Don’t you just hate that moment in a job interview when you’re asked to reveal your strengths and weaknesses?As if you are going to answer truthfully. “My strengths include being a really good party host and my weaknesses include the fact that my mind often wanders to thoughts about my next party when I am supposed to be adding up figures.” Yeah right.
I know a sales consultant who told her interviewer point blank: “You don’t really expect me to tell you my weaknesses?” She got the job.
However, when interviewing with experts such as a recruitment consultant or a human resources professional using humour or candour is unlikely to get you anywhere but onto the reject pile.
Graham Smith of Heritage Recruitment said asking a candidate about their strengths and weaknesses is an important way to test his or her suitability
for a particular role.
“You are trying to see if the person has a sense of his or her own limitations,” he said. “You also want to know what the person is good at and
how that might fit into the role you are trying to fill.”
“The interviewer wants to make sure the candidate has the right ‘behaviours’ and skills for the job. After the interview, the interviewer will then verify that the candidate has the skills they claim to. For example, is the person good at problem-solving? Will they work well in a team? Do they have an eye for detail and are they a self-starter?”
Both Mr Smith and Nicole Gorton, Australian branch manager of OfficeTeam, said it was very important that candidates provide specific examples to demonstrate their “strengths”.