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5 Good Qualities & 5 Bad Qualities

By JustinF ·
We've all been at interviews and have been asked for your 5 best qualities and 5 worst qualities. What do others usually say for these? I am starting a new job hunt & am bound to run into this little gem of an interview question very soon. I don't want to sound too prepared either.

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by Oz_Media In reply to 5 Good Qualities & 5 Bad ...

I would say that everyone has 5 different positive and negative points, if you are looking to fabricate something just to look good you will soon be seen for what you are if you get hired.

I would say very general positive apsects of an employee for ANY field would be,
a) You WANT to work for them or find thier products or sevices interesting.

b) You have positive energy and work well with others in a team environment but are able to show initiative if left to your own devices.

c) Ability to easily find solutions and address challenges when presented.

d) Wish to grow within an organization as well as with your own skills

e)Able to quickly adapt and take on new tasks as needed without becoming overwhelmed

As for bad points, well this one is VERY tough as you have to understand yourself in order to see your own weaknesses and a general answer is just not applicable.
I even tried to come up with some but can only speak for myself, therefore you will have to do this one yourself.

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Never too prepared

by JamesRL In reply to 5 Good Qualities & 5 Bad ...

Though you want to sound thoughtful rather than scripted.

I haven't been asked for 5 good and bad qualities, but have often asked about 1.

For the bad quality, I'd pick something you have been given feedback on in a previous review, hopefully something you have worked to improve on. For myself, it was always that I sometimes overcommit - but I don't leave it at that, I mention that I have worked with my boss to improve and also took the 7 Habits course which helped.

You have to pick examples that are relevant to you. If you can think of examples, try using the SAR rule - describe the Situation, the Action and the Result.

Hope that helps.


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Interesting question

by JimHM In reply to 5 Good Qualities & 5 Bad ...

Are you looking to tell these folks untruths about yourself or looking to say what the top ones are?

If you are looking for the top ones - I have found it depends on the company you are interviewing with and the interviewer. So want the ability to work as part of a team - others look for individaul initative and independ work ability - company loyality - everyone is different you will need to wead that out during the interview -

As to weak points - thats kind of a trick question - I give them answered "I have no weak points, that I am aware of." or "I am dyslexic - and reports take a little longer than someone that isn't." Then I ask the interviewer are there any weak points I should be aware of the company has, "Like missed payrolls, pay increase are infrequent, vacation time is hard to get scheduled." --

Good luck

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good qualities/bad qualities

by user@# In reply to Interesting question

It is not unreasonable to include the same one in both. You may have a perfectionist streak-- a good thing if you don't want to release something until it is fully proved; a bad thing if a fix is needed NOW, you have something that works but you want 3 more weeks to test it. Or maybe you have the "patience of Job"-- a good thing when working with difficult people but could be a bad thing if you fail to recognize the point you need to go to a "higher authority" for help with someone who is stonewalling on a project.

Be judicious in how you use this one.

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they r one and the same good and bad

by matt.rushworth In reply to good qualities/bad qualit ...

Basically agreeing with the previous reply, If you are asked for 5 good and five bad, they are the same.
Your best abilities are the noticable extremes within you. and these are also you greatest flaws.

1. You are exstremely keen to read up and understand everything before you implement a change , also reads you take ages before you get down to actually doing something.

2. You are always ready to lend an ear to workmate and consider them as valuable- also reads You talk to much and you may slow down your coleagues.

3. You work huge overtime hours free of charge, also reads you never get done what you should between 9-5.

There is no right answer as every answer has it's drawbacks!
Your answers are actually very easy to find, You know what you are goood at, just be honest!

Write down 5 things now that you are good at, then take a second and realise what the cost is of these perticular strengths. There in lies your answer.You don't need anyone else to tell you what to say only you can answer this type of question truthfully and well.



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You will always do what is good for you

by raguand In reply to good qualities/bad qualit ...

After talking to interviewers, HR people, Managers and others with the task of hiring; I had come to the conclusion that anybody who ask questions like this is just, either asking ?canned? questions, or just want to find out if they ?like or dislike? the applicant.

Who in their right mind will answer-truly, to a question that will hinder his possibilities of getting the job? Or by that matter, who will ask a question that should have been explicitly listed in the requirements for the job. The question for this discussion is: 5 ?GOOD?QUALITIES AND 5 ?BAD? QUALITIES. If this is the case, then for the initial 5 you will list all that related to the requirements for the job. All the next 5 you can say anything you like, that might or might not be related to the job. And if you are smart, you will always says things like: ?well, I sometimes, like to ensure that all the ?details? of the client request are fulfilled, and this sometimes put me in conflict with sales, because they want to push the product out too soon? or some BS like that?.

