• Career coaches said not to recite your résumé from top to bottom when asked to introduce yourself.
• Recruiters recommend a reverse-chronological format and emphasize only relevant experiences.
• Career coaches said candidates should be transparent and professional about past layoffs.

Few interview questions are as predictable or as anxiety-inducing as "Tell me about yourself."

Candidates often treat it as an invitation to recite their résumé from top to bottom. Recruiters say that's the wrong move.

Three career coaches and recruiters told Business Insider that the question is less about your autobiography and more about whether you understand the role, can communicate clearly, and know how to position yourself as the right fit.

"The No. 1 pitfall is that people make the answer way too long," Madeline Mann, an author and job market and career strategy expert, told Business Insider. "This is not the main event of the call. It's barely even the drum roll."

Stick to what's relevant — and sell yourself

Recruiters already have your résumé, so what they're really looking for is context, the experts said.

"What they need to know is can you do the job that they need you to do," Fran Berrick, a decadelong career coach, told Business Insider. "That's not something that can necessarily be answered from your résumé."

Berrick recommends a "one, two, three punch" structure: an opener explaining your mission, a few examples that prove your qualifications, and a closing section about why you want this specific role.

"The close is always about what attracts you to the employer," she added. "Don't turn your answer into a rambling laundry list of facts. You need to think about why you are in that seat."

Mann said she recommends starting the answer by briefly summarizing who you are professionally and how your experience connects to the job, and then walking through the most relevant experiences from your recent roles in reverse-chronological order.

"For example, if you're an executive assistant applying for a social media manager position, instead of focusing on scheduling meetings, highlight the social media work you handled, even if it was only 10% of the job," Mann added.

Caroline Ceniza-Levine, a longtime recruiter and executive coach, told Business Insider that candidates should think strategically about what makes them memorable and resist the urge to rotely walk through their experience in chronological order.

She said that preparation is key and that candidates should spend more time researching their interviewer.

"If you know the interviewer shares a background or connection with you, like attending the same school or the same church," said Ceniza-Levine, "Mentioning it can help build rapport quickly."

How to explain a layoff

For candidates affected by layoffs, especially in tech, career coaches said honesty and brevity are the best approach.

"I am not seeing candidates being penalized at all for being victims of layoffs," Mann said.

Mann said she recommends acknowledging the layoff directly while emphasizing that you enjoyed the role and would have stayed if given the chance.

"'I loved working there. I did not want to leave, but there ended up being companywide layoffs,'" she suggested candidates say.

Ceniza-Levine said candidates with long employment gaps should focus on showing they stayed engaged professionally through projects, volunteering, and networking.

"You want to establish that my skills have not atrophied, my network hasn't atrophied, my knowledge is still up to date," she said.

Berrick said candidates should be upfront about being laid off since major layoffs, like when Meta recently cut 8,000 employees, are not secrets, but they should avoid criticizing former employers.

"Never badmouth a previous employer," Berrick said of addressing a layoff. "Recruiters want to know that you have emotionally dealt with it, processed it, learned from it, and can be professional and mature about it."