Exceptionally Bad Advice
November 17th, 2006Since we recommended Anne Fisher’s Ask Annie Column in this space earlier this year, I feel obligated to urge you to ignore her latest column, “What’s Your Greatest Weakness?”
While most interviewing advice that gets published is rubbish, this is particularly bad rubbish, because so many folks want to know the secret to this question. It’s not hard…
but it is not what is recommended in the article. For instance:
“Next time you’re stumped…try steering the conversation toward another topic.”
Rubbish. Interviewers do NOT like this tactic. Try it twice and we will politely end an interview. When we ask a question, we expect an answer to OUR question, not the answer YOU want to give us. No offense, but this is just lame.
Further:
“Instead of hashing over a current weakness (assuming you can think of one)…”
First, let me clue you in on something: you have weaknesses. The idea that you can’t “think of one” ought to embarrass the hell out of you. Either you are so nervous you can’t think (this is bad in an interview), or you haven’t done even the most basic of preparation (this is also bad in an interview).
“…talk about a past shortcoming and how you resolved it.”
Why would we care about this when we asked about a weakness in the present tense? You might as well say, “when I was 9 months old, I had trouble walking, but through steady effort I overcame this shortcoming, and, as you probably noticed earlier, I’m quite adept at the skill today.”
“The idea is that you are interested in getting better…”
Uh, NO. That’s not the idea. The idea is for you to tell us a weakness, to see if you’ve thought about your abilities relative to this job, and have prepared.
“Talk about how the job you’re applying for will help you stretch and build your skills.”
Um, NO. We know that already, thank you.
“Describe a valuable piece of advice someone gave you…”
Have I made my point?
Lucky for you, you won’t make any of these rookie mistakes… which is a competitive advantage right now, because thousands of people WILL after reading this article.
(And judging by the comments posted on Annie’s blog, there are a LOT of bad answers ready to be delivered right now.)
Anybody interested in a cast on how to answer this question?
Stumble it!Trackback URL for this post: http://www.manager-tools.com/2006/11/exceptionally-bad-advice/trackback/
November 17th, 2006 at 1:20 am
Personally, I think I’ve done rather well with that question over the years, although I’m sure I will hear that I could have done much better.
Having said that, it is PAINFUL some of the lame answers I’ve gotten to this question when interviewing others. So yes, I would be interested in hearing a cast on dealing with this, if for no other reason than to hope my next interviwee has listened to it.
And before I go, let me second what Mark has said: I don’t want to hear that you haven’t had problems and haven’t made mistakes because that means either you are a liar or so totally inexperienced that I have no use for you. I want to know how you overcame adversity, and to see if you can learn from your mistakes.
November 17th, 2006 at 3:00 am
A podcast on how to handle interviews would be pretty useful. After all, that’s what get people into the working world in the first place.
November 17th, 2006 at 5:05 am
“What is your greatest weakness” was posed to me during the last job interview that I was at, and I felt as though I needed to dodge it. Thank you for your advice about this — I’m much the wiser now. I’d be very interested to hear a cast about how to answer this question, as well as other curve balls that can be thrown our way.
November 17th, 2006 at 5:52 am
I absolutely want to hear a cast about this! I have been asked the question before, and took the “I used to be bad at … but I am getting better” route. It seemed to go down well enough.
I have asked the question myself to see whether the candidate either blatantly lies about it or is arrogant enough to suggest that he/she has no weaknesses. If they choose a middle ground, I give them a tick in the box.
So how SHOULD we handle it?
