Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / How to Answer the What Makes You Unique Question
Transcript
- Lucas: So Luna, we've covered a lot of ground on this show, but there's one question that still trips people up more than almost any other, and it's the one that sounds deceptively simple: 'What makes you unique?' Luna: Oh, that one. It's like a trap, because you can't just say 'I'm a hard worker' or 'I'm a team player.' Everyone says that. Lucas: Exactly. And the problem is, when you give a generic answer, you're not just failing to impress — you're actively telling the interviewer that you haven't thought deeply about what you bring to the table. And in a competitive job market, that's a dealbreaker. Luna: So what's the right approach? Because I've heard people say 'just be yourself,' but that's not exactly actionable. Lucas: Right, 'be yourself' is terrible advice. Instead, think of it as a three-part move. First, you identify your unique pattern — the thing you do consistently that others don't. Second, you prove it with a specific story or data point. And third, you connect it directly to the role you're interviewing for. Luna: Can you give an example? I think that would make it concrete. Lucas: Sure. Let's say you're a marketing manager. A generic answer would be 'I'm creative and good at digital marketing.' But a unique answer might be: 'I've launched 15 successful campaigns in the last three years, but what makes me unique is my ability to take a failing campaign and turn it around within two weeks. For example, last year, I inherited a campaign that was underperforming by 30 percent, and by reallocating the budget and changing the messaging, I turned it into our best-performing campaign of the quarter.' Luna: That's a great example. It's specific, it shows impact, and it's memorable. But what if you're early in your career and don't have 15 campaigns to point to? Lucas: That's a fair point. For someone with less experience, you can use a pattern from your education, your internships, or even your side projects. The key is to find a pattern that sets you apart. Maybe you're the person who always volunteers for the hardest task, or you have a knack for explaining complex concepts to non-experts. The story doesn't have to be huge; it just has to be real. Luna: So it's about self-awareness. You have to know what your strengths are, but also how they're different from the average candidate. Lucas: Exactly. And that's where a lot of people struggle, because they've never actually asked themselves that question. I always tell people to do a 'pattern audit' of their career: look back at your last few roles or projects and find the common thread. What do you do that others ask you for help with? What do you get complimented on? That's usually your uniqueness. Luna: I love that. There's a great story I heard about a software engineer who said his unique skill was 'writing code that other people can understand.' And he backed it with a story about how he reduced the time for onboarding new developers by 40 percent by creating documentation and code examples. Lucas: That's a perfect example because it's not just about being a good coder — it's about a specific, valuable trait that's often overlooked. And notice how he didn't just say 'I'm a good communicator.' He tied it to a measurable outcome. Luna: So the takeaway is: be specific, be honest, and always tie it back to how you can help the company. But what about the fear of sounding arrogant? Some people worry that talking about what makes them unique comes off as bragging. Lucas: That's a real concern, but there's a simple fix. Frame it as a value proposition, not a brag. Instead of saying 'I'm the best at X,' say 'I bring a track record of X, and here's how that benefited my last employer.' When you focus on outcomes and what you can do for them, it's not arrogance — it's evidence. Luna: That makes sense. And I think it's also important to tailor your answer to each company. The thing that makes you unique at a startup might not be the same thing that makes you unique at a large corporation. Lucas: Absolutely. You should have a core 'uniqueness statement' that you can adapt. For a startup, you might emphasize your versatility and ability to wear multiple hats. For a big company, you might emphasize your ability to work within processes and scale things. The core is the same, but the angle changes. Luna: And what about the 'uniqueness' that isn't directly work-related? Like, I know someone who is a competitive rower, and they used that to talk about discipline and teamwork. Lucas: That can work beautifully, as long as you make the connection explicit. Don't just say 'I row competitively.' Say 'Rowing at a national level taught me how to push through physical and mental barriers, and I bring that same resilience to my work. When a project gets tough, I don't quit — I find a way to finish.' Luna: That's a great bridge. It shows character, and it's memorable. So, let's talk about what not to do. What are the most common mistakes you see? Lucas: The biggest one is being too vague. 'I'm passionate' or 'I'm a people person' — that tells me nothing. Another is being too similar to everyone else. If you say 'I'm a hard worker,' the interviewer is thinking 'great, so is everyone else.' And then there's the candidate who says something like 'I'm unique because I have a purple belt in karate' with no connection to the job. That's just confusing. Luna: Ha, I've seen that happen. The interviewer is left thinking 'okay, and how does that help me?' So it's all about making that connection clear. Lucas: Right. And one more mistake: reciting your resume. If you just rehash your job duties, you're not answering the question. You need to go one level deeper and explain what makes your approach or your results different. Luna: So let's put this into practice. If you had to answer this question right now, Lucas, what would you say? Lucas: Ha, well, I'd say: 'What makes me unique is my ability to take complex financial data and turn it into stories that anyone can understand. In my last role, I was the person the team came to when they needed to explain quarterly results to the board. I cut the time it took to prepare those reports by 25 percent by creating a new template, and the board gave us feedback that they finally understood the numbers.' That's my pattern: simplifying the complex. Luna: That's a strong answer. And you can see how it's tailored to a business podcast host, but it also applies to a finance role. So the framework works across industries. Lucas: Absolutely. Now, before we wrap up, I want to be real for a second. We do this show because we genuinely believe that better interview skills can change people's careers. And we're able to keep making these episodes because a small group of listeners chips in monthly through buy me a coffee dot com slash fexingo. Luna: Yeah, it's listener-supported, no ads, and that support is what lets us produce this many episodes. If you've gotten value from the show, that's the way to keep it going. Lucas: No pressure, but if it's helped you land a job or even just think differently about interviews, consider it. And now, back to uniqueness — I think the last tip is to practice your answer out loud. It's one thing to know what you want to say, but it's another to say it naturally. Luna: Good point. I always recommend recording yourself and listening back. You'll immediately hear if it sounds rehearsed or generic. Lucas: And you can refine it. The more you practice, the more confident you'll sound, and that confidence is part of what makes your answer unique. It shows you've done the work. Luna: So to sum up: know your pattern, prove it with a story, and tie it to the role. Avoid vague claims and make sure it's relevant. Lucas: Exactly. And remember, the question 'What makes you unique?' is really asking 'Why should we hire you over someone equally qualified?' So your answer should make that case crystal clear. That's the whole game.