Strength based interview techniques have their foundations based in positive psychology, with the theory that by identifying your strengths and matching them to the role, you’ll be happier, perform better and stay with the company for longer.
They are designed to explore your natural talents, rather than focusing completely on technical skills. These kinds of questions examine what you’re good at as well as what motivates you at work.
Carry on reading to find out more about strength based questions in an interview and how to prepare for them.
> Why do employers use strength based interview questions?
Competency based interviews have long been the standard during the hiring process. They focus on past behaviours and experiences as indicators of future performances.
Employers use strength based questions as they offer a fresh perspective and highlight what you as the candidate naturally excel in, rather than solely focusing on past experiences. They can discover what excites, motivates and makes you confident.
These questions are also helpful when it comes to interviewing people who have little to no experience. Interviewers can learn what strengths you have that apply to the role, including any transferable skills.
It depends on the company and the role when it comes to the type of questions used in an interview.
Focus on talents rather than learned skills
Competency-based questions assess what has been done in the past, often focusing on skills acquired through training or experience. While useful, this approach may miss insights into intrinsic talents.
The strength-based approach highlights whether you have a natural aptitude for resolving conflicts, rather than whether you’ve simply learned a structured approach.
Assessing potential for growth
Strength based interviews are forward-looking, helping organisations identify individuals with the potential to grow into a role, even if they lack direct experience or are just starting out in their field.
This is especially useful for hiring graduates, career switchers, or roles in emerging fields where candidates may not have specific experience but possess the raw talent to thrive.
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Competency based: Often rewards candidates with significant past experience, potentially excluding high-potential individuals.
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Strength based: Focuses on what excites a candidate and what they could excel at in the future.
Gets authentic answers
Competency based interviews often encourage rehearsed answers, as candidates can predict and prepare for questions like, “Tell me about a time when…” In contrast, strength based questions prompt spontaneous, authentic responses, giving interviewers a clearer sense of a candidate’s personality and true motivations.
Candidates are less likely to “game the system” with strength-based questions because the focus is on their natural inclinations rather than scripted examples.
Enhanced employee retention
Employees are more likely to excel and stay engaged when they’re in roles that align with their strengths and interests. Strength based interviews help ensure a better match between the person and the job, reducing the risk of burnout or dissatisfaction.
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Competency based: A candidate might have performed well in a role, but it doesn’t mean they enjoyed it or would thrive in a similar position.
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Strength based: Helps identify what motivates candidates, ensuring they are placed in roles where they are more likely to feel fulfilled.
A more inclusive approach
Competency based interviews often favor candidates who have had access to certain types of opportunities or training. This can unintentionally disadvantage individuals from non-traditional backgrounds or industries. Strength based questions, however, focus on innate abilities, creating a more level playing field.
Example: A candidate without formal leadership experience might still demonstrate a natural talent for inspiring and organising others through examples from volunteer work, hobbies, or personal projects.
It’s also important to show that you’re listening in an interview by asking the interviewer questions, read our guide on good questions to ask in an interview.
> How to prepare for strength based interview questions
It can be harder to prepare for strength questions, but that doesn’t mean it’s impossible. Preparing for a strength-based interview requires self-reflection, storytelling, and authenticity to showcase your natural talents and what energises you most.
To prepare, start by identifying your strengths—those activities or tasks that you genuinely enjoy and find easy to excel at. Reflect on moments when you’ve felt truly engaged and successful, whether in work, school, or personal pursuits, as these often reveal your core strengths.
Think about what motivates you: Is it solving problems, helping others, working independently, or being part of a collaborative team? Make a list of these strengths and match them to the job description to align your answers with the role.
Next, practise articulating your strengths in a way that demonstrates their impact. For example, if organisation is a strength, explain how you naturally take the lead in planning and coordinating tasks to achieve success.
Strength based questions often focus on what you enjoy, so be prepared for queries like “What tasks make you lose track of time?” or “What do you love doing, and why?” Your answers should reflect genuine enthusiasm—interviewers will pay attention to how your energy shifts when discussing what excites you.
Authenticity is key; trying to fabricate strengths or guess what the interviewer wants to hear can backfire. Strength based interviews are less about rehearsed, polished responses and more about how naturally and enthusiastically you communicate your preferences and talents.
Body language and tone are as important as the content of your answers, so let your excitement show. To prepare further, practise answering common strength based questions aloud, either with a friend or by recording yourself, to ensure your responses sound natural.
It’s also important to balance your answers by acknowledging areas where you might need support, as no one excels at everything. For instance, you might say, “I thrive in creative problem-solving, but I know I sometimes need more time when tackling tasks requiring detailed analysis, so I make sure to plan accordingly.” Such self-awareness demonstrates maturity and a willingness to grow.
Additionally, familiarise yourself with the company culture and values, as this will help you connect your strengths to what the organisation is looking for.
Finally, prepare a few examples from your experiences that illustrate how your strengths have positively impacted outcomes. For instance, if you’re naturally empathetic, share a story of how you improved team dynamics by understanding and addressing others’ perspectives. These anecdotes add depth to your responses and make them memorable.
Remember, strength-based interviews are designed to uncover what you love doing, so approach them with confidence and a willingness to be open about what truly drives and excites you. By preparing thoughtfully and staying authentic, you can leave a strong impression and show the interviewer that your strengths align with both the role and the organisation.
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