How To Deal With The “What Are Your Weaknesses” Interview Question
Navigating the tricky terrain of the “What are your weaknesses?” interview question can be daunting, but with the right strategy, it can become a showcase for your honesty and dedication to self-improvement. We’ve gathered insights from career coaches, CEOs, and other professionals to bring you fifteen diverse perspectives. From showcasing real weaknesses with improvement strategies to combining candid feedback and self-awareness, discover how to turn this common interview hurdle into a highlight.
- Showcase Real Weaknesses with Improvement Strategies
- Lead with Authenticity and Highlight Improvement Steps
- Combine Humor with Active Solutions
- Frame Weakness in Context of Proactive Improvement
- Focus on Learning and Growth Over Cliché Answers
- Demonstrate Commitment to Enhancing Weaknesses
- Use Feedback to Show Growth and Continuous Improvement
- Share a Journey from Recognizing to Overcoming Weakness
- Present Weaknesses with Actions Taken and Results
- Emphasize Team Role Awareness and Strengths Commitment
- Detail Specific Strategies for Addressing Growth Areas
- Embrace Vulnerability and Plans for Strength Conversion
- Provide Context to “Bad” Weaknesses with Solutions
- Utilize STAR Method to Outline Weakness and Improvement
- Combine Candid Feedback and Self-Awareness
Showcase Real Weaknesses with Improvement Strategies
Years back, the practiced answer was usually something along the lines of “I work too hard” or “I’m a perfectionist.” We tended to look for answers that would make the companies like us. Now, too many people have adopted that approach, and companies are turned off by the lack of vulnerability these answers offer. This puts candidates in a tricky spot because being too honest could backfire.
I think answers that involve specific examples of a few areas where things come harder but also offer ways they’ve improved (systems, processes, courses, etc.) are great. I also think using real weaknesses but then selling why they are actually a strength can be good, too.
For instance, I’m too impatient at times, which can lead to impulsive decisions, but it also means I never miss a deadline and am always early to meetings. I have learned this about myself and now put parameters in place, such as strategies X and Y, to ensure I do the due diligence I need to before making a critical decision.
An answer like this is real; it can show the positive aspect of the trait and the real-life workaround one implements because of it.
Nikki Ryberg, MHRLR, CPRW, GCDF, Career Coach, Ryberg Group, LLC
Lead with Authenticity and Highlight Improvement Steps
Honesty is a powerful tool when answering difficult interview questions, including those about your “weaknesses” or areas of opportunity. Although you want to be careful not to mention being bad at something that is listed in the basic job requirements, you don’t have to try to turn your weakness into a strength either. Instead, lead with authenticity and highlight the steps you’re taking to improve.
If you’re struggling to come up with weaknesses, turn to your performance evaluations to see what feedback you’ve received in the past. You can also look to those around you for feedback. This can be as simple as asking, “I’m preparing for an upcoming job interview. Can you please share a few of my greatest strengths as well as my biggest weakness?”
Dr. Kyle Elliott, Founder & Tech Career Coach, CaffeinatedKyle.com
Combine Humor with Active Solutions
When you’re hit with the “weaknesses” question in an interview, it’s a golden opportunity. Start with a little humor, maybe confessing your love for puns or your knack for turning any situation into a sitcom-worthy joke. Then, get down to the nitty-gritty by admitting something genuine, such as overcommitting due to enthusiasm or being too critical of your own work.
Wrap it up by highlighting how you’re actively working on these areas, whether it’s through time-management techniques, seeking feedback, or honing your skills. It’s about being authentic, a little funny, and demonstrating your dedication to self-improvement.
Crystal Clark, Communications Manager, City of Tampa
Frame Weakness in Context of Proactive Improvement
When faced with the “weakness” question, the best approach is to be candid while framing it in the context of proactive improvement. Start by choosing a genuine area where you’ve faced challenges, but make sure it’s not a critical skill for the role you’re applying for. Then discuss specific steps you’ve taken to address this weakness.
For example, if you struggle with public speaking, you might want to say: “I’ve always found public speaking to be stressful, which I know is important for teamwork and leadership. To improve, I’ve joined a local Toastmasters club to communicate my ideas clearly and with confidence.” This approach will show honesty, your willingness to keep working on yourself, and the ability to turn challenges into opportunities for growth.
