What Are Your Strengths (and Weaknesses): Tips & Example Answers

“What are your strengths?” is a question you’ll hear in every job interview. And even if it’s so common, many candidates still don’t know how to answer it well.

Most articles on strengths give you the same vague advice — “Pick something you’re good at and sound confident.” That’s not enough. To stand out, your answer needs to be tailored to the job, tactful, and backed by real strategy.

This guide, crafted with the help of our Chief Career Coach, Pamela Skillings, who has helped thousands of candidates ace their interviews, will show you:

• How to identify your job-related strengths (full process, with examples)
• How to answer “What are your strengths?” in an interview
• Best strengths for different sectors, roles, and seniority levels
• How to speak about your weaknesses (if asked)

Forget the generic advice — this is the strengths guide hiring managers actually want you to read.

Wondering if you even have any strengths? You’re not the only one.

A lot of people struggle to assess their own performance objectively — and it’s not because they don’t have strengths. It’s because they’re too close to their own experience to see them clearly. Add to that a dose of modesty (or full-blown discomfort with self-praise), and it gets even harder.

Why Interviewers Ask “What Are Your Strengths?”

Interviewers ask “What are your strengths?” to:

• Check if your strengths match the role requirements
• Get a sense of what you’d bring to the team
• See how well you understand your own skills
• Hear if you can talk about your accomplishments without bragging

Pro tip: Sometimes, they’ll ask about both strengths and weaknesses in the same question. When that happens, pick examples that are connected. For example, if your strength is being a strong communicator, you could mention that you used to dominate team discussions — but you’ve worked on creating more space for others to contribute. Bottomline — choose a weakness that doesn’t undermine your strength or your chances to succeed in the role.

“Typical” Strengths to Mention in an Interview

Wondering if you even have any strengths? You’re not the only one.

A lot of people struggle to assess their own performance objectively — and it’s not because they don’t have strengths. It’s because they’re too close to their own experience to see them clearly. Add to that a dose of modesty (or full-blown discomfort with self-praise), and it gets even harder.

And even when they can identify their strengths? That’s when the next challenge kicks in: how do you talk about them without sounding like a LinkedIn cliché?

Some strengths are universal and always in demand — they’re valuable across roles, industries, and seniority levels. Use this list of strengths to brainstorm. I bet a few will sound like you.

• Problem solving
• Collaboration
• Adaptability
• Communication
• Accountability
• Time management
• Analytical skills
• Proactiveness
• Leadership
• Research

In addition to these, you should always add the hard skills relevant to the position (Excel, project management tools, Canva, HTML/CSS)

How to Answer “What Are Your Strengths?”

Your strengths are your top skills — the things you do well. Get this right, and you’re not just answering a question — you’re making a case for why they should hire you.

Here’s how to approach it the right way:

• Start by creating a list of your strongest skills
• Look at the job ad and create a list of skills that are required for the position
• Compare the two lists and find overlapping skills
• Try to quantify those skills and show how you can contribute to the company’s success
• Provide examples and tell a story

Let’s unpack this.

Think of your own experience

Before you dive into job ads or buzzword lists, take a minute to reflect on your own experience. Look at your:

• Performance reviews — What did your manager and colleagues highlight?
• Successful projects — What did you work on that went really well? What role did you play?
• Moments of flow — What tasks made you feel energized, proud, or totally “in your zone.” Chances are, a strength was behind that momentum.
• Positive feedback — Dig up emails, Slack messages, or verbal feedback. What did people thank you for or admire?
• Colleague compliments — Coworkers can spot your strengths before you do. What have people said you’re “really good at” when they needed help?
• Internship or college experience — Think about class presentations, group projects, student orgs, or part-time jobs. What did you handle with confidence? Where did you take the lead or solve a tricky problem?

These moments are gold (and there’s usually a strength hiding inside them).

Here’s a quick reminder of the kinds of strengths you might include:

• Hard skills — Data analysis, coding in Python, bookkeeping, SEO, Zoom.
• Soft skills — Communication, adaptability, time management, collaboration, problem-solving.
• Transferable skills — Presenting ideas clearly, organizing information, multitasking, customer service, leading small teams, first aid.

Think about the skills and qualities that have come up consistently throughout your career and helped you get things done. Limit your talking points to the real strengths that also align with the job you’re interviewing for.

Pro tip: The job market right now is brutal. Employers aren’t just skimming for “team players” and “fast learners”— they want proof you can do the work. That means clearly naming your hard skills — the tools, platforms, and methodology you actually use. Think: SQL, Figma, HubSpot, Python. Hard skills get you hired, so double down on those relevant to the position.

Analyze the job ad

Once you have your list of strengths, go back to the actual job ad and read it carefully. Pay attention to what qualities are listed as must-haves, then use them as guidelines.

