Strengths-Based Interviews: Strength-Spotting & How To Do It

Strength-spotting interviews benefit both the job applicant and the interviewer. Strength-based interviewing gives candidates the opportunity to share their best qualities and highlight why they should be hired. They can prove to the interviewer that they are the best individuals for the job by providing examples of strength utilization in their past jobs. On the other hand, a strength-based interview makes judging employees easier for the interviewer, allowing them to easily list the pros and cons of an individual. Then, they can evaluate if those strengths align with what the company is searching for. These interviews also tend to be more efficient, but not everyone knows how to perform a strength-based interview.

In this article, we will outline what strengths-spotting is, why it is important, how strengths-based interviews work, the questions a hiring manager can ask during a strength-related interview, and the best answers to strength questions. Taking a scientifically validated strengths assessment like the HIGH5 test can provide valuable insights into your own strengths and help you articulate them effectively in an interview setting. By identifying your top strengths, you’ll be better equipped to showcase how you can leverage them to contribute to the role and organization you’re interviewing for.

What is strength-spotting?

Strengths are the positive qualities that improve our lives. They help us achieve career success or improve our relationships. They are a part of our personality and impact how we and others see ourselves. Most individuals struggle with evaluating their own strengths; instead, they underestimate their abilities. Likewise, many people struggle with identifying others’ strengths. Strength evaluation is difficult, regardless if you are evaluating your own strengths or others’ strengths. However, strength-spotting helps solve this issue. Strength-spotting is a technique that helps individuals identify their strengths and the strengths of those around them [1]. Once you identify these strengths, you can apply them to your daily activities. With this strengths approach, you tend to be happier than those who do not know their strengths [2].

Strengths assessments, such as the HIGH5 strengths assessment, are one of the most effective ways to practice strength-spotting and evaluate your strengths. By taking a comprehensive online assessment, individuals gain a clear understanding of their unique strengths profile. The HIGH5 test goes beyond just identifying strengths – it provides detailed insights into how each strength manifests and can be optimally applied in various personal and professional contexts. This self-awareness is the foundation for leveraging strengths to achieve goals and enhance well-being. Another strength-spotting technique is through self-reflection. Linley, the psychologist who coined the term strengths-spotting said there are several signs of a strength that include:

• Feeling energized when using the strength
• Quickly acquiring knowledge and skills related to the strength
• Demonstrating consistent success when leveraging the strength
• Giving priority to tasks that involve the strength
• And more [3].

During strengths-based interviewing, strengths-spotting techniques could also be utilized. An interviewer can ask interview questions specifically focusing on strengths and how they show up in the workplace as a strength-spotting exercise. During interviews, it is also important that interviewers recognize verbal cues and body language that can help interviewers understand a candidate’s signature strengths. Many subtle changes in language and behavior could indicate a potential strength. For instance, smiling, wide eyes, increased speed of speech, and posture changes could all indicate a candidate’s strengths.

Why is it important to identify strengths?

Your strengths are a vital element of your personality. They contribute to your happiness and success in life [2]. Acknowledging your own strengths, which can be identified through assessments like the HIGH5 test, leads to increased engagement, improved performance, and enhanced well-being. More so, people who know and use their strengths are less likely to experience worry, stress, sadness, anger, and physical pain [4].

When you understand your unique strengths, you can more intentionally apply them to various aspects of your life. This strengths-based approach has been shown to boost motivation, engagement, resilience, and overall life satisfaction. Investing in identifying your strengths pays dividends in both personal and professional spheres. Many individuals tend to focus their personal growth on the idea of fixing their weaknesses. However, they neglect the importance of strength behavior.

10 benefits

The list of benefits that arise from strength recognition is extensive. Here are just a few examples:

1. Boost in internal/intrinsic motivation. You will continue to pursue your goals even without external motivation.
2. Increased fulfillment and satisfaction in everything from daily activities to career-long endeavors.
3. Better coping with difficult times and overcoming sadness.
4. Being comfortable with yourself and staying true to yourself in social events (increased authenticity).
5. More consistent positive emotions and a more positive worldview in general.
6. Improved well-being and better mental health [4].
7. Less stress and burnout. A decreased risk for stress and other accompanying feelings like sadness, worry, and anger [4].
8. Staying engaged at work and increased job satisfaction.
9. Clearer goal identification and better ability to tackle your goals.
10. More self-confidence and willingness to take calculated risks.

Why do employers use strength-based interviews?

Employers use strength-based interviews to identify candidates who naturally align with the role and company culture and get better insights into how the candidate will fit in and add to the team. This approach allows interviewers to assess how a candidate’s inherent strengths can contribute to organizational success, leading to increased job satisfaction, better performance and reduced turnover rates [4].