Bayu Prihandito, Founder, Psychology Consultant, Life Coach for Men, Life Architekture
Focus on Learning and Growth Over Cliché Answers
Flip the answer to what you hope to learn or improve. Instead of the cliché answer “I’m a perfectionist,” try: “I’m learning that progress matters more than perfection.” Instead of “I work too hard,” try: “I had to recognize that what I thought was working too hard was actually me being inefficient, so I worked on my time management and organizational skills.” What you are doing here is showing self-awareness and growth versus saying what you think they want to hear.
Mathew Fox, Founder, Embedded Talent
Demonstrate Commitment to Enhancing Weaknesses
Candidates can approach the “weaknesses” question in a way that doesn’t truly admit a weakness. Demonstrate that you are trying to enhance your “weakness” through your commitment to self-improvement with a plan to turn it into a strength and how it could benefit others. Be candid in your responses because it demonstrates humility and the fact that you’re not perfect, but that you are learning and willing to take action to improve yourself when needed.
Valerie Martinelli, MPA, CEO, Valerie Martinelli Consulting, LLC
Use Feedback to Show Growth and Continuous Improvement
I believe what employers are really trying to get at when they ask the ‘tell me your greatest weakness’ question (which could really be worded in a much better, more behaviorally based way) is to determine where a candidate needs to grow or what areas they will need support in, and also to see how a candidate has acted on those areas.
A great way to answer this is to give an example of previous feedback you’ve received from a leader, manager, or supervisor on an opportunity to improve, and then showcase what steps you have taken to act on that feedback.
For example, you could say, “In my previous performance reviews, an area of growth for me has been time management. I’ve made strides to improve in that area by leveraging my electronic calendar better, using an app to manage my to-do list, and taking a virtual course on prioritization.” This gives the employer real-life, behaviorally based answers and an example of an area you need to work on, as well as demonstrates your ability to accept negative feedback and act on it to ensure you are meeting expectations.
Overall, I believe it is key for a candidate to approach this question in a way that demonstrates that “weaknesses” are really just opportunities for continuous improvement, and that you are always striving to be a better version of yourself. Everyone has areas to work on, so don’t be ashamed or try to guess what the employer wants to hear. Give an honest, real-life example and demonstrate how you have worked on that opportunity, and you will have nothing to fear!
Heather Kerr, Human Resources Manager
Share a Journey from Recognizing to Overcoming Weakness
A good friend of mine, when asked in interviews to identify his biggest weakness, would answer, “chocolate.” Typically, the interviewer and my friend would share a laugh and move on. Sometimes, they’d share a laugh, and then the interviewer would ask him to answer seriously, which he did.
Whether you want to recycle the chocolate joke or not, it is a good idea to be prepared for all questions likely to be asked in an interview, including identifying your biggest weaknesses. When you’re discussing weaknesses, choose ones that are real, explain how you came to understand that you needed to get better, what you did to get better, and how that paid off.
You want the interviewer to understand that you used to have that weakness but no longer do, but you can’t just say that as it is too conclusory. You want to convince them, and to do that, you need to take them on that little journey about how you came to realize you had a problem, how you fixed it, and how that’s been beneficial to your employers.
Steven Rothberg, Founder and Chief Visionary Officer, College Recruiter
Present Weaknesses with Actions Taken and Results
This is a question where some humility is expected, but it’s also a chance to showcase resilience. You don’t want to highlight a weakness that is essential to the job in question, so be mindful and cautious with what weakness you select and present to hiring managers.
Use this as an opportunity to share an actual instance of this weakness, with actions taken, and the results to demonstrate how you overcame that scenario. In doing so, you’ll demonstrate your commitment to self-improvement and to tackling tough situations.
Christopher Thoma, Head of Media, CareerAddict
Emphasize Team Role Awareness and Strengths Commitment
There is an argument that you’re never really going to become great at the things you’re not good at. And that, therefore, you should focus on becoming the best you can be at the things that come naturally to you and that you enjoy, or don’t mind doing.
For example, if your brain wants to explode whenever you look at a spreadsheet, or you want to fall asleep whenever anyone starts talking conceptually, then there’s not much point in trying to mold or force yourself to be someone who works with numbers all day or has to work on conceptualizing as a primary function of their role. The best teams are the ones where each person knows what their strengths are and is okay with other people taking control of their gaps.
