Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / How to Answer the What Are Your Weaknesses Question
Transcript
- Lucas: So, Luna, there's a question that shows up in almost every interview I've ever coached someone for, and it's the one that makes even the most confident candidates squirm. Luna: Let me guess — 'What are your weaknesses?' Lucas: Exactly. And honestly, I think the reason it's so hard is that we're taught to sell ourselves in an interview, and then suddenly we're asked to point out our flaws. It feels like a trap. Luna: But it's not really a trap, is it? It's more like a test of self-awareness. Lucas: Right. And that's the angle we're going to dig into today. Because the way you answer this question tells the interviewer a lot more than just what you're bad at. It shows how you handle feedback, how you grow, and whether you're honest with yourself. Luna: So what's the biggest mistake people make? I feel like everyone says 'I'm a perfectionist' or 'I work too hard.' Lucas: Yeah, those are the classic ones. And they're exactly what hiring managers roll their eyes at. The 'I'm a perfectionist' answer is so overused that it's become a cliché. Plus, it's often a disguised strength, which is a whole other problem. Luna: Disguised strength — can you unpack that? Because I've heard people say that you should never do that, but I'm not sure everyone understands why. Lucas: Sure. A disguised strength is when you frame a weakness that's actually a positive trait. Like 'I care too much' or 'I'm too detail-oriented.' The problem is that interviewers see right through it. It comes across as evasive, and it doesn't show real vulnerability. Luna: And vulnerability is kind of the point, right? Lucas: Exactly. The interviewer wants to see that you can be honest about your limitations. If you can't admit a real weakness, they might wonder what else you're hiding. So the first rule is: pick a genuine weakness, not a strength in disguise. Luna: But how genuine can you be without shooting yourself in the foot? There's a line between honest and self-sabotaging. Lucas: Great point. The key is to choose a weakness that is real but not a core requirement of the job. For example, if you're applying for a role that requires a lot of public speaking, don't say you're terrified of public speaking. That's a fatal flaw for that position. Luna: So you need to know what's actually essential for the job. Lucas: Right. You have to read the job description carefully and think about what skills are non-negotiable. Your weakness should be something peripheral, not something that would prevent you from doing the job well. Luna: Can you give me an example of a good weakness? Not a cliché, but something that actually works? Lucas: Sure. Let me tell you about a candidate I worked with recently. Her name's Sarah, and she was applying for a project manager role. She told me she was nervous about the weakness question, so we worked on it. She said her weakness was that she tends to over-prepare for meetings — she'll spend hours on an agenda and pre-read all the materials, sometimes overthinking what she's going to say. Luna: That actually sounds like a strength, though — being prepared. Lucas: That's what she thought too, but we framed it differently. She explained that over-preparing sometimes means she can be less flexible in the moment, and she's had to learn to trust her ability to think on her feet. She also mentioned specific steps she's taken, like setting a time limit on prep and practicing going in with just a few bullet points. Luna: Oh, so it's a weakness that has a clear action plan attached to it. That's smart. Lucas: Exactly. The interviewer isn't just listening for the weakness — they're listening for what you're doing about it. That's the second part of a great answer: show that you're actively working on it. So it's not just 'I have this weakness,' it's 'I recognized this, and here's how I'm improving.' Luna: So the structure is: name a genuine weakness, explain why it's not fatal, and then talk about the steps you're taking. That's a solid framework. Lucas: Yeah, and I'd add one more element: tie it to a specific example from your past. Don't just say 'I struggle with delegation.' Say 'In a previous role, I found myself taking on too much, so I started using a project management tool and now I'm better at dividing work.' Luna: That makes it concrete and believable. Lucas: Right. And it shows you're results-oriented. The interviewer wants to see that you can use feedback and grow. Luna: Before we go deeper, I want to mention something. If you're finding these episodes helpful, that's exactly what we hope for. And the way we keep this podcast ad-free is listener support. So if you've gotten value out of today's conversation, consider buying us a coffee at buy me a coffee dot com slash fexingo. It really helps