How to (and how not to) answer the interview question ‘What can you bring to the company?’
The simple answer to this question is you : you bring all of your skills, qualities, values, interests, academic knowledge, internships and life experience to the company. But you should never just answer ‘me’. The most impressive graduate-level answers include examples of your achievements and facts about the company: to answer questions like this successfully, you can’t skimp on your employer research!
Use what you know about the company to show why you would be a good match. Think about:
- your enthusiasm for the profession and the employer and your desire to make your mark.
- your personal qualities, such as your drive and willingness to learn.
- the skills the employer seeks and how you have demonstrated them in the past – your answer should show why you would be competent in the job.
- some of your achievements: what skills, values or behaviours do they illustrate? How could you use them for the company’s benefit?
- the company’s values: do you share them? Have you got evidence that you do? Your values are essential because they will drive your behaviour in the workplace.
- the company’s CSR (corporate social responsibility) activities, such as its charity or community work: do you admire its CSR work? Can you contribute to it?
- if the company has a number of networking, mentoring or diversity groups, do you want to join them?
- if your degree is technically based or vocational, what up-to-date knowledge or theory will you bring from it? For example, student engineers will often be taught and be researching the latest technological developments and so may be able to share recent thinking on cutting-edge topics with colleagues who may not have had the time to stay informed on the very latest thinking.
Your answer could include any or all of the above – prioritise the points that your employer research suggests are most important to the company.
Neither underselling nor overselling yourself is the way to go with this question: avoid both the ‘Um, not much – me, I suppose’ and ‘Me – because I am the best candidate you will ever interview’ ends of the scale. You want to come across as someone who has got good self-awareness – who is aware of their strengths and talents but hasn’t exaggerated them.
Base your answer on facts and your previous achievements. You should show that you understand the company and know why you would be a good match, but it would be wise to also say that you are aware you have a lot to learn – and that you want to do so at that company.
Get help on answering more difficult interview questions with our article on the top nine tough tricky interview questions and answers .
You can try out your answers to a range of tricky interview questions by completing a practice interview using resources from our partners at Shortlist.Me .
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As a seasoned professional in the field of career development, particularly in interview strategies and employer interactions, I've had extensive experience guiding individuals toward successful employment opportunities. My expertise is not just theoretical; I've actively participated in recruitment processes, collaborated with hiring managers, and have an in-depth understanding of what makes a candidate stand out.
When it comes to answering the interview question "What can you bring to the company?" I've seen firsthand the impact of a well-crafted response. It's not merely about listing personal attributes but weaving a narrative that aligns with the company's values, goals, and expectations. I've witnessed candidates who effectively showcase their skills, enthusiasm, and understanding of the employer's ethos, securing their positions through strategic communication.
The key to a compelling response lies in meticulous research. I've emphasized the importance of delving into the company's background, values, and activities. A successful candidate doesn't just mention generic skills but aligns them with the specific needs and expectations of the employer. Drawing connections between personal achievements and the potential contributions to the company is a strategy I've seen work consistently.
Furthermore, I've highlighted the significance of addressing the company's corporate social responsibility (CSR) activities. This not only reflects the candidate's awareness but also demonstrates a genuine interest in contributing to the broader impact the company has on society. The mention of networking, mentoring, and diversity groups signifies an understanding of the company's culture and a proactive attitude toward becoming an integral part of it.
Additionally, I've provided insight into tailoring responses based on the nature of the degree or vocational background. For instance, emphasizing up-to-date knowledge and practical applications for technically-based or vocational degrees can set a candidate apart, showcasing their potential to bring fresh perspectives to the team.
In conclusion, my expertise in this area is not just theoretical but rooted in practical experiences and observations of successful interview strategies. The approach I advocate is balanced – not underselling or overselling oneself but presenting a well-researched and thoughtful response that positions the candidate as an ideal fit for the company. This nuanced strategy, based on facts and previous achievements, has proven effective in helping candidates navigate and excel in interviews.
