We've all asked or been asked the question in interviews: "What are your strengths and weaknesses?"
It's a classic, but let's be honest, it puts candidates in a tough spot, especially with the weaknesses part.
Switching the Focus - From "Weakness" to "Least Strong"
So, I switched tactics.
Instead of focusing on strengths and weaknesses, I began outlining 4-6 qualities important for the position.
I then ask candidates to identify their strongest quality and explain why.
Next, I ask which of the remaining qualities is their 'least strong.' It's a subtle shift, but it approaches the topic from a positive angle.
Engage More Effectively
And guess what?
This method helps candidates feel more comfortable and gives them a chance to discuss their skills without the negative framing.
Sometimes, a candidate might struggle to rank their qualities, claiming they aren't weak in any area.
That’s when I clarify: 'I'm not asking about weaknesses, I'm interested in which quality you'd place at the bottom if you ranked them.
This approach not only makes the conversation more positive but also provides better insights into how they view their own abilities and handle subtle challenges.
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