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| Here's how to handle the most dreaded interview question, |
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Alright so, today, we are into winning job interviews.
And this is part II material on handling one of the most toughest interview question: “What’s your greatest weakness?”
In part I, I walked you through:
- How to 'NOT RESPOND' to this “DREADED” interview question.
- The BAD ADVICE you must NEVER follow when responding to this question.
- Why you'll fail the interview when you give FLAKY and DISHONEST answers on this question.
Here's the link to Part I of of that material:
Part I: What's your greatest weakness?"
Today we are going deeper in this question. Together we are going to unearth:
- The “Question(s)-Behind-The Question”: Uncovering “The Whys” and what the interviewer is looking for.
- The Systematic Response Framework: The one you can use to honestly and competently respond to this question--without hurting your chances of getting the job
- How To “Flip Around” This Question To Demonstrate Competency: It’s not about answering questions; it’s about building your case as the right candidate.
Diving Deeper: The Question(s)-Behind-The-Question
The QBQ are the “WHYs” of the question: Why is the interviewer/hiring manager asking this question? What is he looking for?
As we covered early on; "Interview questions are not asked for formality purposes".
They are asked to reveal something about the job-candidate. It’s one of the tools interviewers/hiring managers use to uncover certain things about an interviewee.
Based on the interviewee’s response; he can make judgment about his competency; and whether he is the “right fit” for the job or not. In other words: he uses those questions to “size you up”.
Unless you know what he’s looking for--in any given question--odds are you will screw the interview.
Remember how I told you the worst mistake you can make in that interview-room is answer questions for the sake of it?
When the interviewer asks you about your greatest weakness; more often than not; he is not asking that question to “screw you”.
He called you for the interview; so he wants to hire you—otherwise he would not have called you in the first place.
So, rather than looking at this question NEGATIVELY; the first thing you need to do is: Have the right mental framework.
Clinically ask yourself these 3 revealing questions:
1) What’s he looking for? Why does he ask this question?
2) What does/should this question reveal about me?
3) What is/are the REAL QUESTION(S) behind the question?
Let’s unearth all that.
Interviewers/hiring managers ask this specific question to uncover the following about you:
. Are You “Self-aware”?
Self-awareness may sound like a trite and cheesy phrase--especially because it’s been misused. But believe you me; that is something the hiring managers want to know about any job-candidate.
And here’s why:
1: You will NEVER find any high performer who is not aware of where he "falls short”. Competent people usually know what they are weak at. (aka their weakness) That’s why they are competent in the first place.
2: Knowing what you are weak at; helps you to know where you should improve professionally—and personally too.
3: It’s a sign of competency; not a sign of weakness. Not knowing the areas you are weak at . professionally—even personally--is a sign of incompetency.
That’s why when you tell the interviewer you are not aware of any of your weakness; right there, is a sign of incompetency and weakness.
In other words you are saying: “I am so incompetent candidate; that I don’t even know what I should improve on!”.
That’s what that answer reveal about you. It says you are incompetent job-candidate. That’s why it NEVER gets you the job.
. Are You Experienced?
How do we gain experience professionally—even at personal level? Experience is gained by trying things.
And people who NEVER try “something new”; never learn anything; or gain any experience in anything.
But here’s what’s even subtle. Have you noticed that people who are PROACTIVE professionally and personally “know more stuff” than the rest?
In fact, they gain more experience than their peers because they try. But you will also notice this about them: They fail more than the average person!
And as they fail; they get to know what they are good at; and what they are not good at.That’s how they learn about their weaknesses.
Simply said; if you want to know whether someone is AMBITIOUS and PROACTIVE about their career or life; ask them what they are weak at.
If they don’t know, just know they never “TRY SOMETHING NEW”—and you can simply and diplomatically walk away.
But, being experienced in this context; the interviewer is not looking for the “10 year experience thing”. No! (He read your RESUME/CV and knows your years of professional experience)
So, in this context; he simply wants to know whether you’ve been trying things before he came to know you. He wants to know whether you are PROACTIVE about your career moving forward.
Because if you are; that tells him you are going to be a VALUABLE team-player.
Say you are 'un-aware' of your weakness; or give “strength” as your weakness and you are out.