November 17th, 2006 at 6:59 am
Hi Mark, I am in agreement with you about asking people about their weakness and like pneuhardt some of the answers I’ve received are inane, funny and sometimes painfull, eg “i dont have any weaknesses” or “I love chocolate”. These days I tend to ask candidates about their strenghts and their training needs instead of strenghts and weaknesses. As for me, well a manager once said in my appraisal that i needed to be aware of my sense of humour, as a result in past interviews when asked about weakness i say ” My sense of humour and the impact it can have on other people” this seems to work and opens up further questions which are relatively easy to answer
November 17th, 2006 at 8:40 am
Hi Mark, I agree with everything you say, the one thing I tell my staff when they ask for interview advice is that they can be assured that they will be asked 1) tell me about yourself 2) what are your strenghts 3) what are your weaknesses and that they should prepare good answers in advance. As for being an interviewer, when i’m interviewing for entry level posts I will ask candidates what their strenghts are and instead of asking for weaknesses i sometimes them about their training needs.
November 17th, 2006 at 12:26 pm
We hope that as a way of paying for this habit of ours, we can convince some of you to pay for our FIFTEEN casts on interviewing. Everything from how to prepare (it includes audio tape, 3×5 cards, and videotape), to how to greet an interviewer, how to answer tell me about yourself and most significant accomplishments, how to handle THIS question, and many many more… even how to write a thank you note and how to follow up.
We’ll roll out a cast on this one soon.
Mark
November 17th, 2006 at 1:02 pm
Mark,
I couldn’t agree more with you and the others who have chosen to comment on this post. Avoidance, in most situations, is a poor plan. But avoidance in an interview is a serious sin. Nothing will end an interview quicker with me than not answering my questions directly and honestly. I’m more likely to give some slack for genuine, potentially “negative” answers vs. answers that clearly set off my B.S. detector. I’ll rephrase the question in case they didn’t understand it, but after that…I’m done with them.
As for the interviewing podcast package, I’ve been waiting with credit card in hand for you guys to say it’s done.
Keep up the great work!
You guys rock!
KC
November 17th, 2006 at 1:13 pm
M&M - Where do I send my check?
November 17th, 2006 at 1:34 pm
Thanks folks!
November 17th, 2006 at 2:03 pm
>>Next time you’re stumped, try steering the conversation to another topic.>>
When I interview prospects (using behavioral based questions) I judge them on two levels. First, the ability to answer the question; second, the ability to listen and respond. If they couldn’t answer my questions, that could indicate a lack of communications skills.
November 17th, 2006 at 2:06 pm
I like the answer that included humor. It matches my least favorite question “Why should I hire you?” I know I need to say all the nice things about my self but I just want to say “When I had hair, it was black. Black hair looks really good in the CEO photos.” I should stick to saying nice things about what I can do for the organization!
November 17th, 2006 at 3:18 pm
Good points. Interestingly, another post came out about the same subject this week, and I like his take on the answer better.
I would also be interested in a cast on being interviewed. If it broke down into “the 5 most-asked questions and how to answer them,” that would be huge.
Thanks for your hard work.
November 17th, 2006 at 4:25 pm
Eubankshouse-
I love the humor in Scott’s post!
And, I’d never recommend that approach to anyone. Too many interviewers are NOT ready for it, and it would kill 99% of people’s chances.
Cute, bloggy, traffic-generating… but not terribly serviceable for most folks.
Mark
November 17th, 2006 at 4:37 pm
What do you all think about the comments about this being a poor interview question? I usually ask it because I find it interesting to see how people will respond… will they use the weakness that’s really a strength (”I work too hard” or “I care too much”)? Or will they actually be able to show that they have real insight into themselves?
Does anyone else ask it?
November 17th, 2006 at 5:06 pm
I ask it of everyone, because it is a good discriminator. That is not to say it will overrule accomplishment answers, but I find it very helpful.
Ahhh… but it’s not just THIS question. It’s how they handle the NEXT question, when I say, “Look, no offense, but that’s not a weakness. (Or, I appreciate the humor but that’s not an answer to my question). Please do share with me a weakness.”
NOW we get to see how they handle mild, unexpected pressure on top of an existing anxiety-ridden event.
Why?
As a proxy for how they might do, say, while in the middle of briefing the CEO when she then drills them with a very tough challenge.
It’s a great question.
