We all have our standard list of interview questions we use when vetting candidates for a position. Perhaps it is a list of standardized queries based upon the position description. Maybe it is something that has been in the file drawer we inherited with the job lo those many years ago.
Whatever the situation there is one question we ought to consider dumping like a hot potato. That tired question is: "What are is your greatest weakness?"
Stop and think for a moment. How is this any of your business? Really. How? Is the candidate qualified? Do they meet the basic qualifications? Do they appear to be a good fit for the team with whom they will be working? Is the work history valid? Did they pass the background check?
If so, then why are we still asking about a person's weaknesses? Everyone has weaknesses? But you aren't going to get an answer that really matters. The candidate will likely choke, might get up and walk out and/or give you an answer that tries to turn a strength into a weakness. They work too hard, they care too much, etc.
An recent article on Forbes' website addresses this issue and advises candidates on how to answer such a question. The subtext however is clear: we really need to stop asking this one. It serves no real purpose. Instead, why not focus on the job and the skills required to perform it. Get to know the candidate a little bit but please stop with the weaknesses line of questioning. You won't get the answer your looking for anyway.
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