Do you ask candidates, “What’s your greatest weakness?”
I stopped asking that question back in 1999 when I finally got a clue. I never really knew why I was asking a candidate about his weaknesses in the first place — especially when I am supposed to be using a behavior-based interviewing tool that tricks the interviewee into telling me his greatest weakness with pseudo-science and bad psychology.
What do you do with the answer, anyway? It is difficult to measure the response, and the interviewee is ready with a stupid answer every time I ask the question.
- I don’t like to delegate.
- I work too hard.
- Sometimes I care too much.
Okay, buddy, great.
Also, here’s some breaking news: I think the question makes the interviewer look like a dork who doesn’t know how to play the game above a 5th grade level.
So here are my questions.
- As a Recruiting/HR professional, do you ask it?
- What do you want to hear?
- What is your greatest weakness?
I am totally bad at math and I talk too much.