How to Stand Out in Interviews

A Practical Guide to Showing the Best Version of You

Most people prepare for interviews by polishing their résumés and rehearsing a few standard answers. That’s the bare minimum. If you really want to stand out, you need to show self-awareness, curiosity, and the ability to connect your story to the company’s needs.

This guide walks through the habits and behaviors that make the strongest impression, both good and bad, and how to use them to your advantage.

1. Start With the Basics: Your LinkedIn Picture Matters More Than You Think

Interviewers do look at LinkedIn before they speak with you. A profile photo that looks nothing like you today can start the conversation with unnecessary friction.

If your picture is too polished or obviously AI-generated, you introduce doubt:

• If the photo’s not real, what else isn’t?
• If the picture is 10 years old, the interviewer might feel a disconnect the moment you appear on camera.
• A clean, recent, natural photo builds trust right away.
  

You’re not auditioning for a modeling gig. Just look like yourself on a good day.

2. Avoid the Trap of Talking Too Much

Sometimes we ask a simple question, and the candidate launches into a long, winding story about a problem that has nothing to do with the role.

What this signals:

• You didn’t hear the question.
• You can’t prioritize information.
• You may not adapt well to context.
  

If you're passionate about a topic, great, but stay relevant. Think in headlines first, details second.

• Example:
  Start with the outcome: “We reduced customer churn by 18%.”
  Then offer context only if they want it: “If it’s helpful, I can walk you through how we approached it.”

This keeps you from losing your audience halfway through a monologue they didn't ask for.

3. Treat the Interview Like a Conversation, Not a Test

Strong candidates ask questions before answering.

When asked something broad, pause and clarify:

• “Just so I’m answering the right thing, are you asking about the process or the outcome?”
  
• “Can I check the context behind that question?”
  
• “Is this related to how your team is structured today?”
  

This does two important things:

1. It shows you think before you talk.
   
2. It helps you tailor your answer to what actually matters.
   

Interviews double as a preview of how you communicate at work. Curious, thoughtful people always stand out.

4. Ask Smart, Unique Questions That Show You Did Your Homework

Generic questions (“What’s the company culture like?”) won’t set you apart.

Great questions tie directly into the interviewer’s reality. Here are five questions that almost always impress:

1. “What’s the biggest business challenge your team is dealing with right now?”
2. “If you could improve one thing about your operation in the next 90 days, what would it be?”
3. “What are the top two or three traits that make someone successful on your team?”
4. “How do your customers describe the value you deliver compared to your competitors?”
5. “If I joined, what would my first 30 to 60 days look like from your perspective?”
   

These questions show that you’re thinking like someone who already works there.

5. Don’t Forget the Human Side: Ask Personal Culture Questions

Culture isn’t about ping-pong tables. It’s about how people feel working there.

Simple, honest questions help you understand the real picture:

• “How do you feel on Sunday evening before the week starts?”
• “What’s it like working for you?” (If the interviewer would be your manager)
• “What’s something you’re proud of on this team that most candidates wouldn’t know?”
  

These questions tell you far more than any polished “Our culture is amazing!” speech.

6. Come Prepared - Really Prepared

Most candidates walk in with the same surface-level knowledge:
They skim the website, maybe glance at LinkedIn, and call it a day.

If you want to stand out:

• Look at the company’s customers.
• Search who their competitors are.
• Understand what challenges their industry is facing.
• Use AI tools to analyze patterns, pricing, positioning, and market trends.
• Bring this into the conversation naturally:
  “I noticed you serve mid-market logistics companies. How is the shift in ____ impacting your roadmap?”
  

This level of preparation is rare. And interviewers notice it instantly.

 
7. Tell Your Story in a Way That Makes People Want to Work With You

Your career isn’t a list of jobs. It’s a story - one where you are the main character moving from challenge to challenge.

The best candidates:

• Speak with clarity and purpose.
• Talk about what drives them and what they love to do.
• Weave their strengths into their journey naturally.
• Show excitement. Enthusiasm is contagious.
  

Example:
“I’ve always been drawn to roles where there’s a mix of customer interaction and problem-solving. That’s why I moved from support into onboarding. I realized I love seeing the ‘lightbulb moment’ when a customer finally understands the value of what they bought.”

This makes you memorable.
People remember stories. They forget bullet points.

Final Thought: Show Up as the Person They Will Want on Their Team

Interviewers aren’t looking for perfection. They’re looking for clarity, honesty, curiosity, and someone who genuinely cares about doing great work.

If you control your storytelling, prepare deeply, ask smart questions, and stay human, you will stand out in any process.