How do strength-based interviews work?

Strength-based interviews focus on understanding a candidate’s natural talents and abilities by asking questions about their past experiences, successes, and passions. Candidates share examples of when they have used their strengths effectively, allowing interviewers to gauge their potential fit for the role, team, and organization. This method encourages authentic responses rather than rehearsed answers, providing deeper insights into the candidate’s suitability.

How do you prepare for a strength-based interview?

To prepare for a strength-based interview, identify your key strengths through self-assessment tools like the HIGH5 test and reflect on past experiences where you successfully applied these strengths. Practice articulating these examples clearly, focusing on how your strengths contributed to positive outcomes. Familiarize yourself with the company’s values and the skills of the job and align your strengths with their needs to demonstrate your potential fit.

Pro Tip From HIGH5

After taking the HIGH5 strengths assessment, choose one of your top strengths to focus on each week. Brainstorm specific ways you can apply that strength at work, in relationships, or in pursuing personal goals. Regularly exercising your strengths builds competence and confidence, enabling you to perform at your best and handle challenges more effectively.

How can you start spotting strengths in other people at work?

While understanding your own character strengths is extremely important, recognizing others’ strengths is equally crucial. Every individual has their own list of strengths, and you could help them harness them for the benefit of your organization as a whole. If you are a leader, the practice of strength recognition has been proven as a more effective motivator and growth catalyst than overcoming weakness. To find strengths, you must maintain a certain mindset when interacting with others. Tools like the HIGH5 strengths assessment can provide a common language and framework for identifying and discussing strengths within a team or organization. Encourage team members to take the assessment and share their top strengths.

When at a meeting, look at the speakers and employees through the “strengths lens” – pay attention to when they exhibit their strengths through their words, body language, and actions. This strengths-based approach promotes appreciation of diversity, enhances collaboration, and enables managers to optimize individual and team performance by aligning people with opportunities to apply their strengths. Using the strength lens simply involves looking at others with the goal of identifying strengths in people. Tools that help people understand their strengths are strengths tests and strength cards. Look for moments when the employee seems most engaged and excited about what they are speaking about. Pay attention to certain body language cues, such as leaning in or moving hands enthusiastically.

Speech and word choice are often affected when someone talks about something they are passionate about, so take note of that as well. Recall the High5 strengths report after the meeting is finished. Each of the strengths mentioned in the HIGH5 test is associated with certain actions and beliefs. If you are interviewing a job applicant, see which of the strengths best aligns with a candidate’s daily performance in the office and how they spoke during the meeting. For additional assessments, invite the person to perform a quick discussion of strengths with you. Mention a specific strength you think they have based on their contribution to the meeting. Ask them if they agree or disagree with your evaluation. They may even tell you how they perform the applications of strengths in other aspects of their lives.

Pro Tip From HIGH5

In your next 1-on-1 meeting with a direct report, ask them to share their HIGH5 strengths assessment results. Discuss how they see those strengths showing up in their work, and brainstorm opportunities for them to apply their strengths more frequently. This strengths-based coaching approach builds trust, motivation, and engagement by helping employees feel seen, valued, and supported in their development.

Real-life examples of strengths-spotting interviewing

Strength-spotting interviews are commonly done in many businesses and across all industries and are based on typical strength-based interview questions. For instance, some companies ask candidates to complete a strengths assessment before the interview and many interviewers will start out by asking the candidate to list a few of their category strengths and their experience with using them. When a teacher takes a strength interview, they would likely list their love of learning as a key strength. They may talk about being a good communicator or being patient as well. Then, for additional questions, the interviewee may connect their strengths with their passions and current job.

They may note specific instances where they harnessed a strength to their advantage and list noteworthy times where a strength helped them overcome a challenge. Sometimes, the interviewer will not directly ask for the candidate’s signature strengths. Instead, they will ask about their passions. Typically, when someone is immensely passionate about something, they also perform that activity well. If someone gives up tremendous amounts of time to perform an activity, the interviewer could also assume that the individual is persistent. Many adult clients have an initial apprehension toward speaking about their strengths. They may feel like it is a form of bragging and thus downplay their abilities.

It is the interviewer’s job to help clients overcome this reluctance early on in the interview. When the interview is underway, the individual giving the interview pays attention not just to the client’s words but also to their nonverbal cues. If they get a wide-eyed smile, lean in, or change their tone of voice, that could signal they are passionate about something and/or have a strength in that field. Finally, finishing a strengths interview ends with gratitude. The interviewer will thank the candidate for being open and honest, giving them an accurate insight into their strengths.