Here’s how to do that on an example ad in 4 steps:

Step 1: Read the job and mark key requirements

In this ad for a Customer Onboarding Specialist, you want to go through the role description carefully and mark all relevant requirements.

If you’re not sure what these are, try to picture a typical day in the role. What are some core tasks? What skills would you need to perform well? These clues are usually right there in the role description — in this example, they’re in “What you’ll do” and “Requirements” sections.

Here are some of them:

• Manage onboarding for premium plan customers
• Do group and one-on-one training sessions (webinars, video chats)
• Assist with initial product setup and implementation
• Create onboarding materials
• Document the onboarding process
• Collaborate with client-facing and product teams
• Skills: communication, problem-solving, attention to detail
• Hard skills: Zoom, HubSpot, Basecamp
• Experience in SaaS (e-commerce)

Pro tip: Sometimes job ads make your life waaaaaay easier by spelling out exactly what they’re looking for — specific tools, systems, or technical skills. (The one we’re giving you is one of those!) When that’s the case, lean into it. Those listed skills are fair game for your “strengths” answer. Show them you have what they asked for — plain and simple.

Step 2: Translate the requirements into skills and strengths

Use the job description as a cheat sheet — Each requirement or duty in the job description points to a specific skill needed for the role. Make sure to extract those.

• You have experience conducting user training via video platform (“lead interactive training sessions via webinars and video chats”) > Product training
• You can work with Sales and Support to ensure a smooth customer transition > Cross-functional collaboration
• You’re comfortable on video, have used Zoom before, and can explain things well (“excellent presence and communication over Zoom video calls”) > Clear communication in remote settings
• You’ve already worked as an onboarding specialist for an e-commerce website > E-commerce experience
• You have created guides and walkthroughs for users > Onboarding documentation

Step 3: Identify skills in the job ad that match your own

Next, you want to create a list of skills-strengths needed for the position. It can look something like this:

Pro tip: Without examples, your strengths might come across as vague and less believable. Quantifiable metrics (like percentages, numbers, or actual outcomes) show the real impact you made and give the interviewer a *very* clear idea of how you can contribute in the role. This guide can help you learn how to quantify your accomplishments.

Step 4: Prepare stories that prove your strengths

For each strength, prepare stories that prove your experience and impact. Stories work great because they show how you used your strengths in real life and also keep the interviewers engaged.

To truly stand out, use the STAR method (Situation, Task, Action, Result) to structure your response.

Here’s an example:

Note: If you are a student, in a career transition, or a skilled trades professional, don’t let this example scare you. The point is to focus on how you contributed to a project, presentation, or company with that skill. (I’ll share some more example answers later.)

Research the company

Before any interview, take time to research the company beyond the job description — you want to walk in knowing more than the basics.

Start on the company’s website, especially the About page and blog to find out about their values, recent product launches, and news. Look at their LinkedIn to see the team, what they post about, and get a better idea of the company culture. Go to Glassdoor or review platforms to read reviews by employees and customers. And if you know someone who works there (or knows someone who does), don’t be shy — ask around. The goal is to show up informed, curious, and ready to connect the dots between what they need and what you bring to the table.

When you talk about your strengths in the interview, show how you align by connecting your strengths to their needs.

If you know that the company has a global customer base, you might say: In my last role, I put together a couple of simple, on-demand video tutorials so customers in different time zones could get help whenever they needed it, without having to wait for a live session. It feels like a strong fit for your global customer base and async-first approach. This shows you’ve done your homework and already see yourself contributing.

“What Are Your Strengths?”: Sample Answers

College student
One of my biggest strengths is time management. Balancing a part-time job at a coffee shop and keeping a 3.9 GPA wasn’t always easy, but staying organized and setting priorities helped me stay on track. I also pick things up quickly and adapt well when plans change — whether it’s a shift at work or a tough assignment with a tight deadline.

Hair stylist
I’m especially good at coloring and cutting short hair. The former requires me to show my top technical skills, knowledge, and negotiate with customers in a professional way in case they ask for something that’s not realistic. For short hair, on the other hand, I need to show extreme precision.

Customer support agent
One of my top strengths is following and improving processes to make sure customers have a great experience. In my last role, I noticed that some tickets were getting delayed, so I suggested a new way to flag urgent issues and helped test it with my team. I also made it a habit to document common solutions to speed things up for everyone. These small changes added up, and our customer satisfaction score went from 4.5 to 4.7 over the year.

ER Nurse
One of my biggest strengths is staying calm under pressure, along with strong clinical judgment. The ER can be chaotic — with constant noise, urgency, and sensory overload — but I’ve learned to tune it all out and focus completely when a patient needs critical care. I’m also confident in making quick, informed decisions in high-stress situations, which helps me support the team and provide safe, timely treatment.

