When you go for a job interview, you will most likely be asked Questions On Strengths and Job Performance and how they will assist you to succeed on the job.
It is always a good idea to be prepared to offer instances of your abilities with interviewers.
Prepare examples to demonstrate to the interviewer how you’ve used your talents to excel on the job.
Article Road Map
- What The Interviewer Is Looking For
- How To Respond To The Question
- Questions On Strengths and Job Performance Sample Answer
- Using The STAR Technique To Answer Question
- Mistakes to Avoid When You Answer Questions On Strengths and Job Performance
- What If You Don’t Know Your Strengths and Job Performance?
What The Interviewer Is Looking For
This question is asked by interviewers to see whether your skillset is a suitable fit for the position and the organization. This question also allows interviewers to determine whether or not you have properly researched the position and the organization.
How To Respond To The Question
When asked to explain your strengths, be mindful of the tone you use.
Some interviewers may request that you “brag a little bit about yourself.” When responding, you should exude courteous self-assurance.
Don’t downplay your abilities, but don’t come out as arrogant either.
The ideal method is to rehearse responses about your strengths before the interview, taking the time to plan out how you will market your strength by describing how and why you believe it will meet an employer’s demand in a certain area.
This provides you with an excellent opportunity to refocus your attention on the employer and how you might benefit the firm.
Questions On Strengths and Job Performance Sample Answer
Sample Answer 1
I am a very flexible person. During my internship, a new payroll system was implemented, and other members of staff were dissatisfied with it. I taught myself how to utilize the system on my own time and was then able to teach others.
This answer explains the strength succinctly, then quickly follows it up with an anecdotal example from a former job to emphasize it.
It is an example of how the candidate’s strength offered tangible benefits to their company while also implying other talents indirectly, such as the ability to rapidly learn a new technological system and the initiative and interpersonal skills to assist colleagues.
Sample Answer 2
When it comes to interacting with clients, I’m a natural.
In my previous employment, a customer was irritated when a sample product was not delivered on time, resulting in the loss of a large deal.
I went out of my way to comprehend all that was wrong and to listen to the customer’s concerns.
I apologized and offered a solution by phoning other clients to see if they had any extra samples, which I offered to give to the customer the next day.
Once again, this example begins with a skill and proceeds to provide a step-by-step demonstration of that talent in action with a prior employer.
It indicates that the applicant is not just competent at dealing with clients, but that they really care about them, going out of their way to make things right.
Aside from their interpersonal abilities, this is a candidate that is passionate about their profession and will not settle for the bare minimum.
Sample Answer 3
I’ve always thought of myself as having a good work ethic; I constantly strive to fulfill deadlines. As part of a work placement, I was working with a customer who had a tight deadline for my team.
There was some uncertainty in the delivery of critical papers, which didn’t arrive at our office until late in the day before the deadline, for reasons beyond my control.
Rather than going home, I offered to remain late and finish everything, ensuring that the deadline was fulfilled and the work was of excellent quality.
This applicant illustrates, with a specific example, that they are a hard worker who is prepared to be flexible and get on with the job if things don’t go as planned, rather than panicking or complaining.
Using The STAR Technique To Answer Question
The STAR method is used in each of the above cases. This is an excellent technique to ensure that each of your responses is properly organized.
The STAR technique is made up of the following components:
Situation — Describe the example’s setting. What exactly was the project? Who was the customer? Were you part of a group?
Task – Now go into the nitty-gritty of what your involvement in the project was and what your aim was.
Action — Describe the steps you took to achieve your aim. Keep in mind that this is not the place to discuss the team’s contributions — this is your moment to shine. How did you get your team closer to achieving that goal?
Result — Finally, discuss the outcomes of your activities. Fill up the blanks with numbers if possible. It’s good to say your employer said “job well done,” but being able to state you improved earnings by 20% for that quarter is better and more specific.
Candidates frequently leave out essential aspects of the scenario they are attempting to convey while providing responses. For example, they may state their task and what they performed but provide no context. Or they may speak eloquently about what they did but forget to say whether or not their efforts were successful.
You can ensure that you cover all bases by practicing utilizing the STAR method and ensuring that all of your responses follow it. It also allows you to stay focused and succinct rather than having to bounce back and forth to clarify critical points you neglected to address.
Read this thorough article to discover more about the STAR method, including how to apply it most successfully and some sample responses.
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Mistakes to Avoid When You Answer Questions On Strengths and Job Performance
When discussing your abilities, the following are some typical mistakes to avoid:
Provide a list of your strengths. – Reciting adjectives without regard for the job description – or without actual examples to back them up – might make your replies forgettable and risk seeming arrogant. Remember to consider your own individual talents that make you a good fit for that specific position.
Answers that are irrelevant. – Any strengths you mention should be connected to the abilities that the ideal applicant should have. For example, if you’re looking for a job in accounting, mentioning that you’re a terrific athlete is unlikely to boost your chances. Irrelevant responses may also indicate to the interviewer that your deficiencies are in areas that are critical to the.
Answers that are vague or broad. – You need to show self-awareness, therefore it’s not a good idea to state you’re strong in several areas but can’t think of anything specific. Back up your responses with brief examples, and make sure you are aware of your own strengths ahead of time — any hesitancy risks weakening your response. This is not the time to be hesitant or too humble.
What If You Don’t Know Your Strengths and Job Performance?
If you’re having trouble coming up with a list of strengths, you might want to try any of the following approaches:
Inquire with someone else. – Getting a new perspective might allow you to see what you’re excellent at in a new light. Ask someone who knows you well (such as a friend or coworker) what they believe your strengths are.
Consider previous accolades and accomplishments. – Try to recollect any compliments or comments you got as a student, as well as during any internships or job placements. It’s a good idea to keep a personal file of any positive comments you received during your schooling and work. Similarly, go through any accomplishments you’ve listed on your CV and figure out what sticks out.
Examine the main abilities of others in comparable roles to yours. – Examine LinkedIn to discover which talents and endorsements are most prevalent in the profiles of people who are currently doing a comparable position to the one you’re considering. Consider whether you have these abilities.
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During the recruitment process, you will almost certainly be questioned about your strengths.
Please arrive for your interview prepared.