5 helpful guiding interview questions

Strength-related interviews typically do not follow a strict script. However, having a general idea of the strength-based interview questions you could be asked is a great way to prepare yourself. Here are a few questions that may show up in a strengths-based interview.

Question #1: Tell me about a time when you had to overcome a barrier to be successful.

Here, the interviewer wishes to see an example of you overcoming challenges and pushing beyond your limitations to achieve success and your methodology for achieving success. They want to know what your thought processes were, your tactics, and ultimately the strengths you leveraged to overcome the barrier. When talking about this moment, describe a time you felt overwhelmed, confused, or generally incapable of achieving your goals. Tell the interviewer why you felt this way and which obstacles were preventing you from succeeding. Then, tell them about a strength you used to overcome this difficulty. What steps did you take to leverage this strength? What made you realize that you could succeed, even when the odds were against you? Tell him or her about a mindset change that occurred.

If you previously thought success was impossible for you, detail how you overcame this belief. Tell the interviewer the steps you took to systematically address the problem you were facing. Ensure you specify the specific strength that helped propel you to success. Here’s an example answer: When I started my last job, I was asked to forecast the budget for the following year, including salaries, benefits, and other expenses. It was a complex task that required a lot of attention to detail. To complete this task, I leveraged my strengths in analyzing and focusing. I blocked out a few hours in my schedule each week to focus on the data, and I leveraged formulas in Microsoft Excel to analyze and check my work. As a result, I was the first person to upload my budget and, per my manager, it was correct on the first try. He then asked me to develop a training session for all other members of the team to teach them my strategy to help them move forward.

Question #2: Tell me about a time when you had to find a creative solution. What was the problem and how did you use creativity to solve it?

The interviewer wants to see how you have been innovative in your last job and thought outside the box. Not every problem has a simple solution, so they want to see how you’ve leveraged your strengths to implement a fresh, new idea. To answer this question, think about our most out-of-the-box project. What was something new you tried that solved the issue? What questions did you ask yourself to find the root cause of the problem? What steps did you take to implement the solution? Why was this solution so novel? The interviewer wants to know your thought processes and how your strengths played into your success.

Here’s an example answer: In my last role, we were hitting a bit of a sales slump and we were afraid we wouldn’t meet our sales goals for the quarter. As an empathizer, I noticed my sales colleagues were feeling defeated. To solve this, a few colleagues and I gathered some happy customers and invited them to our next team meeting. During that team meeting, we organized people into breakout groups so every customer got a chance to talk to a few salespeople about their happy experiences. After this meeting, the sales team was reinvigorated with excitement and even used some of the language that our customers used to talk to new, prospective customers. As a result, we got more customer referrals and met our sales goals.

Question #3: When were you at your peak in life? What made this time special to you?

The point of this question is not to make your current situation seem dull. Instead, the interviewer wants to know what you consider success and what truly motivates you / gives you happiness. Recall a time when you felt especially fulfilled in life. Avoid equating fulfillment with monetary success. This would be one of the greatest mistakes you could make when answering this question. Instead, think about a time when you worked extremely hard to achieve something and the immense satisfaction you received after finishing that task. Think about the impact you made on your coworkers, friends, or customers when you achieved this success.

Your peak should be related to fulfilling yourself and achieving your goals, so share what made you motivated and happy after the high point of your life. Since you were likely passionate about this moment, talk about what invokes such emotions in you. Why was it meaningful? Recall the people and their reactions to their success. Talk about the impact you had on them, for example. Here’s an example answer: In one of my previous roles, I worked in the real estate industry. It’s a very community-based and relationship-oriented business, but as someone who is driven by my beliefs and personal values, I felt that we could be doing more for the community.

So, I spoke to one of our executives and pitched creating a foundation that would give back to the community via volunteer services and financial support. He agreed we should implement it. Since then, they’ve raised over $10,000 for community resources, logged 200 community service hours, and increased their presence in local newspapers which have led to more business.

Question #4: What do you hope to achieve in the future?

The point of this question is to see whether or not your values and goals align with the goals/values of the company. Answer honestly and specifically. Give the interviewer your short-term goals. These are goals you plan to achieve within days, weeks, months, or a year. This will help the interviewer know your immediate motivation when starting the job. Then, speak about your longer-term goals, such as a 5-, 10- or 15-year goal. Finally, give the interviewer deep insights into what you want to achieve over your lifetime. This goal is your primary motivator and mission, so it is important that it can relate to the company’s goal. Ensure that both your long and short-term goals are related to your overall goal. You do not want your goals to be vague and sparse.

