Interviewing with a Purpose

04/02/2018

Many interview questions have become 'standard' across all industries. Two of those being, "What are your greatest strengths" and of course the inevitable next question is "What is your greatest weakness?" Now, some people “creatively” change the wording on these, but they are inevitably the same questions. The thing I must ask you, as the person conducting the interview, is this:  what answer are you honestly hoping to receive here?  Is the way the candidates answer either or both of these questions going to affect your ultimate hiring decision? Absolutely, not. First, the likelihood of getting an honest answer is extremely small. Secondly, what do you expect them to say? “I am unorganized. I use too many sick days. I have a hard time waking up and being motivated on Monday mornings. I do not get along well with people. I am uncomfortable learning new things.” Come on, nobody is that honest in an interview. I would venture to guess that 8/10 candidates have googled these interview questions and have a scripted response ready for you when you ask them. Their answer will appear as a weakness and then they will somehow turn it into a strength. For example, “I work too many hours” “I am too organized” “I am too self-critical” All of these are standard answers, and none of them will help you determine if they are the best candidate or not. 

 You have approximately 60 minutes to ask a candidate questions. Stop wasting valuable time with these silly two questions. If you cannot get the answers you are looking for by asking them specific targeted questions throughout the interview, you are asking the wrong things. Rethink your questions. Make them behavioral, situational, and specific. For example, instead of asking them “What is your greatest strength?” ask them something like this, “What talents do you most frequently contribute to a group when working in a team environment?” This response should generate what they feel they are the best at and how it contributes to an organization.

 Instead of having them list their weaknesses, that they will ultimately turn into a strength at some point during the answer…ask something like, “Tell me about a time when you failed at something and how you handled it? What did you learn from that situation?” I am confident you will find a weakness or previous weakness and see their growth by asking this question.

Strong candidates will come up with a specific example and share it with you by asking questions such as these. Strong candidates likely will be okay admitting where they have faults and will be eager to show their growth by addressing how they would have handled things differently. They will answer more specifically and honestly than during the standard strength and weakness questions. Weak candidates will struggle with these types of questions.

The bottom line? Ask questions that will reveal answers you actually can use to find the best candidate. Do not ask questions just because they have always been on the list. Interview with a purpose and a goal, and plan your questions accordingly.