Definition and purpose of strengths-based interviews

A strengths-based interview is a type of interview that opens the door for candidates to present their natural strengths. It considers the emotions by seeking to understand what interviewees like to do and what they can do rather than focusing exclusively on their experience.

Definition of strengths-based interviews

Strengths-based interviews are more focused on the human, rather than their experience. They are seen as genuine and seek to gain insights into the personality of the candidate. The objective is to understand whether the interviewee will be a good fit with the company culture and the team already in place. From the candidate’s side, this type of interview is an opportunity to get the job based on their personal abilities and their personality.

Although the interview might seem more relaxed, as the candidates are being asked what they like and what they dislike, it is nonetheless an interview to gauge the capabilities of the interviewee. It differs from other interview types in that it uses positive psychology. By ensuring that the candidate’s strengths match the role, and that the role would make them a happy employee, the idea is that it leads to greater performance in the long term. When conducting this type of interview, you should gauge the candidate for their motivations and energy levels, their behaviour in specific situations and, overall, on how well they can do the job. Posture should be considered, and the interviewer should seek quick and enthusiastic responses from the candidate.

Why use strengths-based interviews?

Traditionally, employers have tended to conduct competency-based interviews to select a new recruit. Strengths-based interviews, however, have a number of benefits that should convince employers to switch to this type of assessment. It is even more relevant when recruiting candidates with less working experience. Additionally, this type of interview is viewed as more genuine and honest. Questions are not typical interview questions, so candidates have less of a chance to prepare and rehearse their potential responses. They are put on the spot and their reaction is being evaluated. It also places candidates in a positive environment as they are being asked about themselves, what they like, what they are passionate about, and so on. As such, they will hopefully feel more relaxed and be able to display their qualities better. The experience, for both the interviewer and interviewee, is more positive. As a result, the successful candidate should be more aligned with the company culture and the nature of the role. The approach sets them up for success and ensures that they are committed to their role for the long term.

Different types of strengths-based questions

When conducting a strengths-based interview, there are different categories of questions that can be asked. Below, we explore the three main types of strengths-based questions.

Strengths-based warm-up questions

Typically, when conducting an interview, there is a slight warm-up phase that enables both the hiring manager and the candidate to get to know each other. The same applies to strengths-based interviews. The interviewer might ask questions about the interviewee’s interests and hobbies. This type of question is considered a warm-up question, it sets the scene for the interview and ensures that the candidate is relaxed and feels that they are in a trustworthy environment. These initial questions are often non-work related. They aim at gaining insights into the personality of the candidate by understanding what a successful day might look like for them or what achievements they are proud of.

Strengths-based forced-answer questions

This stage allows the interviewer to narrow down their understanding of the candidate. Forced-answer questions are aimed at gaining visibility into the candidate’s ability to make decisions. The recruiter will force the interviewee to give direct answers and justify them. These questions are designed to avoid neutral answers, thus bringing more value to the interview. Forced-answer questions can be about the candidate’s preferred ways of working, for example. Do they prefer to work under pressure, as part of a team or on the contrary are they more successful in a relaxed environment and in a group? These insights will give the hiring manager an understanding of the candidate’s personality and style of working.

Strengths-based scenario questions

Placing the candidate in a hypothetical scenario enables the recruiter to gauge what their behaviour and reactions will be in certain situations. This provides more granularity and understanding of their ability to adapt and evolve in specific situations or difficult circumstances. This approach serves both the employer and the potential employee. Through these types of questions, the interviewee should have a clear understanding of the types of situation they might face in the role. For example, candidates might be asked how they managed to deal with an issue in the past, how they would deliver something they have never done before or what they would do if they made an error while performing a task. Answers to these questions will help the recruiting manager to assess the candidate in terms of their engagement, behaviour and decision-making.

Tips for conducting a strengths-based interview

It is easy to lose focus when conducting interviews, particularly with strengths-based interviews, which may be more subjective. Below are some tips for employers considering this interview style.

Stay focused on the strengths needed for the role

Ahead of the interview, make sure you have a clear vision of the strengths that are required for the role. You can identify them by looking into the purpose of the role. You can also highlight any skills gaps within your team and seek those missing strengths in your candidates.

Have examples of desired strengths and write them down

Writing down the strengths that you are looking for will allow you to identify whether the candidate fits the profile. This will guide your questions. Strengths can be strong drive, resilience, seeking growth, collaboration, strategic thinking, self-awareness, flexibility or a logical mind-set. You can use scenario types of questions to assess the interviewee’s strengths and identify whether they match what you are looking for. This should be supported by examples of situations and proof points.

Look for life experience

For candidates who have limited work experience, try to gauge them on their life experience. Academic work, voluntary work or even travel are all sources of experience that will give insights into the candidate’s personality. For guidance on this, see our article on four ways to ask cultural interview questions.

Get to the point

Lengthy questions are often unnecessary. Ask honest questions that require straightforward answers. The interview is about understanding the candidate’s strengths, but it is also an opportunity for the candidate to assess whether they feel that the company and role are suitable for them. Being honest about the position and what is required to be successful in it will increase the likelihood of the hired employee staying in the business for the long term.

Keep your end goal in mind, be yourself and be honest about the strengths you are seeking for the role. For the successful candidate, the interview is the first step in building a relationship with the manager. For more tips, see our article on making a success of the recruitment and selection process.

Examples of strengths-based interview questions

There is a multitude of strengths-based interview questions that can be asked. Your decision on which ones to pick for the interview should be based on the role you are recruiting for. For example, positions that are customer facing should focus on confidence and communication skills. Candidates should be asked to provide evidence of these soft skills and situations in which they have been successful at utilising them. To help hiring managers, we have shortlisted some strengths-based questions below:

• What are your hobbies?
• What do you usually enjoy doing in your spare time?
• What are you passionate about? What do you get excited about?
• How would your family describe you? Or your friends?
• Are you a detail-oriented person?
• Do you usually manage to see the bigger picture in a complex situation?
• How do you manage stress? Can you describe a situation in which you were successful at doing so?
• Why did you apply for this role? What attracted you about this position?
• What were your favourite subjects at school?
• What does a successful day look like for you?
• In your opinion, what are your strengths?
• Describe one of your achievements. Why are you proud of it?
• What motivates you?
• How do you feel about working hours? And project deadlines?
• How do you approach your to-do list? Where do you start? Where do you finish?
• What makes you feel inspired?
• What has been your best achievement?
• How do you address failure? Give me some examples.
• How do you behave when you are being told no?
• How do you work in a team?
• Where do you start when you are assigned a task?

Strengths-based interviews have a lot to offer employers. When conducted well, they can ensure that you recruit the right candidate for the role – someone who will fit in with the team, be enthusiastic and willing to commit to your business for the long term.