Often the weaknesses question is couched in euphemistic wording that uses other language "where would you need development? or " in what area would you require the most assistance?" or "where do you think this job would challenge you?". Many times the candidate truly doesn't know the answer to this position until they are in the job and the answers you get to this question are vague and meaningless. Nobody is going to tell you in an interview that they are really bad at something.
My favorite set of questions relates to the flip side -- asking about strengths:
> What are you best at? (my #1 favorite question to ask in interviews -- you learn amazing things about personal characteristics and traits)
> What aspect of your job do you do better/differently than others who have your job?
> What do you like best about yourself?
> What skill do you have that is underutilized in your present position?
It is through this line of questioning that I often learn about the person vs. some canned response given in any interview for any job. I look to hire clay -- people who can be molded into being great in a variety of positions. To get this adaptability, look for people who don't know everything, but do know about themselves in reflective, meaningful ways.
-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com
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