Because that tells the interviewer that he’s about to hire another lazy and incompetent candidate. Yes, a candidate who will NEVER take initiative in anything!
• Are You a Honest Person?:
Unlike in the courts of law where you are asked (under oath)… “Would you say you are a honest person?” interviewers use a different approach.
They never ask that question directly; and here’s why: They are SMART.
Plus, asking someone directly whether he’s a honest person NEVER gets you to know him.
This is because that is a closed-ended question; and they will say “YES.”
Who ever said he’s a dishonest person?
Even con-men in movie characters say they are honest and patriotic citizens of their beloved country--until they are caught pick- pocketing!
When the interviewer asks about your weakness; he gives you the chance to choose how to respond. You can lie or tell the truth.
When you present your strength as a weakness; he knows you are lying; and cannot be trusted.
When you say you have no weakness; he knows you are lying or inexperienced. Or you are incompetent candidate because you are not self-aware.
The Truth:
You can be qualified for a job-position by all standards. But if the interviewer learns that you are being dishonesty—and he always will--your job-opportunity goes through the window.
If you can lie in the interview-room; you will lie in a slew of other things when hired.
. Do You Have Weakness That Directly Applies To This Position?
Yes, the interviewer wants to know whether you have a major weakness that directly applies to the job- position.
He’s is taking a chance on you; but he wants to know what risks are involved. Would you have a major weakness such that you cannot deliver?
Of course if you do; you are not going to be hired. That’s why if you blurt out a MAJOR weakness that applies directly to the job-position; you lose the chance.
. Have You Been Doing Something About Improving Yourself?
A key competency and character trait of high-performing job-candidates is that they are constantly improving.
And those are the candidate the interviewer/hiring manager is looking for. Are you a high-performer?
But he’s not going to ask you this question directly because, again; that would be a closed-ended question which gets a “YES”—even if you are not!
Have you heard the premise: “Past behaviors project future performance”?
If you haven’t been improving in anything in the past; and specifically in your professional areas; you are not going to--even when you are hired. Hiring managers know that.
So by asking about your weakness; he’s simply saying: show me how you’ve been improving in your weak areas?
And it’s your duty to show your “records of improvement”
Notice all those FIVE 'Hidden” revealing; yet subtle questions within a single question?
Do you notice the “Whys” of this single question; and why it matters to unearth them before we ever open our mouth to respond to the hiring manager’s questions?
The truth is; unless you are able to unearth all that; you will keep wondering why they never call back after the interview.
You will keep presenting your strength as weakness--thanks to BAD ADVICE picked from “interview tips” articles—and wonder why the hiring manager ELIMINATED you.
I don’t want that to happen to any of my readers; and specifically you. That’s why I am here to help you.
And I can help you one on one to change your interviewing game.
That’s why I take time to give you a “trip into the hiring manger’s head”; so you know what he’s thinking and looking for.
I could have given you a direct answer to this question in the previous material; but that would not help you.
I choose to show you the “power play” within this question; and the subtle questions; so you know how to respond; and what to say.
Once you are able to “see through”’ the manager’s head; you can respond with class and competency.
Yes, you can respond like a seasoned interviewee without hurting you chances and at the same time being honest.
You don’t have to lie; or be dishonest!
The Systematic Response Framework
Now that we’ve unearthed the “REAL QUESTIONS”; let’s dive into the 3-step Systematic Framework you can use nail this question.
By the way; 80% of the game is in knowing the QBQ. Once you nail them; responding to any interview question becomes easy.
If you don’t unearth the “hidden questions” you will flounder!
In our case; the Systematic Framework is where you address all the above highlighted yet “Hidden”; but revealing questions.
Here’s how you do it:
- Step #1. Pick honest weakness you have had in the past
- Step #2. Make sure it doesn’t directly apply to the job-position
- Step #3. Show what you’ve done about it to improve
That’s the Systematic Framework for responding to this question. It works in any field of career and industry!
If you look closely to that response framework; you will notice it answers the entire previous “Hidden Questions”.
Notice how I am not telling you to be dishonest (aka: tell lies). I am also not telling you to pick “strength” and present it as weakness—which is fake!
