Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / How to Answer the Strengths and Weaknesses Question
Transcript
- Lucas: So there's one interview question that everyone claims to have a canned answer for, and yet 80 percent of candidates still get it wrong. I'm talking about the 'What are your strengths and weaknesses?' question. Luna: Oh, the one where people say their weakness is 'working too hard' or 'caring too much.' I've heard that in real interviews. It makes me cringe every time. Lucas: Right. And hiring managers have heard it a thousand times. A LinkedIn survey from early 2025 found that 72 percent of hiring managers said honesty about a weakness is actually more important than the specific weakness itself. They want to see self-awareness, not a humble-brag. Luna: That's a huge number. So basically, if you say 'I'm a perfectionist,' you're not fooling anyone. You're just wasting the question. Lucas: Exactly. And the thing is, this question is actually an opportunity. It's one of the few moments where you can directly shape how the interviewer perceives your fit for the role. But only if you have a framework. Luna: Okay, let's hear it. What's your framework? Lucas: For strengths, I use a variation of STAR, which I call SOAR. s o a r stands for Situation, Obstacle, Action, Result. But instead of just describing a past achievement, you pick one strength that is both rare and directly relevant to the job. Luna: Rare and relevant. So not 'hardworking' or 'team player' — those are table stakes. Lucas: Bingo. For a marketing manager role, you might pick 'strategic storytelling backed by data.' That's a specific combo. Then you give a SOAR: Situation was we had a product launch with low brand awareness. Obstacle was a limited budget and only six weeks to campaign. Action — I crafted a narrative around customer pain points and used A/B testing to optimize messaging. Result — 40 percent higher engagement than previous launches and a 15 percent lift in lead conversion. Luna: That's concrete. And the numbers make it memorable. Now what about weaknesses? Because that's the trickier part. Luna: I've seen candidates stumble here more than anywhere else. Lucas: For weaknesses, I use a modified STAR — I call it star l. The L stands for Learning. You describe a real weakness, give a specific example of when it caused an issue, then explain what you learned and what you're actively doing to improve. Luna: So the key is that it's a fixable weakness, not a fatal flaw. And you need to show progress. Lucas: Exactly. For example, maybe you struggle with public speaking. That's a common one. You could say: In my last role, I had to present quarterly results to the leadership team. I was so nervous that I rushed through the slides and missed key points. That was a wake-up call. So I joined a Toastmasters group, started recording myself, and now I ask a colleague to do a dry run. Last quarter, I presented to 50 people and got positive feedback on clarity. Luna: That's honest, shows self-awareness, and demonstrates that you're actively working on it. That's a home run. Lucas: Right. And notice they didn't say 'I'm working on it' — they showed the steps and the outcome. That's the difference. Luna: Let me play devil's advocate. What if the hiring manager asks a follow-up like 'That weakness sounds like it could be a problem in this role, which requires frequent presentations?' How do you handle that? Lucas: Great question. If the weakness is truly a core requirement, you might need to pick a different weakness. But if you're honest and the weakness is not disqualifying, you can reframe it. Say: 'That's exactly why I've been working on it so diligently. I know this role demands strong presentation skills, and I've already improved significantly. I'm confident I can meet the bar.' Luna: That turns a potential negative into a demonstration of fit. I like it. Lucas: Now, let's talk about what NOT to do. Avoid weaknesses that are actually strengths in disguise, like 'I care too much' or 'I work too hard.' Avoid weaknesses that are core to the job, like 'I'm not detail-oriented' for an accounting role. And avoid weaknesses that are too vague, like 'I sometimes procrastinate.' Luna: What about weaknesses that are technical? Like 'I don't know Python' for a data role? Lucas: That can work if the role doesn't require it. But if it's a required skill, you're shooting yourself in the foot. Better to pick a soft skill weakness that's fixable. Luna: So to summarize: for strengths, pick one that's rare and relevant, and use SOAR. For weaknesses, pick one that's real and fixable, use star l, and show progress. Lucas: Exactly. And practice it out loud. Record yourself. It should feel natural, not scripted. The goal is to sound like a thoughtful professional, not a robot. Luna: Speaking of practice — let's do a quick demo. Lucas, I'll be the hiring manager. You're applying for a marketing manager role. Tell me your greatest strength. Lucas: Sure. My greatest strength is translating complex data into a compelling narrative that drives action. In my last role, we had a SaaS product with high churn. The data showed users were dropping off after the first week, but the product team thought it was a pricing issue. I analyzed the user flow and found that the onboarding emails were too technical. I crafted a new sequence using plain language and customer testimonials. Result? Churn dropped 25 percent in three months. Luna: Nice. That's specific and results-oriented. Now, what is your greatest weakness? Lucas: I tend to over-analyze before making a decision. In a previous role, I spent two weeks researching A/B testing tools when a simpler option would have worked. I realized I was prioritizing perfection over progress. So now I set myself a deadline for research — usually two days — and force myself to make a call with the information I have. I also ask a colleague to hold me accountable. It's still a work in progress, but I've gotten much faster at decision-making. Luna: That works. It's honest, shows self-awareness, and you've taken concrete steps. I'd hire you. Lucas: Thanks. And that's the goal. One more tip: Don't over-rehearse. If you memorize it word for word, you'll sound robotic. Instead, know the structure and the key numbers, but let the words come naturally. Luna: Great advice. Hey, if we've helped you think through a career move or interview strategy, we want you to know that listener support is what keeps this show ad-free and independent. Even a couple of dollars a month makes a real difference — it helps us keep producing episodes like this one. If you're able, you can support us at buy me a coffee dot com slash fexingo. No pressure, genuinely. Now, back to the topic — any other pitfalls you want to flag? Lucas: Yeah, one more. Don't list multiple strengths or weaknesses. Pick one each. If you say 'I'm good at X, Y, and Z,' you sound scattered. One strong, well-supported answer is far more memorable. Luna: Agreed. And don't forget to tailor your answers to the job description. If the role emphasizes collaboration, your strength should relate to teamwork, not just individual achievement. Lucas: Exactly. So to wrap up: this question isn't a trap — it's a stage. Use SOAR for strengths, star l for weaknesses, be honest, be specific, and practice. Do that, and you'll stand out from the 80 percent who get it wrong. Luna: And maybe next time you hear 'Tell me about your strengths and weaknesses,' you'll actually look forward to answering it. Lucas: That's the goal. Thanks for listening, and good luck out there.