Retail worker
One of my key strengths is staying patient and professional, even during busy or stressful times. For example, during a holiday rush last year, a customer was upset about a pricing error and the line behind them kept growing. I calmly explained the situation, offered a quick solution, and got help from a manager without holding up the line. They ended up thanking me for handling it well, and I even saw them come back later that week. 

How to Talk About Weaknesses in a Job Interview (Just In Case)

And what if they ask about your weaknesses too? This question can actually work in your favor if you approach it strategically. We’ll cover the basics here, but if you want a detailed rundown, read this: What Is Your Greatest Weakness? (Sample Answers+Tips).

Be honest, but strategic

The point of this question is to understand how self-aware and coachable you are, not to ruin your focus or sabotage you. To answer it well, choose a real and specific area for improvement, but one that:

• Isn’t listed under the actual job requirements
• Shows you’re aware of your weakness but are actively working on it
• Doesn’t imply a deeper character flaw

Think: I’m still building confidence in giving presentations, but I’ve started volunteering to lead short team meetings to practice, rather than the bland but blunt I’m not great at public speaking.

Talk about your improvement plan

Don’t stop at naming the weakness. You want the interviewer to know you’re taking steps to address it and that you’ve already made some progress.

Instead of saying “I’m working on it”, be specific:

• What actions have you already taken?
• Are you using a course, mentor, or book?
• What’s an improvement you’ve seen?
• What’s your plan for continued growth?

Keep the tone positive — you’re showing that you’re not perfect (nobody is), but you’re proactive, self-aware, and want to keep growing.

Something like this:

One area I’m working on is speaking up in meetings. I used to stay quiet even when I had ideas, especially around people with more experience. But in my last group project and during my internship, I made it a goal to contribute earlier — and I’m getting more comfortable with that every time. I realized sharing ideas, even if they’re not perfect, is part of being a good teammate.

“Typical” Weaknesses to Mention in an Interview

Here are some “good” weaknesses to mention:

• Bad with negative feedback
• Public speaking anxiety
• Trouble saying no
• Hesitancy to delegate tasks
• Impatience
• Trouble prioritizing tasks
• Time management
• Perfectionism at the expense of the bigger picture
• Discomfort with taking risks
• Lack of self-confidence
• Tendency to procrastinate

Pro tip: Always choose weaknesses that wouldn’t prevent success in your target role, and discuss your improvement plan. For example, confidence is a key skill for many roles — think athletes, sales people, medical workers. In those cases, picking “lack of confidence” as your weakness may not be the best option.

Summary of the Main Points

Here are some main takeaways from this guide:

• Many candidates don’t have a clear sense of their job-related strengths. If you do, then the “What are your strengths” question is a great opportunity to stand out in interviews.
• Interviewers ask this question to assess how you would fit the role and how you can contribute to the company.
• Don’t use generic strengths like “I’m hardworking” or anything that’s considered a basic requirement.
• When choosing a strength to discuss, make sure it lines up with what the job actually calls for. Start by jotting down your top skills — things you know you’re good at. Then, look closely at the job ad and pull out the key requirements. Where do the two lists overlap? From there, pick a strength you can back up with a real example (ideally one that includes measurable results).
• When they ask about your weaknesses, they want to see if you can recognize your limitations and, more importantly, what steps you are taking to address them.
• The best weaknesses to talk about are skills that are fixable and not dealbreakers for the role.

FAQ

What 3 strengths are the most important in the workplace?

Communication, adaptability, and problem-solving are good strengths for all roles and seniorities. Effective communication is important for collaboration, and being flexible and adaptable means you can handle change well.

What if I don’t have any unique strengths, just do my job well, in general?

If you feel you don’t have any standout, “unique” strengths, that’s okay. Being reliable and consistent is a strength in itself. In your answer, focus on how you consistently meet deadlines, stay organized. A strong work ethic is among foundational strengths and is highly valued in any role. Just be sure to back it up with specific examples from your experience.

When asked about strengths, should I also talk about weaknesses?

You don’t have to bring up weaknesses when asked about your strengths. Keep your answer centered on your strengths. Bottom line — if they haven’t asked, don’t feel pressured to mention weaknesses unless you’re asked directly.

What strengths should fresh graduates or people with no experience mention?

Focus on academic strengths, volunteer work, and extracurricular activities: technical skills from coursework, transferable skills (communication, teamwork), work ethic, and adaptability. Always provide specific examples that show how you applied these strengths in real situations.

How should you talk about strengths without sounding too arrogant?

Balance confidence with a dose of modesty by using specific examples and metrics rather than broad claims. Acknowledge team contributions if the outcome was a shared effort, and frame strengths in terms of how they benefit employers.

How should you talk about weaknesses without sounding self-deprecating?

Frame weaknesses as growth opportunities by focusing on the specific steps you’re taking to improve. Use neutral language rather than harsh self-criticism, and choose weaknesses that aren’t central to the role. Always end with the progress you’ve made or lessons learned to show you’re committed to professional development.