Job interviews are usually about an applicant making a case for why they’re a great asset to the organization and a great fit for the role. They’ll tout their past achievements, education, experience, and personal characteristics.
But employers also have an interest in understanding an employee’s weaknesses and past failures.
Of course, these are tidbits savvy applicants are pretty good at hiding. But data suggest that many employers aren’t even trying to get that information.
A recent study by Kickresume, an AI-based career tool, revealed that less than a quarter (22%) of companies are interested in learning about candidates’ past failures during job interviews. While questions about past failures may seem unconventional or uncomfortable, they offer employers invaluable insights into how potential hires handle adversity and learn from mistakes.
The Value of Failure in Shaping Stronger Employees
Failure is an inevitable part of personal and professional growth. As Kickresume CEO Peter Duris explains: “We’ve all messed up at some point; it’s how you handle it that really matters.” While job seekers might be hesitant to share stories of failure, fearing they could appear unqualified, these experiences often demonstrate resilience, problem-solving skills, and the ability to learn and adapt. For employers, these qualities are critical indicators of future performance.
Challenges in Discussing Failures
Despite the benefits, eliciting honest responses about failures can be challenging. Many candidates are naturally guarded, worried their admissions might harm their chances. This reluctance may explain why only 22% of companies prioritize such questions. However, by creating a supportive interview environment, hiring managers can encourage open dialogue. Framing questions to focus on lessons learned or improvements made can help applicants feel less defensive.
Turning Failures into Wins
Employers who explore candidates past mistakes should look for signs of accountability and resourcefulness. A thoughtful response to a question about failure can demonstrate humility, emotional intelligence, and a proactive mindset. For instance, a candidate who shares a story about missing a key deadline but then outlines how they overhauled their time management approach could be more valuable than one who avoids admitting mistakes altogether.
Discussing failures doesn’t have to be a deal breaker—in fact, it can be an opportunity to uncover a candidate’s true potential. For HR professionals and hiring managers, asking about past failures could be the key to finding employees who aren’t just skilled but also resilient, adaptable, and ready to grow.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.
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