Mastering the "Strengths and Weaknesses" Question in Interviews

Introduction

One of the most common yet challenging questions during job interviews is, "What are your strengths and weaknesses?" While discussing your strengths may come naturally, addressing your weaknesses can be a bit tricky.

In this article, I'll share insights from my personal experience and a conversation with a seasoned recruiter who has over five years of expertise in international recruitment and in-house hiring for multinational corporations. We'll explore two strategic approaches to tackle this question effectively, tailoring your response to the specific job and industry.

Skill-Based Approach

Highlighting skills is often a safe bet (as opposed to traits), as skills can be learned and developed over time. This approach not only showcases your qualifications but also emphasizes your willingness to learn and adapt, making you appear coachable and proactive.

For instance, if you're applying for a position in marketing, you might identify your analytical skills as a strength. You can explain how this skill helps you interpret data and drive marketing strategies. On the flip side, a potential weakness could be your proficiency in a particular software or tool - you are proficient in Excel but not in Python. In this case, emphasize your ongoing efforts to enhance your proficiency by taking courses or attending workshops. This demonstrates your commitment to self-improvement.

The key here is to avoid discussing personality traits as strengths and weaknesses since these are generally harder to change. By focusing on skills, you create an impression of adaptability and a willingness to invest in self-improvement.

It's essential to remember that during the interview process, recruiters are actively comparing your responses with those of other candidates. Put yourself in the shoes of the recruiter and consider this scenario: If person A, as discussed above, provides a response that highlights their adaptability and growth potential, while person B simply states, "I am a perfectionist," who would you, as the recruiter, be more inclined to hire? The choice becomes clear in favor of someone who demonstrates an ability to evolve and address their weaknesses rather than someone presenting a trait that can be difficult to manage and is prone to burnout. In essence, interviews are not only about qualifications but also about presenting yourself as the best overall fit for the position.

Also, please avoid clichés like perfectionist - see below how you can use traits to your advantage.

"Your Weakness Is Your Strength" Approach

In some situations, your weakness can be your strength.

For example, if you have a reputation for being meticulous (a better way of saying perfectionist), you may tend to spend extra time ensuring every detail is accurate. This approach acknowledges that strengths often come with trade-offs. Human intuition often perceives a trade-off between speed and accuracy, but in today's rapidly advancing technological landscape, this assumption may no longer holds true. Continuous advancements are enhancing both speed and accuracy in tandem. Regardless, you can leverage on this intuition. But it's essential to communicate how you're addressing this potential weakness, turning it into an advantage for the role you are applying to.

Imagine you're in an interview for a position that involves creating publications or reports for the public domain, (e.g. a government blue-print). You can discuss how your meticulous nature ensures that publications are error free but may sometimes lead to slightly slower progress as you implement several checks. You also delegate the task of editorial checking to your teammates, which can help save time. However, ultimately, you do need time to check the drafts. By sharing that you are working on balancing the need for accuracy with project timelines, you showcase your self-awareness and willingness to adapt.

This strategy works particularly well when your strength aligns with the job's requirements. There are some roles that may require speed rather than accuracy (for e.g. few typos in internal memos/email is fine as long as you meet the tight deadline). Hiring managers are likely to appreciate that the very qualities that make you strong are also what the company needs.

Tailoring Your Response

Every job and industry has its unique demands, and the key to answering the "strengths and weaknesses" question effectively lies in tailoring your response accordingly. Here are a few tips to help you customize your answer:

1. Research the Job: Familiarize yourself with the specific requirements of the role you're applying for. Match your strengths and weaknesses to those requirements.
2. Be Honest: While you want to put your best foot forward, avoid fabricating strengths or weaknesses. Authenticity is crucial in interviews. Recruiters can sniff out BS.
3. Show Progress: Whether discussing skills or trade-off weaknesses, emphasize the steps you've taken or are taking to address them. This highlights your commitment to growth.
4. Practice and Rehearse: Practice your responses to gain confidence and ensure a smoother delivery during the interview.
5. STARE/STAR models: Try to use the STAR/STARE models as much as you can to show concrete examples of your skills or traits if possible. Here's an article about the models. I did not use the models in my examples above, but in an interview, I will use them.

Conclusion

Answering the "strengths and weaknesses" question can be a pivotal moment in your job interview. By adopting the skill-based approach or acknowledging how your weakness can also be your strength, you demonstrate adaptability and coachability, making a favorable impression on the hiring manager. Remember to tailor your response to the job you're applying for and showcase your commitment to self-improvement. With these strategies, you'll be better prepared to handle this question and make a strong case for why you're the ideal candidate for the position.

Good luck!