How to Discuss Your Flaws During a Job Interview
Recruiters often ask about a candidate's flaws to assess their behavioral skills and open-mindedness. It's important to be natural and modest because nothing can be hidden forever.
"Tell me three of your flaws." How many candidates have been asked this question during a job interview? This question is frequently used because it allows the recruiter to get straight to the point, focusing on the candidate's strengths and weaknesses, and how they perceive their personality. In fact, technical skills mentioned on a resume are not enough. A range of other human qualities are needed to convince the interviewer who, in many cases, will try to push the candidate to their limits to gauge their motivation and their willingness to give their best. In this context, even the best candidates can be very timid during an interview, either out of overconfidence or fear of disappointing.
Ability to take responsibility, ability to lead a project and a team, the type of boss or colleague they wish to work with, ability to accept values or interests other than their own... To gauge the candidate's open-mindedness, many recruiters like to broaden the horizons. What interests them is not so much the substance but how candidates describe themselves. Therefore, the mistake would be to use terms like "demanding" or "perfectionist," for example.
According to Chantal Aounil, recruitment manager at Bil Consulting, "Asking about a candidate's flaws is primarily about testing their clear-sightedness, their ability to reflect, and to honestly present their flaws. A flaw in itself is not fatal. On the contrary, it can be an asset if presented correctly." She also adds that "a flaw is appreciated according to the nature of the position and its environment."
Consider a candidate for a financial manager position who did not hesitate to reply that he tended to be "outspoken" and to express his opinions, sometimes clumsily, in the presence of his superiors. This is a rare character trait for this type of position, where strong personalities are not common. Seeing this as an asset rather than a flaw, the employer hired this atypical candidate.
But you shouldn't discuss your flaws haphazardly. It's better to choose positive terms to reassure the interviewer. So, there's no need to prepare memorized answers. In fact, some recruiters prefer less formal discussions in certain cases to put the candidate at ease. This is explained by Jamal Krim, CEO of Reco Act. The essential thing is to answer frankly and to stick to it.
Thus, a person who gets angry quickly and shouts at their colleagues or collaborators is not necessarily viewed negatively. Their adrenaline rushes might mean that they are demanding about service quality, respect, deadlines, or commitment. Furthermore, a flaw is not inevitable. It can be corrected, and when you fight it, it eventually becomes an asset as the person becomes aware of it. Like that operations manager in a large group, who is naturally controlling, but who compensates for their natural authority by regularly discussing with their colleagues before making a decision.
Beware of Overconfidence
To put all the odds in your favor, you should absolutely not lie during an interview. Some information can easily be verified. Mouna Sebbahi, president of the International Association of HR Experts and CEO of the Moroccan Center for Academic and Professional Guidance (CAAP), points out that "references mentioned in CVs often lead recruiters to verify certain information about candidates, particularly behavioral attitudes and their conduct with their former employer." There are also situations where candidates are asked to manage a situation live in front of the recruiter. "This reveals points that are just as positive as they are negative," emphasizes Ms. Sebbahi.
While few flaws are acceptable in the absolute, there are some shortcomings that are incompatible with the nature of certain positions. Obviously, it would be risky for a financial professional or an accountant to describe themselves as disorganized, or to lack interest in learning new computer solutions; just as it would be risky for a salesperson to say they are reserved and shy around others and must manage a client portfolio.
Similarly, company culture must sometimes be taken into account. "Someone used to dressing casually or who hates wearing a tie will have difficulty conforming in a traditional or conventional organization like banks," stresses Karim El Ibrahimi, CEO of RMS Conseil.
In short, discussing your flaws means presenting them as assets. Provided you offer a solution. "For example, if a candidate experiences a lot of nervousness or shyness when speaking in public, but takes theater classes, it's a good sign," explains Ms. Sebbahi. The same goes for a person who is often late, but who has become aware of it and is making great efforts to remedy it, or someone who says they are uneducated in information technology, but who owns a personal computer on which they regularly practice. "It's about showing, with proof, that you are aware of your flaws and that you are working to improve them," emphasizes Chantal Aounil. Like that HR director who confessed to her future recruiter that she had often lacked self-confidence and had taken several coaching courses to improve. This is a good way to mention a flaw while showing that you are addressing it.
What is certain is that hiding your flaws is counterproductive. It's better to be aware of them, accept them, and correct them, especially if they could harm the smooth running of an organization. In a company, human relations, given the diversity of characters and cultures—or education received—are more difficult to manage than technical problems. Overconfidence can produce the same result as secretiveness. It often signifies complacency, a harmful attitude in group life. In short, to succeed, the ideal is to remain modest and natural.
Published March 16, 2011
Posted online March 18, 2011
