Strength-based interviews are a method in which employers focus their questions on the candidate’s strengths and interests. This sets them apart from competency-based interviews, which concentrate on an applicant’s qualifications and work history. This information can assist hiring managers in determining a candidate’s enthusiasm for the job and their ability to fit into a company’s culture.
Because the questions are targeted at revealing your capabilities, this sort of interview is known as a “strength-based” interview. It is a relatively new interview approach that is gaining appeal among decision-makers.
Interviewers who use it can have a deeper understanding of your inner motivations. They also assist them in determining how effective a candidate will be in the function they will fill. Candidates can highlight their natural strengths in this type of interview scenario. They are free to express the type of working atmosphere that they prefer.
Interviewers are less concerned with what you like and dislike. The true focus of their curiosity is to learn what you’re good at. They also try to figure out where you could be missing. They also try to figure out how well you respond to different scenarios.
What are the types of Probable Questions?
There can be different types of questions depending upon the interviewer but mostly the questions have a general category and aim. The following strength based interview questions might be faced by the interviewee:
What are your greatest strengths?
What are your (three) greatest/most important strengths?
What is your strongest suit?
What qualifies you for this position?
Why are you the best candidate for the job?
What are some of your distinguishing characteristics?
Why should we employ you?
What are some of your signature strengths/attributes that distinguish you?
Regardless of the format, the interviewer wants to know if
Your skills complement the needs of the company.
You have the ability to complete the job and perform like a rock star.
You are the best candidate for the position; there is no reason to wait for someone better.
You possess characteristics, talents, and/or experience that distinguish you from the competitors.
You are someone who will be a valuable contribution to the team.
Why do employers conduct strength-based interviews?
Strength-based interviews can help employers understand potential employees in ways that competency-based interviews may not be able to. They can demonstrate a candidate’s innate strengths and assist employers in determining their potential to learn and evolve into their new role. When assessing the aptitude of candidates with limited past work experience, this can be useful. Strength-based interviews may also provide interviewers and interviewees with a more honest and unscripted experience. In some circumstances, they can assist employers in determining whether a candidate would be motivated in their work and how applicants might respond in various scenarios.
Preparing for Strengths-Based Interviews
It will take a little more time and effort to prepare for a strength-based interview. Many companies and interviewers assume that there is no way to prepare for these types of interviews.
We both agree that it is impossible to anticipate every inquiry. You simply cannot practise your reactions and prepare for every possible event. Nonetheless, you can design specific replies that will work well in a number of settings. You can evaluate and practise a set of strengths so that you can highlight them to demonstrate that you’re a good fit for the position.
The interviewer will ask questions one after the other, sometimes in quick succession. This is done to prevent applicants from memorizing answers to interview questions.
How to Talk About Your Strengths?
It is essential to discover your skills and practise talking about them ahead of time.
First and foremost step is to prepare a CV according to the job you are applying for.
Try using professional CV writing services for a greater impact.
1. Brainstorm
Make a list of your personal talents – at least ten, and be imaginative. Make a list of everything that comes to mind. You may always delete or change it later.
Your advantages could include:
Experience – Working knowledge of a specific software or task, competence in a specific industry, a track record of working with similar products or clientele, and so on.
Abilities such as programming in a desired language, drafting proposals, selling widgets, litigating issues, organizing events, translating from Mandarin, and so on are examples of talents (the possibilities here are truly endless).
Soft talents include problem-solving, persuasion, team building, negotiating, and management.
Education/training – Relevant background on job-related topics, such as college degrees, certificates, training seminars, mentoring, internships, and so on.
If you’re having problems coming up with enough work-related strengths, make a list of positive personality traits. You might be able to connect these to job performance.
2. Be precise, relevant, and self-aware
Make sure to choose strengths that you truly have rather than being too generic. Choose “relationship development” or “persuasive communication” instead of “people skills” (which is too broad and uninteresting).
Take the time to review the job description and determine the most important skills for each position. You most likely have several strengths, but which ones will be most useful to this interviewer? Always try to match your skills to the needs of the position you’re applying for.
3. Don’t be too humble
Many applicants are either too humble or uncomfortable explaining what makes them exceptional.
This is especially true for introverts and/or persons who have never had to “sell” themselves before because new employment has always fallen into their laps. You must overcome any reluctance to compliment oneself (which is why practicing your responses is so important!). If you plan ahead of time, you can perform it in a way that feels natural and comfortable.
4. Answer Scientifically
Try out the StrengthsFinder test. After answering a series of questions, you will receive a report that describes your top strengths. This should stimulate your memory and/or help you focus your thoughts.
The outcomes can be extremely beneficial to your professional and personal development. Many businesses also require their employees to take the StrengthsFinder assessment as part of their performance development initiatives.
