How to Answer 'What are your weaknesses?'

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The all time most ridiculous interview question ever. I don't care what all these sites say, the question is designed to trip up the candidate. Interviewers don't want to hear the honest truth that most people just showed up for the job because they need the money.

Some Dude of AZ 5:30PM June 22, 2012

This is the same re-hashed double speak that other websites and managers give for the best answer to this question. Try harder next time.

Anonymous 3:12PM March 22, 2012

My biggest weakness is handling and moving ... There's always the fear of hurting the person I am trying to assist... or the fact that the person might not be able to follow instructions...

Lourdes of CA 8:22PM March 14, 2012

This is always a tricky question. To admit there is something "wrong" with you in an interview goes counter to the idea of "selling" yourself.
The employer is listening to hear where you focus when you answer this question. It can be very revealing to the interviewer what you say about your "flaws."
When asked a negative question like this one it is best to accentuate the positive. That means talking about skills that you are working on to become more affective in your job performance. Select a trait and then give an action you are taking to overcome your weakness. An example would be:
"I pride myself on being a 'big picture' guy. I have to admit I sometimes miss small details, but I always make sure that I have someone who is detail-oriented on my team."
When confronted with this question, remember the interviewer is looking for a fit. A single answer will probably not keep you from getting the job, unless of course it is something blatant. Put your energy into the positive and what you have to offer. Then let the interviewer know that although you may not be perfect, you are working on any shortcomings that you have.
(Source: http://typicalinterviewquestions.info)

Ella Pacey of AL 5:45AM September 26, 2011

Asking this 'grey area' question by the interviewers is definitely essential and important to assessing the credential, aplitude, work character etc of candidates, while understanding the in-depth requirements of the positions and qualities that the interviewers are looking for.
However, candidates generally have hesitation on the stance that they must adopt to reply to this 'grey area' question:
if candidates are being honest and upfront in replying to this question, the replies that they give may not be what the interviewers are looking for, and candidates will end up being pass over for the position, even though they (may) have the passion, commitment, skills, knowledge and even exposure to do and even excel in the potential job.
On the contrary, knowing what the interviewers want for the reply to the question will cause (some of ) the candidates to conceal their real weaknesses by giving what the interviewers want to the question. This will not benefit both parties in the long term:
Interviewers will lose out because they are 'genetically/mentally tuned' to look for the reply that they want. Candidates are therefore deny the room or opportunities to improve upon their weaknesses in the workforce by concealing their real weaknesses. They (may) even face repeated rejections for being honest and upfront in their replies during interviews for the positions, end up in indefinite unemployment status or working in those lower valued jobs, not befitting their skills, qualifications and work experience, which have dire consequences on their personal, social and financial 'viabilities' in the long term and leading to society repercussions or adverse consequences.
Such interviewers are better off hiring robots, which can be programmed according to their needs that they want and even disposed or reprogrammed the robots accordingly.
There are no definite answers or replies to this 'grey area' question due to reasons of different nature, circumstances etc.
Be it employers, interviewers, candidates or even employees, we MUST REMEMBER everyone has their days starting off as a newbie/rookie in the workforce and are still learning continuously while in studies or the workforce.
To deny a candidate to work in the position despite being aware that that candidate is still actively looking for a position after many months of searching and attending interviews, because one of the reason is the reply is not what the interviewers want is simply deft.
The bottomline is eveyone just want a chance to show that they can work and even excel in the position and not sucking up to the interviewers by giving the reply that interviewers want to the 'grey area' question, while interviewers should not rely heavily on this question to be the determinant recruitment factor among others.

y do u want to know the name of KY 4:54AM February 14, 2011

Both of my answers tend to contribute to finding a good working environment for me (although when I was unemployed last year part of me didn't care about that in the least.) In the right places they're not exactly weaknesses.
I tend to get things 90-95% done (which is always "shippable") and then move on to the next most important priority. I've had that come back and haunt me a few times so I fight against it with lists and reminders. And I need a weekly report, phone call, meeting of some variety to perform at my best. (I think if I ever work for myself I'm going to need to hire a coach...)

Beth Robinson of PA 9:51AM February 07, 2011

Yes, there are weaknesses in every human being. I like what Jane said about some of us being "wired" differently. In fact, all of us are wired differently; and it is impossible (though there are arguments against this stance) to leave some things that play on our weaknesses (i.e. depression, physical illnesses, financial worries, etc.) at the door when we arrive at work. This attitude that management has of looking at human beings as robots is evil and has evolved our nation into a nation of overworked, greedy, hopeless, exhausted losers. WE ARE HUMAN BEINGS. Every human being has human weaknesses. I think this is the stupidest question asked during a job interview. However, I have evaluated my own weaknesses (quite realistically I think) and know by now how to give them what they want to hear. I play the game. Yes, I too am guilty of playing the game. However, I still loathe it. Knowing the demands of the jobs, (i.e. know the job description or having inside information of job demands) helps to steel oneself for this ridiculous game.

Im Anonymous of NC 1:15AM February 05, 2011

I had a good run - after 25 years I was downsized at 53 due to a buyout/restructuring. Established a one person consulting business that has been successful for 15 years. Former employer sent me work the day after I left. My weakness - does not work well with others. The nuns at my high school said that, and so did most of my managers. I don't trust others to do the job. I don't want to be held accountable for the mistakes of others. What I do I do very well - by myself. A fault, but also a virtue. Bottom line is - I can do the job, but I am not suited to managing others. If someone would have wanted to hire me I guess they should know that.

Jake of OH 12:25AM February 05, 2011

Weaknesses, like most things, are in the eyes of thebeholder. Having been on both sides (employee and employer), I find questions like this to essentially be game playing. Thus, I don't care for it.
Maybe the best answer is, "I'm a German. That makes me perfect. And if you don't believe a German is perfect, just ask one."
Excuse me.....more game playing.

Jim in Seattle of WA 3:55PM February 03, 2011

You are so right about being honest and straightforward. Everyone has strengths and everyone has natural weaknesses too. Of course, weaknesses do not have to deter success.
The first step in any "fix" is to identify the issue. So it is with weaknesses.
While one wants to showcase his/her strengths, it's as important to communicate that there is an understanding of his/her potential weaknesses. Of course, the identification is the demonstration the one is aware. Taking it a step beyond, by explaining what he/she does about it, is the next step.
An interesting fact about one's personal strengths, is that some folks who are "wired" differently, may not necessary see the seemingly positive aspects of those strengths as actual strengths. In fact, what one may think is postive, such as being very decisive and quick to respond to challenges, may be viewed as some as being careless and not attentive enough to details before making decisions. Therefore, being people-sensitive is important too. In other words, understand that not all people view strengths the same way.

Jane Roqueplot of PA 10:25AM February 02, 2011