November 17th, 2006 at 5:12 pm
A couple of things come to mind on this subject. First, I stopped asking this question because no one I interviewed tried to actually address the question and I became more interested in their way of avoiding the question or providing a non-answer.
Second, with my own experience and after reading this thread I wonder if the best approach is to say something like, “I have many weaknesses, one is XYZ, but what I have done to strengthen it is ABC.” Another approach could be, “I have weaknesses, one is in the XYZ area. What I have done is hire the best person I could fine that had this as a strength.”
I think it was John Maxwell who said if you’re skill level is a 5 (10 being highest), you could get training, but you realistically only may improve that skill to a 7 or 8 at most. Don’t waste the time doing that and go after someone who is a 10.
November 18th, 2006 at 1:59 am
A podcast on how to handle the “greatest weakness” question as well as other difficult questions–from both the applicant’s and the interviewer’s perspectives–would be really helpful.
When I’ve gotten this question before from an interviewer, it has been easy for me to think of several different weaknesses I could use in my answer–I have a hard time with delegation and I tend to be more perfectionistic than deadline-conscious, for starters. But are there reasons to choose to talk about one weakness rather than another; for instance, should I choose to talk about a weakness that is least central to the job requirements? And when talking about a weakness, are there any approaches that work best, such as including in my answer an example of how I’ve compensated for the weakness in the past?
I am looking forward to buying the interviewing series!
November 18th, 2006 at 2:06 am
Sally-
At least for this question, you won’t have to. Mike and I are going to reshoot this cast for release shortly. We will still include this cast in the Interview Series as well.
Your thoughts on your answer are spot on.
Mark
November 19th, 2006 at 6:53 am
I got asked this question in almost all my interviews. My standard answer is:
“I’m a perfectionist.”
And then explain the answer with how I can spend extended time and effort making sure everything is right and correct. This can make my work take longer, it sometimes means I argue and get frustrated with others in the team who are fine with an average job.
In a more generic way, I describe one of the things that makes my work exceptional, but in a different light.
November 19th, 2006 at 12:48 pm
I have the opposite answer to mvanderdonk. My answer is “I am by nature a very disorganized person.” And it’s true. I hate lists and structure and plans and schedules. What I really want to do is show up on the golf course whenever I feel like, play when I arrive and get paid for it. Oh yeah, and get someone else to do my grocery shopping so I don’t have to maintain a grocery list yet still get home with everything I want.
But that isn’t going to happen. So I follow up with how I have educated myself on personal and professional organizational techniques and how I practice them on a regular basis. I describe one technique (not always the same one) and show how I use it effectively to overcome my weakness.
And with this answer, I get hired as a project manager and have been hired as a consultant and as a full-time employee. Think about that: A person who confesses to a tendancy to disorganization gets hired not only to be organized but to make sure that the work of other people is organized to the organization’s maximum benefit. And according to my reviews and references, I’m a pretty fair project manager. I’ve always wondered how much this level of candor helps, but I’m very sure that it hasn’t hurt me in the long run.
Paul
November 19th, 2006 at 12:51 pm
OH yeah. I would pay the $$$ for the interviewing product. What’s more, I would pay a tad more for product on how to conduct an interview as the hiring manager. I have always found that to be the more arduous process.
Hint, hint, hint…
November 19th, 2006 at 6:57 pm
I think the reason I dislike this question so much from interviewers is because I have the impression that they have no idea why they are asking the question, or how/why the response is meaningful.
I think this is true of, sorry, HR interviewers, and less true for seasoned managers who are part of the interview process. Those managers are asking the questions, and yes, they are sometimes reading from a script, but they know how discriminating the response will be for the individual they are interviewing. I think for managers the answer, and the way the question is answered or avoided, is important.
We all know when a manager or interviewer is reading from a list of questions, I have even had managers say “Boy I hate this question when I get asked.” I think what is also challenging is knowing that we have to respond to the question and not the interviewer. I think this is especially true when interviewing for a company with a large formal HR hiring process where the answer will be seen by many people behind the scenes, and will be used to profile candidates.