Here’s an example of how to answer: Within the next year, I’d like to find a position that allows me to flex my learning muscles. I love learning new skills, especially in data analysis, which makes me excited about working at your company since you use data in many aspects of your roles. Long term, over the next 5 or 10 years, I would like to leverage my strengths as a catalyst and a coach to drive positive change within an organization while helping others in their development. I’d love to work on a cross-functional project that will simplify a complex process that will improve the experience for both our customers and our employees. Untangling complicated problems while helping other people sounds very exciting to me.

Question #5: What are you most proud of?

Many candidates believe this is a difficult question to answer. It can be tough to shorten your proudest moment into a few-minute response. Also, many individuals feel like responding to this question is bragging. Do not approach the question with that mindset. Instead, think of a moment when you achieved something meaningful to you. This should relate to the passion and strengths previously mentioned. Tell the interviewer how much work you put into something and how happy you were to see success as a result. Talk about how you saw someone else happy as a result of your work and the pride you felt after making that individual happy. In general, the moment you describe as being your proudest should center around achieving your biggest goal and leaving a positive impact on others.

Here’s an example answer: In my last role, I was tasked with ending one of our most-loved services. While many customers and employees loved the services, our team was shrinking and we didn’t have the support to maintain it. As a strong communicator, I had to be very precise with my storytelling to get people on board. Through some open communication and brainstorming, we were able to come up with a solution that was scaleable and did not require so many people to run the program. Then, I created a communication campaign to let our customers and employees know about the new solution. As a result, we helped even more people with the new solution than we did before and the employees were on board with it. I was so proud of the team for being so transparent and honest about the process, and yet still working with me through all that change to come up with the best solution possible.

Strength interviews FAQ

What is a strengths interview?

Strength interviews are a type of interview that helps interviewers understand a candidate’s greatest strengths and abilities [1]. They wish to evaluate how well the candidate’s strengths align with the strengths required for the role. Sometimes, the interviewer will directly ask the candidate to list or talk about their strengths. Other times, they will ask about passions, goals, and moments of pride to indirectly learn about what motivates a candidate and the potential strengths they possess.

How do you find the strengths for the interview?

To find the strengths required for a certain role, look at the job description. Some job descriptions have a specific list of strengths already listed. Some job descriptions are not as clear-cut. You may have to infer which strengths are necessarily based on the list of requirements and daily tasks. For example, if a job listing lists daily communication between parties as a key duty, strong communication skills are likely required. Simply think about potential skills that would benefit you during the listed activities, and you can understand the strengths required to fill that spot.

How do you answer the interview question “What are your strengths”?

As one of the most common interview questions, candidates often worry about how to address this question. Simply listing your strengths will not be enough to impress your employees. However, downplaying your abilities will also hinder your odds of acquiring the job. Approach the question with confidence but also answer specifically. When asked the question, give a real-world example of you using your strengths. Show how the strength left a positive impact on your organization, colleagues, or clients. Then, if you have data to support your claim, add that as well.

How to answer strength-based questions in an interview?

Answer strength-based questions by providing specific examples from past experiences where you effectively used your strengths to achieve positive outcomes, aligning your responses with the role you are applying for.

What Is the difference between competency and strength-based interviews?

Competency-based interviews focus on assessing specific skills and behaviors required for the job, while strength-based interviews aim to identify natural talents and qualities that align with the role and enhance overall performance [5].

Conclusion

Strengths-based questions are becoming more popular during job interviews because they create a great experience for the candidate and they help the hiring team get to know the candidate as a person and how they may perform on the team. Whether you are an interviewer or interviewee, knowing your High5 strengths can give you a competitive edge in the job application process.

References:

1. Linley, A. (2009). Strengthspotting: Finding and Developing Client Resources in the Management of Intense Anger. In Happiness, Healing, Enhancement: Your Casebook Collection for Applying Positive Psychology in Therapy (pp. 1–14). Wiley. https://doi.org/10.1002/9781118269664.ch1.
2. Walker, Petra. (2021, July 28). Focus on strengths. The Institute of Positive Psychology Coaching. https://theippc.com/a-focus-on-strengths/
3. Biswas-Diener, R. (2009). Average to A+: realising strengths in yourself and others, by A. Linley. The Journal of Positive Psychology, 4(5), 423–425. https://doi.org/10.1080/17439760902992480.
4. Sorenson, S. (2014, February 20). How employees’ strengths make your company stronger. Gallup.com. https://www.gallup.com/workplace/231605/employees-strengths-company-stronger.aspx.
5. Indeed. (2023, November 12). 13 Competency-Based Interview Questions and How To Prepare for the Interview. Indeed Career Guide. https://www.indeed.com/career-advice/interviewing/competency-based-interview.