A team will not work if everyone is trying to do everything. So, sharing this honesty with a potential employer shows that you have awareness of what strengths you can bring to the company, shows awareness and willingness that you are able to communicate and ask for help from other team members, and shows that you understand what you can commit to improving so that you can be the best at what you’re best at.
Hannah Ray, Life, Career + Business Coach, TAKE Coaching Amsterdam
Detail Specific Strategies for Addressing Growth Areas
To help your interviewer understand how you’re approaching a perceived weakness (or a growth area in general), share specific examples of strategies you’ve tried.
If time management is a challenge, you could list a few ways you’ve tried to restructure your schedule, build consistent habits, prioritize effectively, or project-manage your work. Explain what did and didn’t work for you (and if you have time, explain why).
In the end, try to tie it back to the job you’re interviewing for. Talk about how your new skills and insights will help your performance. Your interviewer isn’t expecting perfection—they want to know how you’re investing in yourself to be better at what you do.
Alex Lahmeyer, Founder, DEI Consultant, and Career Advisor, Boundless Arc
Embrace Vulnerability and Plans for Strength Conversion
Don’t be afraid to be vulnerable.
The truth is that candidates must first be aware of the fact that they have weaknesses to be able to give an honest answer to this question, much less one that showcases their commitment to self-improvement. Therefore, candidates just have to understand that there is absolutely nothing wrong with letting their vulnerability show at this point, because weaknesses are naturally part of our essence as human beings, so there is really no point in answering the weakness question with an intention to cloud your true weakness.
By far, one of the most effective ways that candidates can approach the weakness question and showcase honesty and commitment to self-improvement is to take a confessional mode and not be afraid to show their vulnerability. This is, however, not to say that they should sulk and dwell so much on the negatives of their weaknesses and fail to make mention of the plans they have for becoming better, but that they should not be afraid to share how their weaknesses have affected them in the past because this way, they demonstrate self-awareness that is committed to self-improvement.
Also, by embracing their weakness and having enough courage to be vulnerable during the job interview, they communicate their willingness to learn, grow, and convert this weakness into major strengths.
Tim Hastings, General manager, Top Rated Law
Provide Context to “Bad” Weaknesses with Solutions
It’s all about context. As an employer, I’d much rather hear a “really bad” weakness that has context rather than an artificial response. If someone lists “lazy” as their weakness, it sounds really bad, but if the context is, “After a long day of programming, I often feel too lazy to cook a full meal from scratch,” it’s definitely relatable. If “that’s why I like to do ingredient prepping on the weekend” is added, suddenly this makes the statement both relatable, honest, and solution-oriented.
Thomas Strobl, Founder, Fugoya
Utilize STAR Method to Outline Weakness and Improvement
The truth is that demonstrating competence and willingness to make improvements, even in the areas of their most profound weakness, will always work in the best interest of job candidates.
One way that candidates can approach the weakness question in a way that showcases honesty and commitment to self-improvement is to approach the question using the STAR method. Because this method takes a four-part approach to questions, it affords candidates the opportunity to present a particular situation when their weakness threatened their efficiency in a workplace setting, the task that needed to be completed, the action that they took, and the result that was achieved.
What makes this an effective way to approach the weakness question is the fact that it allows candidates the opportunity to paint a vivid picture of the steps that they have taken to eliminate the limiting and self-stagnating effects of their weakness.
By selecting a particular instance when their weakness challenged their ability to achieve a desired result, and strongly emphasizing the actions that were taken to mitigate this weakness, and then going on to highlight the results of these mitigative actions, candidates would be successful at marketing themselves as competent, while also showcasing honesty and commitment to self-improvement.
Andrew Johnson, General Manager, National Drug Helpline
Combine Candid Feedback and Self-Awareness
I have always approached this sort of question with humor and a smile. “You mean, ‘Well, I probably work too hard?’” I then move on to some candid feedback and perspective.
For example, “What some people consider a weakness, others may consider a strength. I have a hard time hiding my expressions when I am dealing with someone who is bogging down progress for the sake of wanting to look important. Some people would call that a positive—being candid—while others would call it undiplomatic.”
I created a quirk list years ago. I’ve shared it with people when they join my team. There’s no reason to waste time, energy, and emotion trying to figure me out when I can give you the list. “Here I am. I’d be happy to share it with you.” That approach has always worked for me. If the interviewer doesn’t like that approach, then I probably shouldn’t be working there anyway.
Dion McInnis, Fundraising consultant, Dion McInnis Initiatives, LLC
