Early in my recruitment career, I used to ask, "What is your greatest weakness?"

I thought it was a smart question to ask. Wouldn't that be important to know?

Yes, but here is what I learned quickly.

• Job seekers are never going to tell you their true greatest weakness. I mean, why would they potentially be eliminated from consideration?

• The answers I heard from interviewees were unhelpful in gauging fit, like "I am a workaholic."

So, I stopped asking this question.

But many other people in the hiring process do ask this question. This question often prompts a strategic dance for many job seekers. Should they be truthful and risk jeopardizing their chances, or should they respond in a way that may come off as disingenuous? 

What to do?

The Pitfall of Clichéd Responses

Do you want to see a recruiter's eyes roll? Respond to the questions by noting that you are a perfectionist or workaholic because I can tell you that we have heard the same response hundreds of times by job seekers thinking they are being clever. You definitely won't win points for the answer; for some interviewers, the answer might be judged negatively as a cop-out.

Don't Say You Have No Weaknesses

Some job seekers think they can get by saying they have no weaknesses. That is wrong. This answer is unbelievable. We all have weaknesses. We are human. Saying this to an interviewer shows you lack self-awareness and, frankly, could be a warning side that you do not take feedback well.

Choose The Right Weakness

Start by thinking strategically about what to showcase as a weakness. I suggest you do the following exercise:

On a spreadsheet, make five columns. Give each column a number from one to five. Then, put your weaknesses in the appropriate column, with five being what you do poorly and one being a mild weakness. Highlight any weaknesses that you have improved upon.

Examples of weaknesses could be the following:

• Communications: Talking too much

• Time Management: Missing deadlines

• Decision-Making: Analysis paralysis

• Teamwork: Conflict resolution

• Adaptability: New technologies

• Attention to Detail: Balancing attention to detail with broader goals

• Technical Skills: Lack of proficiency in a specific software

• Organizational Skills: Lack of systems

• Delegation: Lack of trust

• Leadership: Difficulty motivating others

• Procrastination: Delaying tasks until the last minute

Now, what you want to do is look at the job description. What knowledge, skills, or experiences are noted as required or desired? If any of these are on your weakness list and are in columns number 5, 4, or 3, remove them from consideration. You want to avoid bringing up any crucial weaknesses for the role. That will be an immediate red flag for the interviewer.

Now, look at the rest of the list, especially those you have noted you have improved upon. These can make for a good example.

Crafting a Thoughtful Response

Once you have identified a weakness that is not related to success in the role or one in which you have significantly improved so that it is in the mild weakness category, it is time to craft an authentic response.

First, how have you identified it as a weakness? Were you told about it by others? Or did you understand it for yourself? Understanding it for yourself can show self-awareness, which is a trait many employers admire in their employees.

Second, why is this a weakness? What is the root cause? What is the impact of this weakness on yourself and others?

Third, what have you done specifically to address this weakness? Have you solicited feedback? Did you have a process for improvement with specific activities and goals? Have you taken training? Do you have a mentor you are working with? Have you been practicing and soliciting feedback?

Fourth, what has been the result? What is the improvement? How do you know you have improved?

Example Response

Let's say that you're deliberative. Sometimes, because you focus on obstacles and want to plan for the unexpected, you can slow things down.

Here is how you might answer the question.

I am deliberative. I like to anticipate challenges and unexpected roadblocks. I was surprised when teammates told me I was slowing down our projects. I thought that I was being helpful, but I realized that, especially in a fast-paced environment, there needs to be a balance between thoroughness and action. So, I do two things now. One, I set limits on a decision based on the complexity and urgency of the situation. I negotiate with my teammates on what should be an appropriate timeframe. Secondly, I prioritize decisions. Only some decisions are high-risk. Those that are riskier should take more time, but other decisions can be made quickly with little consequence. 

The result is a better working relationship with my peers. They are happy to have me working on their projects now and appreciate how I proactively negotiate my time needs. My last boss commended me for being thorough and, at the same time, helping to deliver projects by the milestones.

Conclusion

In navigating the "greatest weakness" interview question, you can provide an authentic answer that will not make you anxious when delivering it and impress your interviewer. Try this approach and see how it works for you.

Shelley Piedmont is a Career Coach. She wants to help job seekers put their best foot forward by providing the tools for a successful job search. I help job seekers prepare for interviews. You can engage me to help you prep for any type of interview. Schedule a 15-minute no-obligation consultation.