Effective Tips On What Are The Best Weaknesses To Say In An Interview

One of the most common—and often dreaded—questions in job interviews is: “What’s your greatest weakness?” While it feels like a trap, this question isn’t designed to expose flaws. Instead, hiring managers use it to assess self-awareness, honesty, and your ability to grow. The key isn’t avoiding the question but answering it strategically. The right weakness can actually strengthen your candidacy by showing maturity and initiative.

The goal isn’t to reveal a deal-breaking flaw but to demonstrate that you’re reflective, proactive, and committed to professional development. With the right framing, even a perceived shortcoming can become a compelling part of your narrative.

Why Interviewers Ask About Weaknesses

This question serves multiple purposes. First, it tests authenticity. Candidates who claim they have no weaknesses come across as unaware or dishonest. Second, it reveals emotional intelligence. Can you identify areas for improvement? Third, it gauges your problem-solving mindset. Do you take steps to improve?

According to career coach Lisa Masiello, “The way someone answers the weakness question often tells me more about their potential than their strengths. It shows whether they’re coachable.”

“Self-awareness is the foundation of leadership. If someone can’t name a real area for growth, I question how far they’ve reflected on their performance.” — Dr. Alan Hirsch, Organizational Psychologist

Choosing the Right Weakness: What Works and What Doesn’t

Not all weaknesses are created equal. Some will raise red flags, while others position you as thoughtful and proactive. The difference lies in relevance, sincerity, and remediation.

Avoid citing core competencies required for the role. For example, don’t say you struggle with time management when applying for a project management position. Similarly, clichés like “I’m a perfectionist” or “I work too hard” are overused and often seen as evasive.

Tip: Choose a weakness that’s genuine but not critical to the job, and always follow it with concrete steps you’re taking to improve.

Do’s and Don’ts When Naming a Weakness

Do	Don’t
Choose a skill that’s not central to the role (e.g., public speaking for a backend developer)	Mention a weakness that’s essential to the job (e.g., poor attention to detail for an accountant)
Show progress: explain how you’re addressing it	Leave the answer open-ended with no solution
Use specific examples from your experience	Rely on vague or cliché responses
Keep it professional—avoid personal traits like “I get angry easily”	Blame others or external factors for your shortcomings

Top 5 Best Weaknesses to Share (With Examples)

Here are five well-received weaknesses, each paired with a realistic improvement plan. These are safe because they reflect common challenges and show initiative.

1. Public Speaking or Presenting to Large Groups

This is one of the most widely accepted weaknesses because it’s both relatable and improvable. Many professionals feel uneasy presenting, even if they’re strong communicators one-on-one.

How to frame it: “I’ve found that presenting to large groups used to make me nervous, which sometimes affected my delivery. To improve, I joined Toastmasters and started volunteering for internal team updates. Over the past year, I’ve led three departmental presentations and received positive feedback on clarity and confidence.”

2. Delegating Tasks

Especially for high-performers or those new to leadership, delegating can be difficult. This weakness suggests you care about quality—but also recognize the need to scale your impact.

Example response: “Early in my management role, I tended to take on too much myself because I wanted to ensure things were done right. I realized this wasn’t sustainable. I’ve since worked with my mentor to develop better delegation practices, including clearer briefs and check-in milestones. Now, my team is more engaged, and I’ve freed up time for strategic planning.”

3. Saying No to Additional Projects

This shows you’re dedicated and collaborative, but also learning balance. It works particularly well in team-oriented roles.

Response structure: “I’ve always been eager to support my team, so I sometimes said yes to extra projects, even when my plate was full. That led to occasional stress and tight deadlines. I’ve since adopted time-blocking techniques and now evaluate requests against my priorities. I’m also more comfortable having respectful conversations about capacity.”

4. Seeking Too Much Feedback Before Finalizing Work

This frames perfectionism as a desire for excellence, not control. It’s especially effective in creative or detail-oriented fields.

Sample answer: “In the past, I’d seek input from multiple stakeholders before finalizing a report or design, wanting to ensure alignment. While collaboration is important, I realized it could slow down delivery. I now set clear review windows and designate primary reviewers, which has improved turnaround time without sacrificing quality.”

5. Navigating Ambiguity in Fast-Paced Environments

Common in startup or agile environments, this shows you’re process-oriented but adapting to change.

How to say it: “I thrive with clear goals and structure, so early in my career, fast-changing priorities were challenging. I’ve since developed strategies like daily prioritization lists and weekly check-ins with my manager to stay aligned. I’ve also taken a course in agile methodologies, which helped me adapt more quickly.”

Step-by-Step Guide to Crafting Your Answer

Follow this five-step framework to build a strong, authentic response:

1. Identify a real but manageable weakness – Pick something you’ve genuinely struggled with but aren’t currently failing at.
2. Ensure it’s not a core job requirement – Avoid undermining your fit for the role.
3. Provide context – Briefly explain when or how this showed up.
4. Describe your improvement efforts – Mention training, tools, habits, or feedback you’ve used.
5. Highlight results – Share how things have improved, using metrics if possible.

Tip: Practice your answer aloud until it sounds natural, not rehearsed. Focus on tone—calm, confident, and forward-looking.

Mini Case Study: Turning a Weakness into a Strength

Sophia, a marketing coordinator, was interviewing for a senior role that involved cross-departmental leadership. When asked about her weakness, she shared: “I used to hesitate to speak up in executive meetings, especially when senior leaders were present. I worried my ideas weren’t polished enough.”

She continued: “To address this, I started preparing talking points in advance and asked my manager for feedback after meetings. I also volunteered to lead smaller strategy sessions. Within six months, I was regularly contributing in leadership calls. Last quarter, I proposed a campaign idea that increased engagement by 27%.”

The hiring panel later told her this answer stood out because it showed humility, initiative, and measurable growth—all qualities they valued in a leader.

Checklist: Preparing Your Weakness Response

• ☐ Select a weakness that’s genuine but not disqualifying
• ☐ Confirm it’s not a key skill listed in the job description
• ☐ Recall a specific situation where it came up
• ☐ List the steps you’ve taken to improve
• ☐ Include a positive outcome or progress metric
• ☐ Rehearse the answer to sound concise and confident
• ☐ Get feedback from a trusted colleague or mentor

Frequently Asked Questions

Can I say I don’t have any weaknesses?

No. This response typically signals a lack of self-awareness. Every professional has room to grow. Instead, choose a minor, non-critical area and focus on how you’re improving.

Is it okay to reuse the same weakness in multiple interviews?

Yes, as long as it remains relevant. However, tailor your example and improvement story to align with the role. For instance, discuss delegation in a leadership interview but time management in an individual contributor role.

Should I mention a weakness that’s already on my resume?

Only if you can show growth. For example, if your resume says “limited public speaking experience,” you can acknowledge that and then highlight recent presentations or training you’ve completed.

Final Thoughts: Turn the Question to Your Advantage

The “greatest weakness” question isn’t a pitfall—it’s an opportunity. When answered thoughtfully, it demonstrates maturity, accountability, and a growth mindset. The best answers don’t hide flaws; they showcase resilience and initiative.

Choose a weakness that feels authentic, pair it with real action, and deliver it with confidence. Done right, this moment can become one of the strongest parts of your interview.

🚀 Ready to master your next interview? Pick one area for growth, start tracking your progress, and craft a response that turns honesty into strength. Share your story in the comments—your insight might help someone else land their dream job.