“Your Greatest Weakness” – Leah Gibbs

The fastest way to make a good interview go bad is to avoid questions posed by the interviewer. The one question candidates love to avoid is, “What is your greatest weakness?” Most candidates are quick to respond with superficial answers such as “I’m a workaholic” or “I’m a perfectionist.” Not only are those responses boring, but they are also predictable answers interviewers are used to hearing. So much so that an interviewer’s comeback line often is, “That doesn’t sound like a weakness. Now why don’t you tell me about a real weakness?”

Interviewers recognize that jobseekers aren’t forthcoming when answering the “greatest weakness” question. As a result, there is a new trend in hiring circles of interviewers cleverly disguising the question and using a variation of the theme. In doing so, interviewers are successfully stumping candidates, and are receiving responses that uncover the not-so-pleasant side of candidates.

Cleverly Designed “Greatest Weakness” Questions

We all have aspects of our job we prefer not to do. What aspect of your day-to-day responsibilities do you dislike?

In hopes of making you feel comfortable, interviewers may ask questions that start with “we.” The psychology behind this is to make you feel as though you are with a friend, which can cause you to let your guard down.

■Think back to your last review. What suggestions did your supervisor have for improvement?

The chances are extremely high that your supervisor offered suggestions for improvement. Interviewers are aware of this and anticipate that you will disclose the details of your most recent evaluation.

Describe a project you worked on that didn’t turn out as well as you expected.

Interviewers find that job seekers reveal more when they are asked to tell a story. The assumption is made that the more you talk, the more likely you’ll disclose your weaknesses.

■In what area of your work do you think you can be more effective?

This question is very similar to “greatest weakness” question. However, interviewers believe the way the question is phrased will make you feel less threatened, and therefore more likely to answer freely.

Bottom line: whether or not you want to divulge sensitive information during an interview, an interviewer is going to try his or her darnedest to dig for skeletons in your closet. Interviewers want to uncover any reasons why they shouldn’t hire you, and they hope those reasons will come straight from you. So be prepared.

To read the full article visit Your Balance.

About Quay Appointments

Quay Appointments has a history in personnel recruitment spanning many years. Formed in 1994, we are very proud of our strong and positive reputation. With a large Client base and equally strong Candidate base, many of whom have been with us year on year, our ability to provide a superior service is evident in the repeat business we experience and the financial stability and success we enjoy. We are a wholly 100% Australian owned company with our principal, Winsome Bernard, being the catalyst for our success. Her local and international recruitment industry experience ensures we are at the forefront of our profession bringing many new initiatives and continuous business improvements
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