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Rather than studying how to be a good doormat (oh, I meant, how to master the behavioral interviews), it's a much better use of time to read the G. Morgan's "Images of Organization".
>Please don’t take the Michael Scott approach and turn this into a backhanded compliment (‘My biggest weakness is that I care too much’). I’d highly recommend giving an honest answer, and one that is as specific as possible and not handwavy. This shows that you’re self-aware and are able to independently identify areas for personal growth I disagree. People should be aware of the downsides to their strengths when the…
This question sends a message "I'm a boss, you're a rank-and-file employee. Now, when we've made it clear, do a little self shaming." Imagine addressing this question to a senior lawyer that you need to sort out some complicated situation. I guess, the lawyer would be first stunned for a second and then insulted that he's being treated like a kid.
"What's your biggest weakness?" "Well, I tend to think about things that may be interesting and even have implications for work at hand for a given organization, but may turn out to be impolitic. For example: to what degree do behavioral interview questions either resemble on the job activity, or correlate with performance? If that degree is small, what's the real function of behavioral interview questions? Now, I'm…
Hearing “What’s your biggest weakness?” from an interviewer should be a strong red flag for a candidate that they don’t know what they’re doing. Not only is it a manipulative question, the response is basically meaningless if the candidate knows the game, because you’ll get back a scripted answer. Those who don’t know the game and answer honestly will only hurt their chances at getting the job. The only question I th…
What are the strategies to expose hidden red flags?
As someone who has social anxiety and depression I don't think I can be honest with a lot of these questions. My real weakness would be inability to connect with people and constant fear of doing something wrong or being terrible at what I do. I usually think up some random weaknesses that I consider irrelevant and speak about those just to prove that I can be self aware. Also I think very big portion what I am sayin…
You’re not supposed to be honest. No one expects you to be honest. Everyone knows everyone knows it’s a game. It’s like the algorithm and data structure interview; it shows preparation and intelligence to be able to answer the questions well, whether your answers are based on a real event or pure fiction. If you can pretend to be a fantastic hire with lots of preparation there’s a reasonable chance you can actually show decent judgment if hired.
GMAFIA not FAANG. Why is Netflix in that list?
>Please don’t take the Michael Scott approach and turn this into a backhanded compliment (‘My biggest weakness is that I care too much’). I’d highly recommend giving an honest answer, and one that is as specific as possible and not handwavy. This shows that you’re self-aware and are able to independently identify areas for personal growth I disagree. People should be aware of the downsides to their strengths when the…
Exactly. Telling interviewees that what interviewers want to hear is "honest answers" sounds like the advice of somebody so deep in manager land they've become out of touch with the fundamentals of human interaction. The beginning of a business relationship is no different from the beginning of any relationship: You can be perfectly honest without being so frank about your flaws that you create a bad impression. The…
Giving "honest answers" is dangerous. Even if it's diplomatic, the interviewer could decide it's the wrong answer. But you are also interviewing company, so if your answer is something you really care about a wrong answer probably indicates a bad company fit. For instance I remember I was interviewing at a startup, and I was concerned that their core business depended on a project where the deadlines and deliverables were not adjustable, so I asked them about WLB and long-term crunchtime. I was told that they disagreed with the premise of my question, they viewed the work as a marathon, not a sprint. Culturally it was very important to them that the workload and hours in the office were sustainable. I was really impressed with that answer. I also had a phone screen with an early stage startup where long hours were mentioned. And when I commented about it, the interviewer said he had no problem with it because he was really excited about the work and really liked his coworkers as friends. Both things are great to have at your job, but I thought that was a bad answer to a question about long work hours. Those were two completely different cultures, and I'd be fine knowing that the same "honest answer" cost me a job offer from one of those companies.
Earlier quoted context omitted.
This question sends a message "I'm a boss, you're a rank-and-file employee. Now, when we've made it clear, do a little self shaming." Imagine addressing this question to a senior lawyer that you need to sort out some complicated situation. I guess, the lawyer would be first stunned for a second and then insulted that he's being treated like a kid.
Would they? Lots of law firms advertise when not to use them, and will often refer you to other, better options.