Although job interviews are a bit frightening for the interviewee, they are the best medium to express your abilities when vying for a job post. During interviews, certain aspects stand crucial and hence one has to consider them if they are to succeed. One of these, is the example of personal strengths; these need to be highlighted such that the interviewer or employer recognises that you can be an asset to the company. When discussing these strengths, as an interviewee, you have the opportunity to shine a light on the unique aspects that you possess. However, keep in mind that this isn’t as easy as it sounds. As a job seeker, reflecting on the personal strengths before appearing for the interview would give you a pass to your dream job. A few steps to assist; Charlotte Ingabire, a business manager in a local marketing firm says that when the question about personal strength is not asked, you must answer it still, as a way of getting the employer to draw interest in you. She notes that by letting out your strengths, you’re giving the hiring managers more reasons to choose you. “Your strengths may include your experience, for instance, expertise in a particular industry, a track record of working with similar products or clients. It can also be abilities either in organising events, writing, public speaking and so forth,” Ingabire states. She carries on that soft skills like problem-solving, influencing, team building, cooperation, and managing can be part of your strength, not to forget education or training background like college degrees, certifications, training seminars, mentoring, and internships on topics related to the job. Ingabire encourages indicating strengths that you actually have but not those you see in the job description, which you don’t possess just in the name of impressing. She emphasises choosing only the strengths that are relevant-those that collide with the job description are to be left out. “However good you might be, keep it short, but still with examples for each strength, when it’s too long, it will confuse the interviewer thus losing even the first good points. One to two minutes is okay, however, it requires practice in advance,” she states. Ingabire urges taking some time to identify the activities you enjoy doing the most and that come naturally to you, then contemplate about the components that make these experiences fun, but it is also important to consider the feedback you have received from others. She also explains that you ought to see the little things that people like about you, for example, communication or leadership skills. You might also consider any times you received a reward, promotion, or other recognition and what skills permitted you to get there, she adds. The business manager warns against being unclear, noting that interviewers would not be interested in your strengths if they don’t add value to the organisation as the goal of the interviewer is to make a match between your credentials and the skills needed to succeed in the job. She says, if asked about your greatest strength and either you say that ‘you’re not sure’ or ‘don’t know’, it’s already a turn-off, as you must have a specific response to such a question, not to seem unserious. One’s strengths say a lot about a candidate as experts say that by asking you about your strengths, the interviewer wants to know if you know your own strengths, and you’re realistic. ‘Start out by researching the company and finding what they value as far as strengths and qualities go. Then look at the job itself whether you can pull out a few core needs that you know you can meet with confidence. Support it with practical examples and success stories from your past that back your claims.’
