Getting Personal: Tough Interview Questions
Responding to questions that ask you to rate yourself or to evaluate yourself as others see you need to be handled with some subtlety. When talking about what you bring to an employer, there is a fine line between confidence and arrogance, so tread carefully. Similarly, when talking about your negative points and weaknesses, very little separates the sufficiently honest candidate from the foolishly honest candidate.
What is your greatest strength?
From your analysis of the job advert and job description, you will by now have figured out the key skills or competencies that are required for this particular role. So answering the question should be a breeze. Talk about one of these key skills, and, to hammer your point home, offer a brief example of how you have used the skill at work.
And what is your greatest weakness?
If you get asked about your strengths, you will get asked about your weaknesses or development needs. However, candidates who are unable to come up with any weaknesses at all are often viewed with suspicion - are you claiming to be an angel of perfection? Instead, try to:
- Think about a couple of minor weaknesses that show that you are not perfect.
- Be ready to describe what actions or activity you are taking to improve or develop yourself.
For example: ''I know that I can very quickly get frustrated when people don't make decisions. However, now that I am aware of it, I try to remember that colleagues may need time to think something through before giving me an answer.''
What are your three biggest strengths and three biggest weaknesses?
Just a variation on the basic strengths and weaknesses question. It pays to plan ahead to have at least three or four strengths up your sleeve and a similar number of weaknesses, in case the interviewer insists on a certain number.
How would your colleagues/team/boss describe you?
Although you may be tempted to present a rounded picture of how your colleagues see you - you should try to get away with treating this question as if you had been asked, ''What would your colleagues say are your strengths?'' There is no benefit in mentioning weaknesses unless the interviewer specifically asks for them.
What unique skills would you bring to our company?
A tricky question, as the interviewer is effectively asking you what you have that the other candidates do not have. If you know that you have some technical skills that very few candidates have, this is your opportunity to talk about them. However, if you are not sure that you have any skills that are unique to you and no one else, you could try a different approach - talk about the fact that you possess a combination of skills and determination that, taken together, are unique.
Would you say that you have good influencing skills?
Of course say: ''yes''. However, it is very easy to talk in abstract terms about how good you are at influencing and persuading others. Treat this like a competency-based question and continue by providing an example as proof of your skill.
How good are you at handling conflict?
Likewise, give an example as if you had been asked a competency-based question.
How do you take personal criticism?
You need to show the interviewer that you can take constructive criticism without taking offence or reacting defensively to it. ''As long as the criticism is fair and constructive, I try to listen to it, thank them for their candid feedback, and modify my future behaviour accordingly.''
