Strengths and Weaknesses: What you should never say in an interview

Whether disguised or obvious, it is almost always part of it: the question of strengths and weaknesses. How you answer it confidently.

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We are all nervous before a job interview or a job interview. Even if you are convinced of your own qualities, that doesn't mean that you can optimally present your strengths to your counterpart.

The question of strengths and weaknesses is still almost always part of it. Sometimes they are addressed directly, sometimes the flower asks about strengths and weaknesses, so-called cover questions.

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Even though the question is an absolute classic, it is probably one of the most difficult. No wonder, after all there are a few things to consider when answering. You don't want to mention too many strengths so as not to come across as arrogant. At the same time, people don't like to mention weaknesses because they naturally want to show their best side in the interview.

But how do you really score points in a job interview?

Name strengths and weaknesses: This is how you score points in the interview

Even when it comes to strengths and weaknesses, there are absolute no-gos and charming answers that can help you score big points. We have created a list for you with various examples of strengths and weaknesses that you can give in the interview. You can find them further down in the article and as a PDF list.

We'll also give you tips on how to package your answer in a charming way and a few phrases that HR professionals can use to camouflage the classic question about strengths and weaknesses.

What to say when asked about strengths

For many people, the question of strengths is easier than the question of weaknesses. However, you should consider which of your strengths fit particularly well with the position you are applying for. Quality clearly takes precedence over quantity here. We have put together a few examples for you here:

Knowledge and skills

– linguistic skills
– arithmetic skills/handling of numbers
– technical knowledge, technical understanding
– organizational skills
– analytical thinking skills
– spatial imagination
– good memory
– high ability to concentrate
– logical thinking
– rhetorical skills
– speak freely in front of groups
– structure complex content and design it clearly
– Bring statements to the point
– Leadership
– Communication skills
– Assertiveness
– Creativity
– lots of experience with Program X

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Way of working

– structured way of working
– solution-oriented thinking
– Independence
– a lot of initiative
– careful work
– Cost awareness
– Environmental awareness
– goal-oriented work
– Effectiveness
– Efficiency
– Teamwork skills
– Willingness to help

Attitude and personality

– Loyalty
– Sense of responsibility
– Sense of duty
– Reliability
– Discipline
– Readiness for action
– Resilience
- Endurance
– Flexibility
– Spontaneity
– Strength of opinion
- Self-consciousness
– Reflection
- Honesty
– Critical ability
- Quiet
– Serenity
– Patience
– Determination
– Humor
– Curiosity
- Empathy
– Consideration
– Diplomacy

What to say when asked about weaknesses

There are various assumptions about how you should answer the question about weaknesses in the interview. For a long time, humorous weaknesses were considered a good answer, for example: “I like eating chocolate too much.” Excessive adherence to strengths (e.g. working too much, being late) is also an often recommended answer. But this recommendation is definitely outdated.

However, the following now applies: show yourself authentically.Here we have listed a few examples of weaknesses. You can read below how you should pack them.

Admitting to your weaknesses can be a strength. If you package the weaknesses correctly.Credit:Getty Images

Knowledge and skills

– poor foreign language skills
– poor arithmetic skills
– no technical understanding
– poor organizational skills
– lack of spatial imagination
– poor rhetorical skills
– Forgetfulness
– Difficulty speaking in front of groups
– Cannot get to the point of statements
– limited creativity
- low assertiveness
– low leadership strength
– clumsiness
– little experience with Program X

Way of working

– Careless errors
– Difficulty getting up early in the morning and getting going
– unstructured way of working
– rarely show initiative

Attitude and personality

– Sensitivity to noise
- reserved
– Sensitivity to stress
– low flexibility
– low spontaneity
– Difficulty expressing one’s own opinion
– low self-confidence
– low critical ability
– Nervousness
– Impatience
– Weakness in decision-making
– high need for retreat and peace
– Difficulty saying no

Strengths and weaknesses: PDF list for download

Name strengths and weaknesses: This is how you package them correctly

You should definitely think about how you describe your strengths and how you package your weaknesses in a charming way. With these tips you can get the perfect answer in the interview:

1. Give examples
Even when it comes to the specific question of naming three strengths and three weaknesses, it is not enough to list them bluntly. Rather, you should give examples.

“In my current job, I often give presentations to other teams. That’s why it’s now easy for me to speak freely in front of groups.”

2. Healthy self-confidence
In addition, when mentioning your strengths in the interview, you should be careful not to appear boastful or overestimate yourself. On the other hand, HR managers often do not view excessive reserve and modesty as positive.

If you appear self-confident, you can forgive small weaknesses.Credit:Getty Images

3. Put weaknesses into perspective
For example, you can use terms like “sometimes” or “occasionally.” This means that a negative trait no longer seems so bad.

It is also important to show that you have recognized your weakness and are already working on yourself. Anyone who admits to the HR manager of an international company that they have limited foreign language skills should explain in the next sentence that, for example, they are already taking an English course in order to correct the problem.

4. Do not mention any serious weaknesses
Basically, you shouldn't choose a weakness that is essential for the job you are applying for. It is not recommended to talk about low self-confidence or low assertiveness when interviewing for a position as a manager. Sensitivity to noise or nervousness are more suitable at this point. With noise-cancelling headphones (or your own office) and a yoga class, these weaknesses can easily be gotten under control.

5. Don't reinterpret a strength as a weakness
To rephrase a strength into a weakness ("I'm too perfectionist.")or react with humor(“My biggest weakness is chocolate”)is also not recommended - although this advice is very well known. The HR manager wants to find out something about you and your personality. Therefore, show yourself honestly, authentically and reflectively.

In fact, studies have shown that candidates who answer truthfully are more likely to be hired. One example is a Harvard study in which 80 percent of HR managers would hire the few candidates (23 percent) who admitted real weaknesses.

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Critical questions in the interview: This is how HR managers camouflage their intentions

Many HR managers now consider the request to name three strengths and three weaknesses to be outdated and old-fashioned. There are a number of similar questions that HR managers use to camouflage their intentions a little. They want to find out whether the candidate is capable of criticism and reflection and whether he deals with his weaknesses constructively.

Examples of the camouflage questions:

  • What would your friends say about you that you are particularly good at?
  • What qualities would a teacher criticize about you?
  • Which situation did you handle particularly well? What do you think it was about? What could you have done better?
  • When was the last time you were angry with yourself and why?
  • Describe yourself in three words.
  • What annoys you when you're working?
  • What things would you change about yourself if you could?
  • Some HR managers also use scale questions: “On a scale of 1 to 10, how good are your organizational skills?” This is about assessing yourself well and not appearing too boastful.

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