How to Bring Your Uniqueness Into a Job Interview

And Stop Looking Like “Just Another Candidate in the Line”

I recently watched a short video: one dog stood in front of the camera, and then the frame widened. Suddenly, you saw dozens of dogs behind him, all similar, all lined up in perfect formation. For a moment, it was almost impossible to tell them apart.

This is precisely what the modern job-interview process often feels like.

Most candidates have similar résumés, titles, certifications, and phrases describing their skills. But research in organizational psychology shows that what actually differentiates candidates isn’t the CV =- it’s the ability to present their professional identity clearly, authentically, and memorably (Campion et al., 2021; Levashina et al., 2014).

To make your uniqueness stand out, you need to adjust your approach based on the type of interview you’re facing. The two most common ones - phone interviews and in-person interviews-require completely different strategies.

1. Bringing Your Uniqueness Into a Phone Interview

When everything collapses into voice alone

Phone interviews remove 90% of your communication tools. There’s no body language, no presence, no interactional warmth. Research shows that candidates who stand out in this phase are those who can frame experiences concisely, confidently, and with clear evidence (Barrick et al., 2010).

3 Tips to Stand Out in a Phone Interview

1. Lead with value, not chronology

Don’t repeat your résumé. Explain the impact you created and the results you drove.

2. Use micro-proofs.

Give short, concrete examples that show competence: “Reduced response time by 30% in six weeks.” One sentence can make you unforgettable.

3. Craft a one-line professional identity.

Before the call, write one sentence describing who you are professionally: “A data-driven marketer who specializes in turning chaotic funnels into measurable systems.”This anchors how the interviewer perceives you.

2. Bringing Your Uniqueness Into an In-Person Interview

Where presence becomes your advantage - or your obstacle

In person, everything becomes richer: posture, tone, pacing, the way you take a breath before answering. Studies show that calm confidence, reflective storytelling, and interactional awareness dramatically improve perceived fit (Huffcutt et al., 2011).

3 Tips to Stand Out in an In-Person Interview

1. Bring one “anchor story.”

A strong signature example - a challenge you solved, a decision you owned, or a change you drove — becomes the narrative that defines you.

2. Demonstrate your thinking, not just your doing.

Explain how you approached a problem: your logic, tradeoffs, and decision process. This is what hiring managers remember.

3. Align body language with your message.

Open posture, steady pacing, and intentional pauses reinforce confidence. Authenticity is far more persuasive than forced enthusiasm.

Why Uniqueness Matters

Hiring decisions often come down to a simple question: “Can I imagine this person working with us?”

That question is about identity — not just experience.

Your uniqueness is not something you “add on.”It’s already there. The real work is learning how to turn it into a narrative that hiring teams can understand, visualize, and remember.

A Gentle Note to End With

If you feel like you’re blending in with every other candidate, it’s not because you lack uniqueness. It’s because uniqueness rarely translates naturally into interview language.

I help professionals articulate their identity, shape their narrative, and present the clearest version of their value in interviews, whether they’re stepping into tech, leadership, or a complete career transition.

If you’d like support in preparing for upcoming interviews, refining your messaging, or strengthening your confidence, feel free to reach out.

Academic Sources

• Barrick, M. R., Shaffer, J. A., & DeGrassi, S. W. (2010). What you see may not be what you get: Self-presentation tactics and interview performance. Journal of Applied Psychology.

• Campion, M. C., Scheuer, M. L., & Campion, E. D. (2021). Competency-based structured interviews: Validity and fairness. Annual Review of Organizational Psychology.

• Huffcutt, A. I., Culbertson, S. S., & Weyhrauch, W. S. (2011). Employment interview reliability: New meta-analytic estimates. Personnel Psychology.

• Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). Structured employment interviews: Narrative review and research agenda. Journal of Applied Psychology.