So what do you bring to the table?
This interview question has been at the forefront of my mind for the last week or two, and I wanted to address it from a few angles. First, I will answer it: good practice on my end (not to mention advertising, looking for work over here!) and a good example, and then I will dissect it and what it gets at in the interview process. While it may be asked in different ways, this was one of the more direct versions I have encountered, and it's worth consideration.
What do you bring to the table – CV version
As an Enablement Leader, my role revolves around two primary focus areas: enhancing the value contributed by individuals within an organization and increasing the value of a product for its users. For the former, I've developed programs aimed at reducing the cost of sales by upskilling frontline sales representatives, thereby enabling them to handle more significant deals independently. Additionally, I've worked on initiatives to decrease failure rates in mechanical equipment installations through improved training and certification for installers. These efforts fall under the first category of increasing organizational value.
On the other hand, my role also involves enhancing the value of products for customers. This includes creating in-app walkthroughs, tutorial videos, user documentation, and instructor-led product training. These initiatives not only help customers derive more value from the product but also expedite their return on investment (ROI) and improve user satisfaction, reducing churn and increasing Net Promoter Scores (NPS).
But what do you bring to the table? – Soundbite Version
I bring the expertise to execute these programs across various applications and industries, whether working independently or leading teams within multilevel reporting structures. With experience in numerous industries and companies of varying sizes, I'm well-equipped to excel as an Enablement Leader.
But what do you really bring to the table? – What it can feel like version
But what do you bring to the table? Oh, I have the exact title and experience as in the job posting and would like to make 15% less than my last role, which is also in the bottom third of the range you posted.
Great! Can you start on Tuesday?
What it all means
Okay, so it's not really that bad, but it gets to the core of something in today’s ATS-powered, under-resourced, oversaturated job market. The balance between ‘I had this exact job at another company’ and ‘why I too have program management and Excel skills, let me apply’ has everyone hurting, and questions like ‘so what do you bring to the table?’ are often misused or missed altogether.
Let's take the three answers separately. The first was a dive into my experience in enablement and what I have done in the past. It could be tailored to what the specific company is looking for, but mostly, it’s a pretty redux of my resume (which they have read). The second is more of a ‘pithy quote’; it's your secret sauce statement, what makes you unique. In reality, a combination of both is what I have found is the best performing. Interviewers like specifics mixed with confident statements they can grasp onto later when they are looking at all the candidates together. The third is a joke, truly, but it’s a joke on all of us. It's what we feel like we must do in this environment, and that growth moving between jobs is impossible with so many applicants on every job. That’s selling us all short; every role should be a growth role, and we should all be holding ourselves to the standard of taking that next step.
This is what I bring to the table.
In your next interview, whether you're asked this question or not, consider answering it. Alternatively, start with a question like, "What do you hope to achieve in this role?" and build your conversation from there. Your unique experiences and perspectives make you valuable, and there are thousands of professionals with your title searching for work. Embrace your path to your current position, as it sets you apart and makes you a perfect fit for some roles while potentially not aligning with others. This principle applies across all fields.