How to Explain Your Strengths and Weaknesses in the Job Interview - Your Career Intel

How to Explain Your Strengths and Weaknesses in the Job Interview - Your Career IntelIts usually leid very far into a job vorstellungsgesprch when you get asked the dreaded question, What are your strengths and weaknesses?As an executive recruiter, Ive seen candidates struggle with the question time and time again. But, although its a difficult one, its also one that you know is coming so you simply have to be prepared.Strengths are easier so lets start there. First, assess your personal strengths whether those are job-related skills or personal traits. Write down five to ten. Then think about the role youre applying for and what traits a successful candidate should have. See which of your skills are the most relevant and be prepared to discuss three to five of them.When asked, most candidates just list off their strengths but thats a missed opportunity. Back each strength up with facts or examples. For example One of my greatest strengths is my ability to manage large teams. In my p revious role I oversaw the work of 25 employees. Or One of my greatest strengths is my desire and willingness to develop new skills. When our company opened up an office in Shanghai I began taking Chinese language classes, which allowed me to work exceptionally well with our China-based team.Weaknesses are, of course, much more difficult. It feels like youre being asked to tell someone why he or she shouldnt hire you But no one expects you to be perfect and acknowledging your own weaknesses is a sign of self-awareness.You should only present one weakness, even if you get asked for more. But have a couple extras up your sleeve in case youre really pressed to share additional weaknesses.The old wisdom was to put forward a weakness that is actually a strength for example, Im a perfectionist and put too much pressure on myself or Im too detail oriented and sometimes I get stuck in the weeds. Dont go that route. It was elicit eyerolls and interviewers are looking for honesty.Be humble a nd earnest. Think about what youve struggled with in the past. What issues have come up in past performance reviews? What doesnt come as easily to you as you wish it did? Once again, list them out. Then make notes on all the ways in which youve addressed those weaknesses because thats what the interviewer really wants to know. Although honesty is the best policy, you dont want to shoot yourself in the foot so leave any weakness out that could be dealbreakers for an employer.Use your notes to craft responses stating what the weakness is and how you successfully dealt with it in what I call a good-bad-good Oreo. For example, Organization is very important for maximizing efficiency and effectiveness on the job. But Im not an organized person by nature and early in my career I might have let some things slip through the cracks as a result. Ive worked very hard to develop strategies to keep myself organized and feel that Ive been very successful in doing so. Or Ive really learned in care er that differences of opinion are valuable. However, like many people, I tend to be conflict averse by nature and tend to avoid speaking up when I disagree with others. But this Ive learned that differences of opinion are valuable and I have worked on listening and then sharing my point of view even when its not always comfortable for me.Youll want to write your responses down and them practice them out loud, especially if its a weakness youre nervous about sharing, to make sure your presentation is spot on.What are your strengths and weaknesses? is such a common interview question that it should never catch you off guard. Just be careful not to come off as too rehearsed. Take your time responding so it doesnt seem like youre reading from a script and try to reference the specific job youre applying for so that the response doesnt feel canned.How do you like to handle discussing your strengths and weaknesses in an interview? Share you experiences with us below.

