Jennifer sat across from the hiring manager, feeling confident about the conversation so far. Then came the question that made her pause: “Why are you the best candidate for this position?” The room fell silent as she realized this wasn’t just another routine question—this was her moment to stand out from dozens of other qualified applicants.
As someone who’s conducted thousands of interviews from the recruiter’s side, I’ve seen candidates fumble this critical question more times than I can count. Today, I’ll walk you through exactly how to craft a compelling response that positions you as the obvious choice.
Why employers ask “Why are you the best candidate”?
Employers use this question as a strategic tool to evaluate three key areas: your self-awareness, your understanding of the role’s requirements, and your ability to differentiate yourself in a competitive market. They want to see if you can connect your specific qualifications to their immediate needs while demonstrating confidence without arrogance.
This question appears in approximately 73% of final-round interviews, according to recent hiring data from major corporations. Hiring managers use it to test whether candidates have done their homework on both the company and the position, and whether they can articulate their value proposition clearly under pressure.
Variations of “Why are you the best candidate?”
Interviewers often phrase this fundamental question in different ways to catch candidates off guard.
- What makes you stand out from other candidates?
- Why should we hire you over everyone else?
- What unique value do you bring to this role?
- How do you differentiate yourself from other applicants?
- What makes you the right fit for this position?
- Why are you better qualified than other candidates?
- What sets you apart in this field?
- How would you convince me you’re the top choice?
- What makes you uniquely suited for this job?
- Why would you be our best hire?
- What competitive advantage do you offer?
- How do you outshine your competition?
How to answer “Why are you the best candidate”?
The key to answering this question effectively lies in creating a strategic response that combines evidence-based achievements with genuine enthusiasm for the specific role. Rather than making broad claims about being “the best,” focus on being the best fit for their particular needs.
Step 1: Research and align before the interview. Study the job description carefully and identify the top three requirements or challenges mentioned. Research the company’s current initiatives, recent news, or industry challenges they’re facing. This preparation allows you to tailor your response specifically to what they need most.
Step 2: Structure your response using the three-pillar approach. Choose three distinct strengths that directly address their stated needs. Each pillar should include a specific skill or quality, concrete evidence from your experience, and a clear connection to how this benefits their organization.
Step 3: Lead with measurable achievements. Start each pillar with quantifiable results rather than abstract qualities. Instead of saying “I’m a great leader,” say “I increased team productivity by 40% while reducing turnover by 60%.” Numbers create credibility and make your claims memorable.
Step 4: Connect past success to future value. Don’t just list what you’ve done—explicitly explain how these experiences prepare you to solve their specific challenges. Use phrases like “This experience means I can immediately contribute to…” or “Given your focus on [company initiative], my background in…”
Step 5: Show genuine enthusiasm for their mission. End your response by demonstrating that you’ve chosen this company intentionally, not just because you need any job. Reference something specific about their culture, values, or goals that resonates with you.
Step 6: Practice confident delivery. This question requires you to advocate for yourself assertively without sounding arrogant. Practice your response until it flows naturally and feels authentic to your personality.
Here’s how I would answer this question using my own background: “I believe I’m the strongest candidate because I bring three critical elements you need for this senior recruiter role. First, I have a proven track record of reducing time-to-hire by 35% while improving candidate quality—last year, 89% of my hires received ‘exceeds expectations’ on their first performance review. Second, my background in organizational psychology gives me unique insight into cultural fit assessment, which I know is a priority for your team given your recent expansion. I’ve developed a structured behavioral interview process that increased new hire retention by 50%. Finally, I’m genuinely excited about your company’s commitment to developing underrepresented talent in tech. Having led similar diversity initiatives at my previous company, I understand both the challenges and the incredible business impact of building inclusive teams. I see this role as the perfect opportunity to combine my recruiting expertise with meaningful work that aligns with my values.”
This approach works because it provides specific evidence, addresses the company’s stated priorities, and demonstrates genuine interest in their particular organization rather than just any recruiting position.