It signalled respect, a clear framework and the expectations on both sides. I really enjoyed that interview. I had a job offer the same evening.
What’s your experience with open questions in interviews?