All that said, I could use a cast on this from both perspectives as well.
November 20th, 2006 at 12:04 am
I’ve been hiring people for years and if one more person says “I’m a perfectionist.” I think I’m going to barf all over them and tell them. I hope no one paid college tuition–or worse, a career consultant to get that lame, sorry, pathetic, canned answer. Even if your interview WAS going perfect–it’s shot to hell now.
November 20th, 2006 at 2:30 am
JBardwell-
Thanks… and I think you could have achieved the same sense of disagreement with some different words. Civility is a lovely grease to the barbarity of professional life, all the more so in an online world without countervailing facial expressions and other softening non-verbals.
Mark
November 20th, 2006 at 8:32 am
I agree that advising people to prevaricate in interviews is just wrong - don’t - a simple, direct and reasonably honest answer is always preferable.
On the other hand I don’t think this question should be used at all - and most certainly not with the unnecessary qualifier ‘greatest’. In any other context this would instantly be labeled a passive-aggressive question.
A skilled interviewer should be able to open up a discussion about the candidates ability to reflect on their own capabilities and how they address those aspects of their working life they find the most difficult.
November 20th, 2006 at 12:58 pm
I’d love a podcast on handling difficult interview questions. In particular, I need advice on answering questions that appear to look for you to say something negative, like: “What don’t you like about your current position?” or “Rate your job satisfaction.” It’s like the interviewer is setting a trap! Also, I’d like to know how to avoid sounding overconfident and self-centered when describing accomplishments. I run into the same problem when writing cover letters (which I hate hate hate!). The advice says don’t use “I”, but how do I talk about what I’ve done without saying “I accomplished…” or “I led…”?
November 24th, 2006 at 1:32 pm
I ask this question, or a variant of it, simply to gauge judgement and not for the subtantive response itself. It’s simply amazing how otherwise apparently well turned out and qualified candidates can tank themselves. Some actual answers I’ve heard:
“I struggle with a heroin addiction, but it seldom interferes with my work and I never use in the presence of others.”
“I keep having affairs with my Managers.” (then smiled)
“Somtimes I bring my political views to meetings.”
“People keep telling me I don’t dress appropriately, but I’m proud of my body.”
but my favourite was:
“I lie on my resume, but really I think that just shows initiative.”
November 26th, 2006 at 12:09 am
Humor (usually really bad humor) is often a response to naked fear. One who delivers such, in an interview, often thinks of oneself as “clever”, or “deft”, or “inscrutably brilliant.”
The bet is short against them, but even if they are… we’re not hiring for that right now.
Mark
(I think movies make people think that they actually could be as witty and clever as the actors reading lines written by writers who took days to do so)
November 26th, 2006 at 5:38 pm
yes, definitely love to hear the right response!
December 7th, 2006 at 4:54 pm
Hi I’m new to Manager tools, I stumbled across the podcasts after purchasing my first Ipod at the week end, and I’m absolutely hooked. Luckily I get to drive around from site to site and therefore am racking through the back catalogue of casts, I’ve even been listening whilst doing the weekly shop! (I get some very strange looks as I find myself smiling and nodding a lot). But I have a problem, on the 5th January I’m interviewing for a senior post that I really want and I know HR ask That question, so please I’d love to hear the right response and I’m willing to pay!! please help
December 17th, 2006 at 2:28 am
Sorry we can’t meet that deadline! Cast schedule is already in place for months.
Mark
December 26th, 2006 at 12:13 pm
I think a podcast on interviewing is a great idea. I was recently in a conversation with a friend who felt as though she bombed her latest interview. I tried to give her some of my “sage” advise, but I could tell I was not getting through to her. Since manager tools has always seemed to answer the questions that I have not been able to… maybe you will continue your streak with this one. Now if/ when you make a podcast about the interview process( with a focus on the interviewed), be sure to offer tips on how to get the over the possible “intimidation” tactics that some interviewers use.