So tell me about yourself. - STOP! It's A Trick Question!
Posted by
Jessica Holbrook
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That’s a trick question!
After reading this the 'Hiring Powers That Be' are going to revoke my membership and then cut me off from ever working in the Human Resources field again.
OK that may be a bit dramatic but I am revealing one of a hiring manager’s secret weapons.
The first question an interviewer most likely asks is "So tell me about yourself." It may sound harmless but watch out, this is where it can get you in deep trouble and cost you the job!
Yes, before you have even discussed qualifications and background experience your answer to this question will either keep you in the running or boot you out before the interview is over.
The question is designed to be a warm up. When you first greet someone for an interview they would like to get to know you, most likely so you'll warm up, feel more comfortable and at ease talking to them. But be careful because this question often entices people to share personal information. When I say personal information I’m not referring to your social security number and place of birth. I'm referring to you, what you do, who you are, where you go, your family, etc.
When I have asked this question in interviews (Yes, I am guilty of being one of those people) I am surprised at the responses that I get. They are hardly ever professional and career focused. Normally a candidate will start off with well I was born in New York City in '74 went to school at Green Park Elementary, had two dogs, I love to play basketball and now I'm married and have two kids.
Wrong answer.
Sneaky recruiters will use this information against you. They know they can't come out and ask you about your age, religion, marital status, etc. And this is exceptionally tricky for STAY AT HOME MOMS!!!
I warn you! USE DISCRETION.
I once had an interviewer start of with the ‘So tell me’ question. Knowing what I know, I kept it strictly professional. I said I graduated from XYZ University with a Bachelors of Science in Communications and started my career in Recruiting with a National Staffing Agency, I progressed through the ranks, then moved on to a better opportunity with ABC Corp. I have been with them 6 years and am now seeking a more challenging role as the Human Resources Manager for LMN Inc.
See how I kept it purely about my career progression? This is the proper way to answer the question. But the interviewer was not satisfied that I didn't come out and tell him about my personal life and later on in the interview he just came out and asked the illegal personal question. "I am sure you have a family and children don't you? Tell me about that."
WHOA! Hello illegal question. I said, you'll have to pardon my response if it comes off negatively but actually I think you really need someone in this Human Resources position that is knowledgeable about current employment law because that is an illegal question and could really get you into a lot of trouble if you ask the wrong person.
Thankfully he laughed it off and said "Oh, I didn't know that - it's a good thing you said something. We really do need someone that knows that information." The next day I had an offer on the table. And he never interviewed anyone again - phew, lawsuit averted.
The reason why I mentioned previously this question is tricky for stay at home moms is because you get caught in the trap. When they say, so tell me about yourself you immediately want to say "Well, I have two kids and for the last 4 years I have been staying at home taking care of them." I hate to even say this but some employers will look down on this. They'll think oh she has kids and that may detract from her job duties and what about absences if her kids get sick? How much work will she have to miss?
I am not saying every employer is like this by any means but there are some out there. Know what your rights are and what is and isn't OK for an interviewer to ask. And if someone says to you in an interview "So tell me about yourself" keep it professional and about your education and experience. Refrain from telling them your whole life story.
Hopefully, this will help many of you make it to that next step in the interview process and one step closer to the job of your dreams.
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Michael Margolies •I volunteer as a career coach helping people find work, practice interviewing skills, learn how to dress, how to manage the search process and how tonetwork. I am often amazed at more advanced and executive level people I help who can't interview and have no idea what to say despite years of college and work histories. I expect this question to trip up the younger people I help and the less fortunate which is mostly who I work with but executives and senior level people often get tripped up on the same things that beginners do. So many people have never really learned how to create an effective resume or how to interview, even if they regularly hire others. -
Thank you all for your insightful comments. I wish you all the best in your job searches! To Kathleen, I am terribly sorry he asked you this and it would be considered and illegal question from my viewpoint. Anything that would provide a 'date' to college could be considered age discrimination and it is completely wrong for him to ask that type of question. I hope you all will hold out hope and know that there are great employers and well meaning ones out there. Just keep your ears open and know what your rights are as an employee.Best wishes in your job search!Jessica
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Kathleen Rosson •Thanks for the article. I was recently on a telephone interview when the VP asked me,"So, when did you graduate college?" Now, I'm in my late 50's and knew this would be the kiss of death for me. I replied, "In the late 70's, is that a concern for you?" Of course he said no, but guess what, I never heard from him again. I'm an executive that lost my position in Jan. 2009. It's tough out there, but we have to keep smiling and dealing with "sneaky" people.
