You Need To Show Some Flaws In A Job Interview. Here’s Why

It sounds bizarre when I suggest that the best candidates actually reveal a few flaws in job interviews, but there are two reasons why you need to do it. First, candidates who try to sound perfect and hide their flaws often end up using absolutes in their answers. Speaking in absolutes (using words like "always" and "never") is a giveaway that the candidate is either lying or can't handle shades of gray. In fact, a Leadership IQ study discovered that low performers used absolutes twice as much as high performers in job interviews.

For instance, imagine a candidate was asked, "Tell me about a time you made a mistake." Now, suppose the candidate says, "I never make mistakes because I always double-check my work." Does that sound like a candidate who's being honest? Or someone who steps outside their comfort zone? Or someone who can handle ambiguity? Of course not, and you really do not want to sound like that.

The second problem with not admitting any flaws is that you don't get a chance to show your capacity for growth. If you're perfect, there's no room for you to grow. And your ability to grow says so much about your emotional intelligence and future value as an employee.

Growth requires self-awareness, introspection, coachability, resilience and motivation. When you show how you hit a bump in the road (or made a mistake or otherwise had some flaw), but you were able to learn and grow from that, you're showing off an ability that is in shockingly short supply. In fact, we know from the Hiring For Attitude research that a lack of coachability is the top reason why new hires fail.

Now, just because we need to show some flaws doesn't mean we should discuss every irredeemably terrible thing we've ever done. The key to discussing a flaw is, first, to pick a flaw that you're working to overcome or have already overcome. Second, don't choose a flaw that is insurmountable; it has to be eminently fixable. If you really want to kick things up a notch, choose a flaw that you overcame so successfully that it actually became a strength.

Let's look at a real-life example. A candidate was to describe a time when they were asked to change how they did something at work. Here's their interview answer:

"I was asked to be a better listener and to not always jump in immediately with my ideas or opinions. It's not easy because I tend to get very enthusiastic, but I understand that it's important to let others express their ideas as well. I took that advice to heart and consciously work to stop myself from immediately talking when I have a thought. I now wait and count to five until others have chipped in first with ideas before I share my own thoughts."

The candidate begins by acknowledging that they were asked to change a specific behavior, sharing a flaw, and demonstrating their receptiveness to feedback and openness to self-improvement.

The candidate reflects on their natural tendency to jump in with ideas due to their enthusiasm, showing them as capable of introspection and understanding how their behavior may impact others. The candidate expresses an understanding of why the change is necessary, showing that they are not only willing to listen to feedback but also to internalize it and recognize the importance of the requested change.

The candidate doesn't just acknowledge the need for change but takes deliberate steps to modify their behavior. By consciously waiting and counting to five before speaking, the candidate demonstrates a practical and proactive approach to addressing the feedback they received. The candidate implies that this is an ongoing effort, signaling a commitment to continuous self-improvement and personal development.

Sharing a flaw or two in your job interviews not only makes you more believable but also showcases a capacity for growth, emotional intelligence, and coachability. And those are traits that virtually any company wants more of.