The Positives of Asking For Negatives
Most interviewers are either afraid of asking for negative information from candidates (weaknesses, mistakes). Or they are simply unskilled in doing so. Often both.
Why do we insist that asking for negative information is such an important part of a well conducted interview process? Three reasons:
- Significantly improves hiring accuracy. This might sound obvious, but 99% of our workshop attendees do not guess this as a benefit when we ask them. To put it bluntly, if someone has a demonstrated track record of being weak in the very areas that are most crucial for success in the role, do not hire them. Nothing perfectly predicts the future, but a consistent pattern of being bad at something is about as close as you're going to get.
- Demonstrates self awareness, growth mindset, low ego, etc. This is the answer everyone gives, and it's also correct. A candidate's ability to honestly admit that, yes, they do in fact have weaknesses is an important component of making sure you're not about to work with a narcissistic disaster. Would you want to work with someone who had "no weaknesses?" Me neither.
- Gives the candidate confidence and draws them closer emotionally. This one is subtle, and requires a key assumption. The assumption is that your rapport game is strong and that you've conducted the whole interview from a place of legitimate curiosity and non-judgment. In that case, the candidate will find the process of disclosing their weaknesses and past mistakes to be somewhat enjoyable and in some cases almost therapeutic. This is because a skilled interviewer can facilitate the transition from a "performance shell" (candidate attempts to provide answers that "impress" you) to simply sharing their story. If someone gives you an offer after hearing the WHOLE version of you, you are far more drawn to—and connected with—that person.
These are three of the main benefits of asking for negative information. As to how to get better at doing this —we'll cover that in Part 2 shortly.