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Prathap •Hi, The recruiter asked me to write about my achievements in 250 words!! How can i write this! do u have any articles? how to start and how to end?Thanks Prathap
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Tom Weaver •Good to know. I'll pass it on.Tom
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Thank you for sharing, a very valuable point.However, there is a bigger issue here and that is KIDS! I was listening to a presentation by Deutsche Bank's chief economist Norbert Walter in Berlin recently. He said that one of the healthy signs of financial recovery in many parts of the Western world - including the US - was a healthy reproduction rate!Kids are actually important for our future econonomies (I am Norwegian, working in the UK), so let's just work with it and be as supportive and accommodating as we can and set up structures that can deal with the fact that some of us do have them and want to work, children do get sick, and yes, they do have endless holidays.I don't have the solutions for everyone, but the way I have set up my recruitment company, is with several flexible workers and a system whereby you can work from home. We like to be in the office together, for mutual learning and of course interviewing and using office facilities. In the office we have a couch with a pillow and a blanket, children's books and painting stuff. If someone's child is ill and we still have to go in and can't get childcare, we bring the little blighter.And maybe not surprisingly, many of my colleagues are women with children and fantastic at what they do and in their commitment, regardless of where they do it from. An untapped resource.
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Dawn •Excellent! Thanks very much for this insightful info.
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Liza •Here in Mexico the diversity regulations are non existant. So most of the candidates really hate the interview process. I as a recruiter try to be as friendly and empathic as I can, but also when I am in the candidate chair I feel I am in a marcial court. One of the other things I think are important is honesty and feedback...I try to give feedback to my candidate and also as honest as my work allows me...Anyway...thanks a lot for the tip =)
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As an executive search professional, the message "So tell me about yourself.." posed as a 'trick question' caught my attention. I agree with the initial post that a professional summary works best - but it could also simple be seen as a straight forward response to a straight forward question in a professional setting. Rather than viewing this question as a potential trap, I would suggest that this, like most questions, can be positioned to provide the candidate an opportunity to share and clarify relevant information (key word: relevant). A straight forward Q&A can be easily accomplished without crossing the line. Shifting the perspective of the Q&A process of a job interview to accurately gauge a potential "fit" will assist in creating a productive, authentic and comfortable interview. For instance, I am sometimes asked "is flex time available?" by working parents. Personally, I see this as a candidate's attempt to successfully see her/himself in the role because they are already working through real details of what the role will entail. This is an important negotiating point that can result in a stronger bond between employer and employee.On the other hand, if the role requires travel, a candid discussion about any limitations for the candidate's ability to travel in advance is well advised - and if possible - negotiated.Open comfortable dialogue can be achieved without crossing the line through mutual respect for all parties involved while staying focused on the task at hand. That is simply to identify and assess the appropriate skillset for the role and the ability to carry out the requirements for the role. - Pamela 404-307-4965pdixon@ssi-search.comSSi-SEARCH focuses exclusively on healthcare technology leadership including business development, clinical informatics, and consulting.
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OM •Thank you for posting this article. I used to interview people in my administrative role, but would always avoid general questions that could potentially lead to a conversation about interviewees personal matters. I took a few classes in MBA program in HR and one of them was employment law related. Another issue with employers... they are not allowed by law to provide with the details of your employment history when providing a reference. They have to limit that to either rehireable or not rehireable. However, employers breach that law on a regular basis.
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Linda •Hi. 20 years ago in England, a recruiter asked me if I planned to have children soon. He stated that only HR people had the right to ask. I thought he was wrong and I was hurt because at the time I was struggling with infertility. Also, what happens with accidental pregnancy? Did he think he could hold me to the no kids statment? I'm glad it's illegal here in the USA.
