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Home » Uncategorized » I have just been asked by a candidate “How do I answer the ‘tell me about your weaknesses’​ question at interview”​? Here is my answer.

I have just been asked by a candidate “How do I answer the ‘tell me about your weaknesses’​ question at interview”​? Here is my answer.

A joke or contempt. Or both?

In a word, contemptuously.

Seriously –

Interviewer: “So, Johnny – Can you tell us about your weaknesses”

Me: “Absolutely, but before I get on to that, I was handed a message for you. Yes, here it is. The 1980’s called, they want their interview technique back”.

What a joke.

Angry v needy.

If you are not angry with someone for wasting an hour of your life on an interview so lame as this, then you are behaving too needy.

If you are hell bent on treating this interview question even half seriously and want to give it an answer – Google has lots of options – this question is as old as the hills and it’s been analysed to death on Google.

One such option is;

The actual answer you should give at interview.

To point to weaknesses that are actually strengths, that can only become weaknesses if left unchecked. So things like confidence, setting the bar too high, expecting as much from others as you expect from yourself etc. Always say that that keeping them in check requires some self-awareness (handy as you have plenty of that) and the ability to seek out constructive criticism, which you expect from others.

Bring the interview back on track.

If you are feeling bold, you can bring the interview back to their problem and you as the solution; Saying that you look forward to uncovering weaknesses in the future, because they give you an opportunity to learn, fix them and become better. Becoming better is what has helped you get where you are today, as a [insert job title they are hiring for] who can solve the problem of [insert problem they are suffering right now].

And hey presto, you are back on something meaningful and not interview 101 from the 1980’s.

Hiring Managers and Candidates connect to me on LinkedIn here

Until next time – watch out for the young men with directional hair – you don’t need their interview advice in your life!

 

Scott

Johnny

Walker |

Founder and CEO RecruiterB

In May 2014 I wanted to expand my recruitment business but was horrified at the thought of employing a room full of young men with directional hair, who threw CVs around like mud, to see what stuck to the wall (:-0 surprise emoticon). I detest sales and those kind of sales people. It’s now 2016 and not without a considerable amount of time, money and study I have observed that sales is dead and that in the 21st century the customer now has access to all the sales persons knowledge, via the internet and is no longer being sold to, but is in fact doing the buying, without any help from the sales person at all, thank you very much. I studied some more and with this knowledge and the 17 years financial services recruitment experience, I have created what I believe to be the most powerful, high performing recruitment system in the UK financial services market. I am now giving it away free to employers, because I believe everyone should be able to lose the young men with directional hair, attract and recruit only the best candidates and do it for less money.

Discover the 7-Step
Performance Hiring System
For Less Cost Than The Bottom 85% Of Candidates. Every Time.
Find Out How To Hire The Top 15% Of Candidates -
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