The question about the failures, mistakes and failures are quite popular for interviews. Many it is confusing. Lets see, why ask this question and how best to answer it. The interviewer asks the questions about failures and failures to understand how you evaluate yourself, self-critical do you notice the mistakes in the work.
The answer to this question is important to show that you are a normal person having a right to error, but at the same time able to analyze and draw the right conclusions from them. The answer is “no examples” or “I dont make mistakes” contrary to the above. What is important to consider when answering the question about the failures and mistakes. Give examples only from professional activities.
Dont go into personal failures. One candidate at interview in response to my question about the error began to talk about the failures of family, divorce and so on. I felt like a marriage counselor, but the purpose of our meeting was completely different. After you gave an example of his failure, tell what you did to solve the situation.
Bad example. “I have not fulfilled the plan for attracting new clients, quarreled with the head, fell into depression and decided to change place of work”. A good example. “I have not fulfilled the plan for attracting new customers.
After that I analyzed my work for the past month and realized that I didnt do enough cold calls. Next month, I called the potential clients twice — and reached their goals”. My examples are quite exaggerated, but I think reflect the essence. It is important to demonstrate to the interviewer that, despite the failure or error, you could get out of the situation and learnt the lesson and experience that helped in future endeavours.
Once one of the candidates in response to a request to assess the quality of their work in the previous places began to tell me about their failures and mistakes. It was the wrong move. He had to share with me examples of success and achievements. In doing so, he would have answered my question and highlight your professionalism and expertise.
The conclusion. Not to speak about the failures of the first. Recruiters ask questions about the failures-not to recall unpleasant moments in your career, and to learn your attitude to complex professional situations and how you made conclusions from them as was able to cope with them. That you choose when gathering clouds.
Avoiding problems or finding resources to address it. Lately projective questions of this kind are becoming more and more popular among HR professionals. Competitive, business becomes tougher, the leaders want to understand how people will behave in stress conditions, can be mobilized, having made a mistake. And most importantly — will be able to correct the mistake, take responsibility for it.
For many employers the ability to handle stress and the ability to work in stressful environment and ability to take responsibility for decisions made are key requirements. I do not recommend to deny the obvious. Nobody will believe that you have never had defects in the work. To say that the professional way was perfect — not serious.
In response to such statements is possible, for example, to hear the question. “You used to work exclusively in terms of comfort?”. In recognition of their failures, it is important to focus on the received knowledge, to talk about what you did and learned. For example, a good answer would be the following.
“Yes, in the beginning of my work I couldnt cope with stress when he performed in front of a large number of people and one day, in my opinion, failed an important presentation. I was not experienced enough, and I dont have enough skills. Since then a lot has changed. I took a few courses, have conducted dozens of presentations. Now Im sure its not a problem for me”.
Often the candidate is to install. All that kind of put a shadow on their professional reputation, during the interview it is better to hide. Care to answer about past failures may indicate that the person feels uncomfortable in a situation when you have to say about their failures. This in itself is not good or bad, it all depends on the tasks that the recruiter needs to solve.
The methodology competency interview except for the fact of failure, you should in detail to tell you what you have taken. The amount of information obtained from a detailed answer to the question can give the interviewer a lot. Out of context, for example, to understand that in the event of failure of one candidate will attempt to fix the situation, and the other will require external assistance.
So the future employer to assess how you react to stress and whether the monitoring and support of the leadership, in order not to lose control of the situation. The candidate may answer that failures in his life was not. Lets say thats true, but then the interviewer may wonder. And what truly this man learned adequately whether his perception of himself and the outside world.
The recruiter is interested in the emotions that people felt after the failure in the past and how it relates to this now. The emotional background to the work directly affects the quality, sound judgement and effectiveness and failures can greatly this to change the background. For example, the General Director of the trading company once had to fire a chief accountant for the fact that the woman was stealing company money and it inflicted direct damage. After this incident, he resigned himself, being in a poor emotional state, and six months cannot recover.
It appeared that during the last conversation of dismissal under article accountant was crying and told me she was pregnant and other livelihood she doesnt have. The analysis of the situation of human actions and experiences allowed us to make a judgement about its values, management approach and ability to make difficult decisions. If the candidate came to the interview prepared and well thought-out presentation that gives socially desirable answers, the issue of errors is quite appropriate, as the applicant will have to tell not only about their triumphs but also about what you failed to achieve.
Its kind of a stressful situation, which allows you to return the candidate of adaptive behavior in a natural state for him. This question is also relevant if the position requires a high level of responsibility and autonomy in decision-making. It is often an error to help professionals to master in practice in extreme conditions such skills, which would not have been able to master having only the theoretical basis.
