When preparing for an interview, one question will always come up in some form or another: “What makes you different from other candidates?” Most people freeze. They scramble to list achievements, technical skills, or job titles. But what interviewers are really asking is this: What’s your unique selling point (USP), and how does it align with our values and goals?
Let’s break that down and explore how you can define and clearly communicate your USP with confidence.
1. Your USP Is Not Just Your Experience — It’s How You Think
Anyone can list job responsibilities or project achievements. But the value you bring is rooted in how you approach challenges, collaborate with others, and grow from feedback.
- Are you someone who takes initiative in ambiguous situations?
- Do you consistently bring structure to chaotic environments?
- Are you known for diffusing tension in high-stakes discussions?
These qualities are part of your USP. Think beyond tasks. Think mindset.
2. Know Your Values — They’re Your Foundation
What do you stand for? Whether it’s adaptability, curiosity, fairness, precision, or growth, your values guide how you show up and make decisions at work.
To identify them:
- Reflect on moments when you felt most proud or frustrated in a job. What was at play?
- Think about compliments you’ve received that felt true to who you are.
Use those insights to speak authentically about what drives you. For example:
“I thrive in environments where people challenge each other constructively. I value curiosity and I actively seek feedback, even when it’s tough — because that’s where the real growth happens.”
3. Real Stories, Not Buzzwords
Generic statements won’t make you stand out. Instead, anchor your uniqueness in real, specific experiences.
Try the BARRR structure:
- Background – quick context
- Actions – what you did
- Reasons – why you did it
- Results – what happened
- Reflection – what you learned
“In my last role, I inherited a hiring process that took over 60 days per role. I built a framework that cut it down by 40%. But more importantly, I collaborated with hiring managers to understand what quality looked like — not just speed. That experience taught me how to balance efficiency with long-term thinking.”
4. Mirror the Organisation’s Values
Before your interview, study the company’s mission, values, and culture. Find the intersections between their values and yours.
- If they value ownership, share a story where you went beyond your job description.
- If they talk about inclusivity, reflect on how you’ve made others feel heard.
You’re not just showing off—you’re showing you belong.
5. How to Summarise Your USP
When asked “Tell me about yourself,” or “Why should we hire you?” — bring it all together in a tight, values-based summary:
“I’m someone who brings clarity to complexity. My background in recruitment has taught me to ask the right questions fast, but it’s my focus on long-term team fit and integrity that’s made my hires stick. I’m always thinking about how to raise the bar while keeping people engaged and aligned.”
Short. Confident. Personal.
6. Your USP Evolves — And That’s a Good Thing
You don’t need to have it all figured out. In fact, showing a growth mindset — the ability to reflect, adapt, and keep improving — is part of your uniqueness.
Bring in feedback you’ve received. Talk about mistakes you’ve learned from. Show your awareness of your blind spots — and how you’re working on them.
“I used to rush to find quick solutions in interviews. But I learned to slow down and reframe questions to really get to the core of what the team needs. It’s made a big difference in my placements.”
Final Thought
Your USP isn’t about being perfect. It’s about being clear, honest, and relevant. Stand out not by being louder, but by being more you — and connecting that to what the company cares about.
The French Recruiter 