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As a fellow recruiter, I guess I must say I am one of the good ones. "So tell me about yourself" is tantamount to "I was too busy to read your resume before the interview." On the flip side in 2009, it boggles my mind that candidates who have immense resources available at the click of mouse do not know what is legal and illegal. I most often will start with let's review your history, usually it is a given that for woman they will reveal sooner rather than later, " I have two kid,etc, etc.". Or another question is "Is there any reason you will not be able to work x hrs?" this goes to the edge but is perfectly legal. I am not asking if they have daycare issues. But if the job requires that the worker be there until 530 or 600 pm and that will cause a hardship due to a possible conflict with day care, then in order to make the right fit for the position. I need to know that. It is critical for ALL candidates to seek our resources via the net that list very clearly what is legal and illegal. There are many questions we ask that get the answers we need not to exclude a candidate but to properly qualify a candidate. This is good but don't paint us all with a broad brush stroke. Keep informing. Candidates can go to www.quintcareers.com that is a great source. Usually most states have a department of labor and they are a great source. As well if candidates want to go to a resource I assisted with compiling a free resource go to www.shranh.org and go to the link for the Workforce Readiness Tool kit, it is free and a great living breathing document that is updated continuously and has some great weblinks that have been researched, reviewed and deemed to be some of the best links on the web, covering a huge array of topics for candidates seeking employment. Best of luck and thank for your insight....
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Taufik Febri •nice post, thanks
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Cony •That's very interesting information. However in Mexico we don't have such protection. Employers can and do ask all kind of personal questions about age, marital status, kids, and even go deeply. Some time some one asked me who do you live with. I answered I live alone (I'm in my 30's). And she answer: "Oh, what a pity! Why is your family disintegrated? what about your parents?". I really surprise with that kind of comment!
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Seema •The interviewers / recruiters have already gone through the RESUME/BIO-DATA/CV before interview. So it depends on the interview panel members and their age group, which can guide us to capsulate the information we need to and we can share when this Tricky question is asked. I personaly mention about the Education and the career journey as a major portion of TELLING ABOUT MYSELF, but also in the flow, is it not essential to indicate gently the family background (in terms of the responsibilities- say in case of Single Moms, I feel it is important to share with the Prospective employers, as then they can understand the rational behind willingness to relocate / travel etc.) Here even mentioning the age of the children for women employees is important, since the concern mentioned in the article gets automatically address. For women employees it is also important to mention about the support system which gives an assurance to the interviewers that this employee would not remain absent for a longer duration, in case of the domestic problems. So strictly adhering to the education and career path may not be a complete set of information in case of Women employees. Would appreciate the views on my thoughts, if any.
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shereen •I hate to say this but I am asked if I have kids in every interview , and it is not legal to ask this question in this part of the world , so your advice can be considered seriously where you live but here, every female is asked this question either in an interview or through a rec. company and I cannot say 'oh this is illegal question' becasue it is not legal question here and some employers even stress that you do not need any married women who has small kids , so this is the real world.
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Jess •It never occurred to me in a job interview situation to answer that question with anything other than details of my career and my interests in the industry. Glad to know I wasn't wrong.
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MAA •This is excellent advice. I've used the question as an interviewer and am also amazed what people reveal. It's a good reminder for me as an interviewee. Thank you.
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Debba99 •Thank you for describing the HR's position so eloquently. Yes, we need to skirt around to get at the route of potential employees and we have to make judgments based on our education and experience. Sorry, all applicants but it's a dog eat dog world out there with way too many applicants for way too few positions and we are on the spot to get the BEST applicant for the job. Companies spend time, resources and money to train YOU for what WE need so listen up and take heed. When we ask you 'so tell me about yourself' don't give us the ammo to disqualify you. We are using the latest informations/datato select best candidates. I am skilled to pick up ques when the applicant is not being truthful. I am skilled in knowing when the applicant is uncomfortable and can conclude WHY. I want honesty and integrity but no zeolots that want to report every impropriety our company is quilty of. We want candidatesthat will report problems with their ideas of correction; otherwise, it is just a complaint we have to do with: YOU. We want candidates that will work to the best of their abilities that can get along with their coworkers; who don't bring their baggage into the workplace. We are asking for a lot from candidates today, but guess what? We have so many of YOU to pick from and we are going to do everything we can, even trick questions, to rule out a candidate for the best candidate we can get.
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Lin Jacobson •Good to know. Thanks for sharing!
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Amit •oh, I didn't know that - it's a good thing you said something!
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Unmesh •Wow! Intresting article.I agree to your views. Apart from the sneaky recruiters the rest use this question as a ice breaker and to make the candidate comfortable.Thx
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