What is your greatest weakness
There are certain questions that interviewers often ask while interviewing potential recruits. These range from asking them about their personal lives, why they want this job, why they are the right fit, and where they see themselves in the next 5-10 years. Interviewers almost always want to know about the strengths and weaknesses of the candidates too and they find a horde of ways to phrase this exact inquiry. While it's easier to talk about your strengths, here's a few pointers that will help you answer the infamous question of "What is your greatest weakness?"
Your weakness is not a conceited strength
Many often answer this question with 'I'm a perfectionist' or 'I work too hard' or even 'Sometimes my creativity gets the better of me and I spend countless sleepless nights completing a project'. Interviewers have taken way too many interviews to fall for an ill-advised answer like this. This isn't a trick question. They genuinely do want to know what your weakness is to try and decipher if you are sufficiently self-aware. Say silly things and you'll sound like a self-absorbed liar.
Your weakness shouldn't be a prerequisite
Don't pick a weakness that is a deal breaker for the job (in fact, reconsider applying for a job where the core competency required is something you don't possess). For example, if you're applying to be a team manager, you don't want to tell your interviewers that your greatest weakness is people skills or team management skills. Pick weaknesses that aren't quintessential for your performance at the job.
Your weakness should be fixable
The weakness you picked should have a solution that has been tried and tested by you. This shows the recruiters that you've acknowledged your weakness and have made active attempts in fixing it. For example, you could say 'My weakness is that I find it very difficult to delegate responsibility to new team mates, in fear that they won't be able to deliver how I want it. To fix it, I started utilising the first few days of working with them in getting to know their strengths, weaknesses, abilities and willingness. This way, I can assign them things they're good at, while working on things that aren't their strongest suit.'
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