How to answer strengths-based questions in interviews

What are strengths? 

Many recruitment processes rely on competency-based interviews that identify the skills a candidate has. Applicants focus their CVs, cover letters and interview responses on demonstrating how they meet the required set of skills to fulfil a certain role. However, more and more organisations are beginning to use strengths-based recruitment practices. So how are strengths different from skills? According to Cappfinity, who have produced the Strengths Profile tool, “A strength is something we perform well at, is energising and we do often – in summary, it’s our authentic self at our best.” 

Which companies recruit using strengths-based interviews and why?  Companies using strengths to inform their recruitment processes include Aviva, Barclays, HSBC, Unilever, BT, GSK, Civil Service, EDF, EY, Sky, Microsoft, Morgan Stanley, PwC… and many more! They use this approach to identify candidates with strengths that match the job role, thereby ensuring higher motivation and performance in their employees. Strengths-based answers can also be harder to prepare in advance so employers can assess candidates fairly and authentically.  

“When we put our strengths to work, we are happier, more confident, and more able to achieve our goals. We feel motivated to do great work and become engaged and productive individuals, teams, and organisations. When we don’t know what our strengths are, we waste valuable time on things that drain us.​” (What are your Strengths? | Strengths Profile)  

What are some examples of strengths-based questions? 

Questions can be quick fire: How do you feel when you work in a team? Do you find it easy to put forward your own opinions in a group environment?​ What things give you energy? What makes a good day for you? What have you done that you are most proud of?  What gets done quickly on your ‘to do’ list? What never gets done? Do you prefer to start tasks or to finish them? Do you prefer detail or the bigger picture? 

Or more in depth: 

Imagine that you are leading an important project.  After a month, you have made little progress due to challenges and setbacks outside of your control​. How would you feel and what would you do? 

How should you answer strengths-based questions in interviews? 

Recruiters will be looking for clues that denote you are talking about a real and genuine strength. These clues include: the language you use (phrases like “I love to…” “It’s great when…”); tone, pitch and pace (rhythmic, free flowing, bright, passionate, uplifted); your body language (smiling, leaning in, open hands); rich examples (using compelling detail to describe specific actions); energy (demonstrates enthusiasm and energy when explaining what you did, how you did it and how you felt; authenticity (genuine enjoyment, not forced or fake) 

Weaker answers will be generic responses with few specific actions. A better answer will functionally and effectively outline several specific actions. Evidence of genuine engagement and enjoyment of proposed actions will improve the answer further – but the best answers will describe several specific actions in detail, while demonstrating a clear energy and enthusiasm which motivates the response. 

Top tips for strengths-based interviews: 

1. Think about your strengths well before the interview date – try completing a free starter strengths profile to discover more about them. You can book a strengths debrief with a member of the careers team to discuss in more detail. 
2. Practise describing your strengths using the questions above. How can you use these within the organisation you are applying to? 
3. Be honest with your answers – if you are successful in securing a position based on pretending to be something you are not it may not be a good fit for you
4. Allow your natural energy and enthusiasm to shine through