If one read all the comments to this discussion, one will see that all of them will be either ?canned? by you, or ?canned? by the person who is asking you the question. Any company should hire you- if you fill the requirements for the job. And these requirements should be CLEARLY AND EXPLICITLY written in the Job Request. All these ?gray? questions are created, because HR or Hiring Managers don?t understand or know the ?exact? requirements for the positions they have; or/and they don?t know their company?s culture, vision and mission. I should know, I grew my company to 189 consultants. I hire people, not ?perfect? people.

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3 real questions

by JamesRL In reply to You will always do what i ...

Wise boss I once had said it all comes down to 3 fundamental questions:

1. Can they do the job?

2. Will they do the job?

3. Will they fit in?

A well written job decription and a thorough examination of resumes should get you to a list of who "can" do the job. The interview process should help you determine the second and third questions. I don't interview anyone who couldn't be hired based on question number one.

Question number 2 talks to drive, determination, and charecter. And thats what the behavioural questions try to answer.

Question 3 talks to how well someone would fit into the corporate culture. Some companies have a lot of structure, some don't. Some people need a lot of structure, some people are miserable in a highly structured environment.

The last question isn't about how nice a person is or how hard working they are, or how technically competant they are. Its about whether they will be successful in dealing with their peers, bosses, subordinates and customers.

You may think this is a gray area, but it is difficult for many to come to grips with. And its the area that you need to probe with some of these behavioural questions.


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I agree with 2

by JimHM In reply to 3 real questions

Jim 1 - can they do the job and 2 will they do the job - are valid. Will they fit in with the team. Hum - is that really in a job description?

These type questions (as you call them probe questions) is that I as the interviewee know that you will be asking probing questions - to see if I will "fit" into the team.. And will if I truly want the job will answer in the warm and fuzzy - but inreality - most of your highest level techies are lone wolfs - renagaides - hip shooters - not warm and fuzzy people. Lock us in a room and toss use a steak every now and then... but we can do the techie thing 3 times better than most warm and fuzzy balls.

I Figure it this way - you don't want the best money can buy - then that is yours and your companies loss - not mine. I have the talent - I have the skills - I have the training/education - I can hit the ground at full speed...

You want something less - then ask those questions. (The American Economy is coming back at full speed)IE - Companies could demand what they wanted and because people needed jobs accept the BS - now 1.4 million new jobs this year so far - it will be the year of employee and the companies will have to start to bend again.

You get what you pay for - you want a Benz or a Kia in your company garage? Both will get you there?

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Not an either/or scenario

by JamesRL In reply to I agree with 2

Give you an example from my own past experience.

Brilliant techie - smart articulate, great skills. Problem is that anyone who isn't as smart as he is, is inferior in his eyes. And that includes most of management. He is disruptive in team meetings. He can't lead a small team to do something, because no one wants to work with such an agressive individual. He often yells at others. Management, feeling he is worth the effort, tries to spend lots of time taming the beast, to no avail. Another set of yelling and red faced confrontations.

No man is an island. This person, when it proved to require a great deal of management time, became a liability. There are very few jobs that don't require the ability to get along with others.

I don't consider a brilliant person who can't work in a team to be a benz. I consider someone who has good techie and good people skills to be the keeper. In many cases, if you have a good technical apptitude you can be trained in new stuff. But its much harder to train someone who doesn't have people skills to be able to work in a team.


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Agree - and I think that is were the problem stems

by JimHM In reply to Not an either/or scenario

I agree - teaching people skills is the hardest training and education some people can do. Most of the good techies have little if any people skills.

So we get down to the question - What are you looking for to fill that position - a techie with limited people skills - or a limited techie with better people skills - or a higher priced person that has both.

Then the question is how do you determine that. I think we are all on the same page - just how do you get the information you need.

A few good questions - could be:
"I noticed on your resume that you don't have any team lead activities, can you tell me when or if you headed up a team of techies to accomplish a task."


"I see on your resume that you lead a team of technology architects, can yow tell me the greatest challenge and what was achieved from that effort."

Or something to that effect - I have found on many interviews that the interviewing manager just had a standard list of questions - and didn't really look over my resume until the interview... Those didn't last long.. I also informed their HR of that as well.

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