What most people don’t understand—those who advise you to pick “strength” and present it as weakness--is:
“There is psychological power of connection in being “vulnerable” in the right way”.
In honestly revealing a smidge of your weakness; and how you’ve been working on it to improve; you come across are real; credible and trusted candidate to the interviewer/hiring manager.
And that’s the Framework you use to respond with class and competency.
How To “Flip Around” This Question: From Weakness To Strength
Here’s the kicker. Let me show you how to “Flip Around” this question; and move from talking about your weakness to demonstrating competency and strength.
Yes, how you move from weakness to unflinchingly demonstrating “Why they should hire you” right in front of your interviewer.
This is what the best interviewees do.
Instead of hoping this question will not arise; they look forward to it; because once it comes up; they now it’s a chance to “show why them”.
They turn it around and use it to build their case.
To reverse the “power play” in this question; you only need to tactfully and masterfully amplify the third step of our Systematic Response Framework.
See the interviewer already knows you have weaknesses. He’s not being judgmental as long as that weakness does not directly apply to the position at hand.
He just wants to know whether you are doing or have done something about your weak areas.
To demonstrate how you “reverse the power” (from interviewer nailing you with this question; to you using it to show why he should hire); I will use two specific examples.
In these two examples; we are assuming these two interviewees didn’t use a weakness that applies directly to the position at hand.
Let’s take a look at these two responses. Try to figure out what’s going on. See whether you can tell what’s “not okay” with the first example.
We shall deconstruct both examples afterwards.
Example #1. Average Response
“Mr. Interviewee; tell me about your greatest weakness?”
“…I haven’t been good at X; but I have been doing X and Y to improve in this area”
Example #2. Great Answer
“What’s your greatest weakness, Mr. Interviewee?”
“In the past; I noticed I struggled with X. So I enrolled for X class to improve in this field; and I am proud of the positive changes I have made in this area.
For instance; the other day I was asked to assist in doing X [X being the area he struggled with]; and was able to achieve Y and Z RESULTS on my own.
That was something I could not accomplish before; and I am proud of the strides I have made towards improvement”
Deconstructing The Two Examples:
Look at example number one. This candidate picks a weakness; and then shows what he has been doing to improve it.
That’s not a BAD response; but it’s not good enough either.
But let’s carefully analyze the response in example #2.
In this great example; the candidate:
- Dis-empowers the weakness right away:
While from the surface-level this phrase may not mean much to the average person; it communicates volumes to the hiring manager.
It says that this candidate identified his weakness sometimes back; setting the stage to demonstrate what he’s done about it.
It’s also a POWERFUL “psychological framing” technique.
It tells the interviewer that this is no longer a MAJOR problem in the present—without the interviewee having to say it.
And that means he should not be worried about it.
- Shows Tangible ACTION STEP Toward Improvement:
He says:
“ I took X class to improve in that area…”
What he is demonstrating to the hiring manager is that he is a highly PROACTIVE candidate. He is into improving himself professionally; and can learn anything.
- Gives Example Of RECENT GREAT RESULTS He Achieved
He says: “The other day…and I was able to achieve Y and Z…something I couldn’t in the past!”
This last one is the knock-out punch. Notice how he’s turning what started as a weakness to a great strength.
He’s indirectly telling the hiring manger:
“I knew my weakness. I took initiative about my improvement. I went through it. And here are the RESULTS of my improvement. I am a fast learner. I am proud of what I am able to do right now. Aren’t you, Mr. hiring manager?”
Who is not proud of such candidates?
You think Mr. hiring manager is going to ignore that “success story”? No way! This guy gets the job!
There and then; he “Flips Around” the question; and uses it to demonstrate his competency.
He makes the interviewer/hiring manager feel proud of him.
He wins the job-position!
NO MORE lies. NO MORE “fake answers”. NO MORE following of bad interviewing advice.
And NO MORE screwing this question!
I have given you the exact “word-for-word-script”; on how to respond competently and honestly.
You can literally lift those “Answer scripts”; and apply them directly to your next interview; and win!
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Note: you can access Part I here, and learn why being dishonest about this question fail you the interview.
Note: you can access Part I here, and learn why being dishonest about this question fail you the interview.
Go rock your next interview like a pro!
--Eric
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