How to Show Who You Are and Your Full Potential in Interviews

 If you’re not getting interview call backs after applying for jobs, check out my previous article for tips on turning applications into opportunities. But if you’ve made it to the interview stage, congratulations! That’s a big first step. Now let’s focus on how to make the most of this chance and land the role you want by standing out and building strong connections with the hiring manager.

This is not a full guide to interviews but a spotlight on key strategies that many candidates overlook. These tips will help you showcase your strengths, align with the company’s goals, and demonstrate why you’re the right fit.

1. Know what you want—and connect it to what they need.

Many candidates go into interviews focused solely on showing they fit the job description, but the most memorable ones share their aspirations and explain how they align with the company’s goals. This combination of personal vision and alignment with their needs makes a strong impression.

For example:

• Instead of saying: “I am ready to work hard in your marketing team,” 
• try: “I want to have my own business one day, and I’d like to gain marketing experience in a company like yours, where the marketing team is strong. I’m excited to work hard in your marketing team.”

• Instead of saying: “I’m happy to be an individual contributor,” 
• try: “Ultimately, I want to lead a team that provides scalable solutions for data-driven decisions. This role offers an opportunity to build experience in areas I haven’t been exposed to yet, and this is a very important part of building scalable solutions for your team. I’m excited for this opportunity, and I’m happy to work as an individual contributor and learn.”

Being honest about your aspirations and how they connect with the role demonstrates authenticity and motivation. Hiring managers know candidates who are excited about both their personal growth and the company’s success will be eager to learn and contribute.

Once you’ve shown how your goals align with theirs, the next step is to turn the interview into a collaborative conversation that explores how you can solve their challenges.

2. Treat the interview as a conversation, not an exam.

Many candidates approach interviews like an oral exam, where they feel the need to give the “right” answers. But interviews are more effective when they feel like collaborative discussions, where both sides explore how to address challenges and succeed together.

Ask thoughtful, conversation-starting questions that highlight your strategic thinking and help hiring managers envision your contribution. For example:

• “Teams your size often face this challenge. Is that something your team has dealt with?”
• “I’m passionate about building a knowledge base for the team to keep everyone aligned and ensure they can access information anytime. I’m curious—how are you maintaining your knowledge base?”

When asked a question, don’t just respond—use it as an opportunity to ask follow-up questions or share your perspective. For example:

• If they ask if you have a specific skill or experience, 
• you could say: “Yes, I’ve used this skill to solve [specific problem], and it worked well. We also noticed this limitation. Did you face this problem as well?”
• If they ask about your approach to challenges,
• you could respond with: “I focus on building alignment and finding scalable solutions. How do you typically approach challenges like this?”

The key is to avoid making your questions purely inquisitive, like, “I want to know if you have this problem.” Instead, treat them as conversation starters where you can discuss how to address the challenge together. Prepare to share your experiences and thoughts and don’t hesitate to ask evaluative questions before offering solutions—just like a doctor would run tests before deciding on treatment.

This kind of exchange helps hiring managers see you as a proactive and thoughtful problem-solver while turning the interview into a meaningful discussion.

3. Share what you want them to know about you.

Behavioral questions like “Tell me about a time you…” are more than just opportunities to tell a story. They’re your chance to highlight your skills and principles in a way that aligns with what the hiring manager is looking for.

For example, if they ask about handling a difficult colleague, they’re likely assessing whether you can handle interpersonal challenges effectively. Your answer should reflect that.

Instead of simply recounting an event, share your principles and how you applied them. For instance:

• “I believe most conflicts stem from misunderstandings. I always try to align goals through open conversations. One colleague I worked with was often challenging. When I tried to have open conversations, they would sometimes get angry and even yell. I stayed calm and focused on identifying the gaps in our understanding. Eventually, we agreed on a solution, and that person became highly collaborative and high-performing.”

This shows not only your ability to handle difficult situations calmly but also your effectiveness in turning them around positively. Even if you lack a strong example, sharing your philosophy and smaller experiences can still highlight your approach and strengths.

Additionally, prepare what you want them to know about common themes of behavioral questions:

• Teamwork, Collaboration — Will you work well with others?

• Problem Solving, Decision Making — Can you solve problems without needing step-by-step instructions?

• Adaptability, Flexibility — Can you handle when things change often?

• Communication — Will they feel comfortable putting you in front of stakeholders?

• Leadership, Influence — Can they delegate work to you in the future?

• Time Management, Prioritization — Can you handle workload and pressure?

• Conflict Resolution — Can you handle disagreements effectively?

When you frame your answers with these questions in mind, you can show the hiring manager that you’re not just qualified—you’re an asset to their team.

4. Don’t fear your weaknesses—embrace the challenge.

It’s natural to feel uneasy about gaps in your experience, but they don’t have to hold you back. If you meet every single requirement for a role, it may not be challenging enough to help you grow. Confidence in your ability to learn and adapt is more important than ticking every box.

Think about a time when you successfully took on a challenge outside your comfort zone. For example:

• “When I started in my last role, I didn’t have experience with [specific skill], but I dedicated time to learning it and became proficient in just a few months. I’m confident I can do the same here.”

You can take it further by showing how you go beyond learning to create impact:

• “In my previous role, I noticed a new tool gaining popularity in the industry. Out of curiosity, I learned it and began applying it at work. It turned out to be incredibly useful, and I eventually taught my team how to use it. That experience taught me how important it is to stay proactive and ahead of trends.”

This approach not only demonstrates your ability to learn but also your proactive, resourceful mindset.

Remember, interviews aren’t about passing or failing—they’re about finding the right role that meets what you want and what they need. Do your research to understand their goals and challenges, but don’t forget to show what matters to you as well. By doing this, you’ll not only stand out as a candidate but also position yourself for better opportunities and offers.

Many candidates who approach interviews this way have landed their dream roles—sometimes with higher titles than they originally applied for. You can do it too. Keep going—you’ve got this!