"Tell me about yourself"
by Jeffrey Brown- President of Comprehensive Search 

When you, as an Interviewer, ask the most common, and toughest, interview question, "Tell me about yourself," the answer can make or break them as a candidate. Usually job seekers will respond with their "30 second commercial," and then elaborate on their background. While almost every career book and career counselor will tell you that is the appropriate response for just a moment let’s look a little deeper.

Many people fail in their job search because they are too often focused on what they want in a job including industry, type of position, location, income, benefits, and work environment. Their response is centered around this premise. As you probably realize though, this is in direct contrast to what you as an employer is looking for.

Most job seekers are unaware that there are two dominant reasons that will help them be successful in there search. The first is focusing on the needs of the organization. The second is focusing on the needs of the people within that organization. In this article, we are going to examine how to focus on the needs of the people within organizations. This will assist you as you hear the response to that all-important question, "Tell me about yourself."

Gaining an in-depth understanding of your personality style has enormous value in building successful careers as well as your personal life. Our own ProfileXT assessment profile can help employers quickly see how successful a candidate may be in there organization.

As an interviewer or hiring manager you take some time and study about your own style and then study others. When you meet someone for the first time, try to identify his or her style within the first two minutes. You can often identify styles by observing a person's demeanor, conversation, body language, appearance, and possessions.

Not to stereotype but to demonstrate what I mean, let's take some examples from the business world. While there are always exceptions and this is a very simplistic exercise, generally speaking the styles fit the example.

Analyst: They like systems and procedures. They are slow to make decisions because they will analyze things to death—but their decisions are usually very sound. They prefer working independently and are usually not very good in team environments, but they are also dependable. They buy cars with good resale value and great gas mileage. Usually are conservative dressers. Accounting types usually fit into this as well as programmers. 

Amiable Style: Very people-focused. They are dependable, loyal and easygoing; very compassionate. They will give you the shirt off their backs and the last nickel in their pockets. They are good listeners and value team players who don't "rock the boat." They are usually conformists and followers—rarely leaders. They avoid conflict and are not good decision makers. They drive four-door sedans or mini-vans to take the kids to sporting events. They usually clean up after the party is over.  HR and Secretarial type personality

Expressive: Very outgoing and enthusiastic, with a high energy level. They are also great idea generators, but usually do not have the ability to see the idea through to completion. Very opinionated and egotistical. Money motivated. They can be good communicators. They prefer to direct and control rather then ask and listen. They drive red convertibles with great stereos; to heck with the gas mileage. They come up with the idea for a company party, but never help clean up. They are on their way to another party. Your typical salesman or Account manager.

Chief: Intelligent, intense, focused, relentless. They thrive on the thrill of the challenge and the internal motivation to succeed. Money is only a measure of success; it is not the driving factor. They are results/performance oriented. They have compassion for the truly disadvantaged, but absolutely no patience or tolerance for the lazy or whiners. They drive prestige cars, not because the car attracts attention, but because it was a wise investment. They want to know why we had a party; what were the benefits of the party, and did we invite the banker?

Ok, now you are really getting some insight into your style and the style of others. It is time for the interviews. Throw out your question, Think about the person you see across the table. Listen to what you hear but also what you see. You should be comfortable with the qualifications to even be interviewing them. What you are looking for now is will this person fit in with the needs of this company. If it comes down to several good candidate interviews, do consider using a quality profile assessment.

I challenge you to learn about your own personality and leadership style in your organization, learn about the styles of others, and learn how to think on your feet when asking crucial questions. Whether you are seeking a Sales Manager, CEO or File Clerk by understanding the needs of others and your organization, you will increasingly become better at acquiring the talent your company needs.