us keep doing this. Lucas: Yeah, we appreciate that. And we're glad to know it's useful. Now, let's get back to the weakness question. There's another common mistake I see: picking a weakness that's actually a critical skill you'll need in the role, even if it's not listed as a must-have. Luna: Like what? Lucas: Like if you're applying for a sales job and you say you're introverted. That might be a genuine weakness for you, but sales often requires extroversion, and the interviewer might see that as a red flag. You want to avoid anything that touches on a core competency, even if it's not explicitly listed. Luna: So it's not just about the job description, but the broader context of what the role entails. Lucas: Exactly. You have to put yourself in the hiring manager's shoes. Ask yourself: 'If I had this weakness, would it hinder my ability to succeed in this role?' If the answer is yes, pick a different weakness. Luna: What about the opposite problem — being too vague? Like saying 'I'm not great at public speaking,' but not giving any context or action plan. Lucas: That's a missed opportunity. Just naming a weakness without showing growth doesn't help you. The interviewer wants to see that you're self-aware and proactive. So always pair the weakness with a concrete example of how you're addressing it. Luna: I've also heard that you shouldn't use a weakness from years ago that you've completely overcome. Is that true? Lucas: Yeah, that's another common mistake. If you say 'I used to be disorganized, but now I'm super organized,' you're not actually answering the question. The interviewer might think you're avoiding it. They want to hear about a current area where you're still working to improve. Luna: So it should be something you're actively working on, not something from the past. Lucas: Exactly. The best answer shows that you're in the middle of the journey, not that you've already arrived. That's what makes it authentic. Luna: Okay, so let's say I have a solid weakness and an action plan. How long should my answer be? I don't want to ramble. Lucas: Keep it to about sixty to ninety seconds. You want to be concise and structured. Start with the weakness, give a brief example, then talk about your action plan. Don't over-explain or get defensive. Luna: That's a good rule. But what if the interviewer asks a follow-up, like 'Can you give me another weakness?' That happens sometimes. Lucas: It can. And if that happens, you need to have a second weakness ready. But it's rare. Usually they're satisfied with one strong answer. Still, it doesn't hurt to have a backup prepared. Luna: So having two genuine weaknesses with action plans is a good idea. Lucas: Yeah, especially for panel interviews where multiple people are asking questions. You might get variations of the same question from different people. Luna: Let's talk about tone. How should you deliver this answer? I feel like some people get really negative or self-deprecating. Lucas: That's a mistake. You want to sound confident and matter of fact. Acknowledge the weakness without apologizing for it. You don't want to come across as insecure or overly critical of yourself. It's about showing self-awareness, not self-flagellation. Luna: So it's a balance between honesty and professionalism. Lucas: Exactly. You're showing that you're a mature professional who can handle feedback and grow. That's actually a trait that many hiring managers value highly. Luna: One thing I've heard is that you should never say 'I don't have any weaknesses.' That seems obvious, but some people might be tempted. Lucas: Yeah, that would be a huge red flag. It shows a lack of self-awareness, and it comes across as arrogant. Everyone has weaknesses, and pretending you don't is just dishonest. Luna: So what's your go-to weakness when people ask you for an example? Lucas: For me, it's public speaking. I used to get really nervous before presentations. I've been working on it by joining a Toastmasters group and volunteering to present at company meetings. It's something I still struggle with sometimes, but I've seen a lot of improvement. Luna: That's a good example because it's real and you have an action plan. And it's not a core requirement for your role, presumably. Lucas: Right, it's a nice to have, not a must-have. That's the sweet spot. Luna: I think we've covered a lot of ground. Do you have any final tips for our listeners? Lucas: One last thing: practice your answer out loud. It sounds natural in your head, but when you say it, you might stumble. Rehearse it until it feels comfortable, but not so rehearsed that it sounds robotic. Luna: That's good advice. And remember, the goal isn't to be perfect — it's to be real. Lucas: Exactly. So next time you're asked about your weaknesses, take a breath, be honest, and show that you're working on it. That's what they want to hear.