It Management
Recruitment Process Management, Team Management
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HI Guy's
Could you share with me; Wt can you consider as a Good "strength" or "Weakness" of Individual ?
Need opinion.... Look forward to seeing good suggestion on this Question from all of you !

From India, Delhi
Well, Strength stands for an attribute that defines one's individuality and without which one's credibility ruins off.
An Individuals always incline to escalate the level of strength.
Weakness is another trait of one's individuality that becomes an obstacle in the path of success, and one is always scare of..
An Individual always incline to dwindle the level of weakness.

From India, Delhi
You need to be careful when answering questions like this in an interview. Often they are set as a trap!

When answering question about strength, try to find a strength you have that matches something in the job criteria and then back up your answer with examples. For example if the job criteria mentions initiative and you are a person that uses initiative, then if you are asked to name a strength, give that as your answer and then tell them about a time you have used your initiative to good advantage at a previous employer.

When it comes to weaknesses, BE VERY CAREFUL how you answer this question. The accepted method of answering this question is to take a weakness you may have had in the past and turn it into a strength. My advice to people is to study the job description very carefully and find something which is not in any way relevant to the job and use that if necessary. I once was asked this question and after taking some time to pretend to think about it, replied that I was unable to speak a foreign language - something that was not required in the position. The reason for asking the weakness question is to eliminate candidates - many people shoot themselves in the foot by not thinking about it.

John in Oz

From Australia, Melbourne
Hi...I completely agree with John. When you are asked to describe about your strength, it is an opportunity given to you to talk about your strengths aligning with the goals of the prospective employer.
While describing about your weakness one should be very careful.... one should use this opportunity to convert one's strength into weakness and talk about I am very impatient ....or... I am not able to digest mediocre performance and loose my cool sometimes.

From India, Mumbai

A strength is a personality trait that helps you succeed in your role. A weakness is a personality trait that might be a challenge for you (or your employer) in effectively doing your job. Everyone has strengths and weaknesses. If you don't know what your strengths and weaknesses are, you cannot live to your full potential at work. You need to capitalize (and enhance) your strengths and mitigate/marginalize (and improve on) your weaknesses.

So, when someone asks a question as to what your strengths and weaknesses are, this is what they are looking for. Do you know what your strengths are and how you can capitalize on them? Do you know what your weaknesses are and how you can effectively mitigate them? If you don't know the answers to these questions, then you are not very useful to your future employer (because you don't know what you are good at and not so good at).

See my response to another similar question for more details. The link is given below.


-Som G

From United States, Woodinville
Dear Som G,
I am completely agree with your answers but here I am trying to find out.......... Wt are the best example people use to explain .... their.... "Strength" Or as a "Weakness"...... the main purpose to asked this question here...... It is like sharing our knowledge to others ......those wo haven't faced any interview they could get just an idea.............for there interview.

From India, Delhi
I agree with John. However, it is always not set as a trap while selecting or rejecting the candidates. Interviewer asks strengths and weaknesses to find out the candidates abilities, strengths so that one can make use of those strengths in his development in the company; so also if there are really any weaknesses, help the person how to overcome those weakness. But many a times selection also depends on strengths and weaknesses hence it is better to give answers with proper thinking.

From India, Mumbai
No-one can give you a definitive answer, my strengths may not be your strengths. You must identify clearly what YOUR strengths are and talk about them, not just parrot what other people say. Employers worth their salt can see through that.
This is part of your interview preparation, everything must relate to YOU, YOUR experience, skills, knowledge etc.
If you do not know yourself, then I would respectfully suggest you are wasting your time going to interviews as you will not succeed.
John in Oz

From Australia, Melbourne
I agree with John's comments that each one has to find out for one's self what one's strengths and weaknesses are. One size does not fit all. Further, the strengths and weaknesses are also job/position specific. For example, if I am interviewing for a people-manager position, I may articulate certain strengths and weaknesses of mine. However, if I am interviewing for a car driver position (for example), my people management strengths and weaknesses are irrelevant. I need to articulate my strengths and weaknesses as a car driver.

It is a good discussion to have, nonetheless, to understand how such questions must be answered. As an interviewer, I would not like candidates who have a list of weaknesses that is longer than the list of their strengths. Weaknesses are a liability list, the more they are, the more problematic it would be for the employer and the candidate. Therefore, I would keep my list of weaknesses to a minimum (one or two at the most), and strengths to anywhere from 3 to 5.

Here's my answer for a manager position.

I am strong in building relationships within my team and across groups. I have strong ability to think on my feet, quickly consider all possibilities and come up with a solution to resolve problems or mitigate risks. I am excellent in managing global and virtual teams spread across over 9 time zones. I am customer-focused and have strong ability to manage vendors achieving success in situations where others may have met with limited success.

On the other hand, I am not very politically savvy. I don't usually watch my back, because I assume that people around me are highly professional and very trustworthy. As a result, I look toward my manager to protect me from being thrown under the bus, because I realize that the world is not so black and white.

Does that make sense?

-Som G

From United States, Woodinville
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