Recognition of their own failures, a reasoned building of a logical chain of cause and effect will demonstrate to the employer the ability of the applicant to the rapid decision-making, ability to take responsibility for their actions and the actions of his crew. The question “Tell us about your most serious failures” suggests a variety of answers, as it does not contain any clarifying wording suggests scope for imagination. I would recommend to specify and ask about the challenges, problems, unusual situations, from past experience.
By asking this question, the recruiter evaluates the candidate on the following criteria. 1. Ability to accept his share of guilt in the incident. As practice shows, not everyone is ready to acknowledge and analyze their mistakes, and even more to learn from them.
Very often applicants blamed the causes of the incident the circumstances and may face in the future with the same problems, one is not able to cope. 2. The ability to draw conclusions from the past, even negative experience, to change the style of behavior and management, to control their emotions — all that plays a significant role for an employee of any the competence and status of.
3. The level of psychological consistency and the ability to cope with stress allows to evaluate the analysis made by the candidate attempts to find the right solution in a difficult situation. 4. How a person experiences his failures, his reaction to the events, the interpretation of the turning points of the career.
It can show how it meets the expectations of the employer. If you asked this question, a bad answer would be the following. “My job was not error. Were minor mistakes that were corrected in the shortest possible time”.
The correct tactic is to tell the error. After that you should analyse the reasons which, in your opinion, led to such developments. It is desirable to specify the proportion of his guilt that the interviewer didnt ask you any additional questions, and tell how you tried to find ways to solve the problem.
There is a good expression belonging to George Buckley, the former Director General of 3M. “What is a resume. This is a recording of all the career achievements of a person with excluded gaps”. In my opinion, it perfectly illustrates why recruiters ask such questions.
People are comfortable to talk about their victories — the theme falls and failures is always more difficult. At the same time it allows to form an objective opinion about the candidate. The important point is that this question is usually set not to understand what mistakes were made by the candidate. Most often the interviewer is trying to understand the reaction of the candidate for their own failures and his ability to draw conclusions from failures and learning.
What to consider when replying. 1. Be sure to tell the real, not fictional history.
Hypocrisy is always felt. 2. Talking not only about failure, but about how you got out of it and what conclusions did.
3. Never shift the blame for the error on the other. A good answer is based on the formula. To describe the problem → tell me how you analyzed and what was the conclusion of → tell me how you solved the problem → to show how it affected the end result.
A bad answer is a statement of fact errors without analyzing the situation. Or phrase like. “Everything was successful, and I never make mistakes”. Whether we like it or not, mistakes are made all.
In this response, the recruiter simply will lose you trust. In fact, the only correct option in this situation can not be, however, it is important to understand here that. Everyone has their failures and setbacks at work. If the candidate could not remember anything and says that this was not — this is the wrong answer.
Why recruiters ask this question. To the employer it is important to understand how a person understands and is able to admit his mistakes, what he makes of a difficult situation and to what extent, are able to analyze their actions. So its a pretty standard question when conducting a competency interview.
It can be one of a series of uncomfortable questions that allows the interviewer to assess the stress tolerance of the candidate and not to overreact and to keep the overall positive conversation format. Request the recruiter to give an example often puts the applicant in a dead end, and that is the moment to get information about how the candidate may behave in unusual and psychologically uncomfortable situations. Example of a “good answer” can be standard situation “bad design”, for example, when the outcome was not achieved. It is important that the candidate has correctly described the situation.
1. What goal was set (for a detailed description of the project). 2.
The role of the candidate in the project. 3. Result (what happened).
4. What went wrong. 5. Why the candidate considers the project a failure.
6. If he was trying to influence the issues. 7.
He tried to solve the problems encountered in the project. 8. What he learned from this situation.
9. What would he do now in similar circumstances. An experienced recruiter will ask probing questions and therefore he will direct the candidate to the answers. So afraid this issue is not necessary.
But better to think about the example that you are not caught unawares. Try to get the answers sounded like they memorized. In fact, the Council candidates one — before you respond, and improvise, tell the truth. Admit that the question was unexpected and you need to think a little.
Then calm down, gather and the most structured tell me about a work situation or project, when the result of your work was unsatisfactory and what this situation taught you. We often ask this question on an interview. As a rule, such matters employer uses to check how the candidate is able to analyze your actions, decisions and draw logical conclusions from them.
Theres no single correct response. We note, able to think several steps forward, takes any responsibility, whether to apply its past experience, albeit unsuccessful, to new situations. We also look for honesty and openness — what reaction is to this question if, for example, negative, the candidate may not quite candid; self-esteem of the candidate — what he believes is the failure, and what is not, how objective perception of reality. An important reaction to setbacks ability to mobilize and find a way out of the situation.
If the candidate honestly tell you about the failure and what conclusions he made, that is a good indicator.