Why Women Opt Out Its Not Lack Of Ambition

Why Women Opt Out Its Not Lack Of Ambition I worked in corporate America for over 20 years and I personally experienced and witnessed gender bias every day. Some of it welches overt, especially in the earlier years, but fruchtwein of it welches so subtle that it caused you to think twice about whether it was your own sensitivity to the issue. An off-color joke, exclusion from important meetings or discussions, sexual advances unterstellung were all commonplace in the companies where I was employed. And now, I coach female clients from male-dominated industries who attest to the continued existence of both overt and subtle discrimination. Dealing with this bias sabotages the ambition of high-achieving women and causes many to question whether or notlage their career aspirations are worth the effort. Unless companies take the time to understand what women experience in their organizations, any efforts to retain and advance women will fail. It is the obstacles women face in the workpla ce not a lack of ambition that leads to women opt out or lose interest in advancement.The lack of women rising to leadership positions is not due to a dearth of qualified, ambitious women. Women enter the workforce with optimism and ambition as noted in a 2014 study by Bain and Company. When faced with the daily obstacles to their advancement, however, unterstellung women lose their confidence and belief that they can achieve their goals.My recent research of 615 professional women from ages 22 to 50+ from a variety of industries, demonstrates that womens ambition is strong. 74% of the respondents stated that they are extremely/very ambitious. Those who reported that they were most ambitious stated that workplace challenges and bias were the most significant barriers to their success. In fact, after working five to 10 years, their ambition dwindled.Although the reasons for diminished ambition for women have been largely attributed to the decision to have children and lack of flexi bility, that is only one piece of a complicated puzzle. Women state that lack of opportunity for advancement, lack of acknowledgement and supportive managers, as well as a lack of female role models contributes most to their waning ambitions.When asked what factors sabotaged their ambitions, one third of the women from my study reported a particular workplace situation. These situations fell into these categories in the order of how often they were mentioned in the surveyWorkplace biasWomen stated they were not valued, paid less than men, sexually harassed, excluded from the boys club, blocked from advancement and discriminated against based on age, race and culture.My interest in being ambitious at work stopped when I saw how the management would take advantage of women by talking them into taking on more responsibility with the promise of greater pay and change of title, but then would later give the position (and pay) to a male with little to no experience.When the stark reality of the wage gemeinsame agrarpolitik and gender bias slapped me in the face. After I left a previous job, I was mentoring a male intern whom I trained at that job to try and fill the gap left by my leaving. He asked me to help him negotiate his salary and thats when I saw that they offered him significantly more in their first offer than they did me. I had more experience than him when I started working there (it was not my first job out of college but it was his).Not a particular situation, but I allowed my male peers to make me believe that I was intimidating when I was really just being as strong as they were.Corporate cultureWomen reported an environment of favoritism, destructive office politics and a lack of recognition, cutthroat environments and unethical behavior.Internal politics and people stepping on top of other peoples heads have probably been the two most prevalent factors. While I am ambitious, I draw the line when being ambitious means either stepping on others or be ing a shameless self-promoter.Difficult managers/colleaguesThe respondents stated their managers (and some colleagues) blocked opportunities, felt threatened and were unsupportive.A male boss was openly threatened by my influence and power within the organization and actively blocked me from opportunities to advance (he literally told me in a year-end review once that I needed to me more passive and lean back). When I asked what opportunities for a broader variety of work were (not even asking for a promotion), he said none. I ended up leaving the organization.Lack of opportunityThe women reported that lack of opportunities had a negative impact on their ambitions.After working and attending school full-time, I graduated and began to apply for roles within the organization I had worked for longer than a decade. Not only was I not granted one opportunity for advancement, I felt as if I was being consciously blocked from opportunities to advance. That was disheartening and began to we ar on my self-esteem. It was hard to move past.Advancement undesirableGetting ahead was cited as less than desirable due to lack of support, being set up to fail and politics.Watching other women make it to higher levels due to their skills and determination and then seeing them either fail or be totally miserable due to lack of support and general backbiting from male peers at that level. The reward of reaching that level clearly did not compensate for the misery that came with it for them.Unsupportive womenSome women reported that other women were not supportive, and in fact, sabotaged them.Yes, office politics driven by other women.Motherhood penalties Many women felt they were discounted for having children and/or had limited maternity benefits.My two bosses held meetings with co-workers telling them to tell me that I shouldnt have children because it will destroy my career. It was the first time I had heard firsthand of a very real dislike of women bei ng mothers but being a father was fine. I was devastated and scared. What if they were right?What is clear from my research is that women have strong desire to achieve their career aspirations and realize their full potential. The gender bias that continues to exist in many companies becomes overwhelming to women over time despite their high level of ambition. In order for organizations to retain the top female talent pool, companies must understand what these women need to stay engaged and feel acknowledged and supported by their managers for their contributions. Organizations need to let go of assumptions about what generic diversity and inclusion programs look like and design initiatives that specifically meet the needs of the women in their workplace. Designing the effective programs must start with asking women about their experiences and what they need to succeed in that environment.Award winning entrepreneur and Forbes and geschftsleben Insider columnist, Bonnie Marcus, M.Ed. , assists professional women to successfully position and promotethemselves to advance their careers, and consults with companies to retain and supporttheir female talent. Her latest book, navigate the complexities of their workplace to get the promotion they deserve.With 20+ years of sales and management experience, Bonnies extensive businessbackground includes CEO of a ServiceMaster company and VP of Sales at MedicalStaffing Network and two others national companies in the healthcare and softwareindustries. She has held executive positions in startup companies and Fortune 500companies.Forbes.com honored Womens Success Coaching three years in a row as one of the Top100 Websites for Professional Women stating, Womens Success Coaching weighs onthe many building blocks of empowering women in business, from assertivecommunication to self promotion to sensitivity training. In 2015 and 2016, Global Gurushonored Bonnie as one of the Worlds Top 30 Coaches.In addition to Forbes and Business Insider, Bonnie has been published in Entrepreneur,Women in HR, Daily Worth, Readers Digest, Intercontinental Finance, Careers inGovernment, Diversity MBA, Upstart Business Journal, Washington Business Journal,and CIO Magazine. She has been featured in the Wall Street Journal, Inc, Crains NYBusiness, Huffington Post, Fast Company, Fortune, Psychology Today, Mens Health,and more.Bonnie received a BA from Connecticut College and a M.Ed. from New York University.This article was originally published on Forbes.Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer