Exploring self-awareness in job interviews
We mentioned it last week- it’s one of the classic interview questions – what’s your biggest weakness? Lots of people ask it, most people hate it, and usually the candidate flips it on its head to make it a positive anyway (I’m a perfectionist, I can’t leave things unfinished, etc.)
But the reality is, no one is 100% perfect for any role, so there will always be some gaps.
Personality insights can help you have a powerful conversation with candidates around these gaps and really start to understand the impact they might have on the role.
In last week’s blog, we explored the benefits of bringing personality profiling into the hiring process, shaping your interview and questions to leverage personality data to really understand the person.
This week, we want to go on step further and get into the dark side – uncovering weaknesses, blind spots, bias, underlying preferences and more - deep diving with tips on how to explore them properly.
How does personality play a role?
We all have a personality. This underpins our motivations and behaviours – which means there are some things we naturally align to and some we don’t.
Your personality is a complex mix of different characteristics that help understand who you are, how you behave and respond, and how you connect with others. It’s never about saying someone can or can’t do something, it’s not linked to skills or aptitude – it’s just about how you naturally love to operate, and on the flip side the things that don’t resonate with you.
Doesn’t mean we can’t do it – it’s just not something that gives us energy and we have to work a little harder at. This point is important – it’s not a can or can’t do, it’s about easy wins vs areas that need a little more effort.
For instance, an introverted person can present in front of a crowd, lead meetings, or network—but it’s likely to feel draining and require more preparation or recovery time. An extrovert may naturally enjoy and be energised by those same activities. This doesn’t reflect skill or ability—it reflects energy alignment and natural preference.
Uncovering this is what’s actually important.
At TALY, we make it easy to integrate these insights into your daily work - especially during the recruitment process. Personality profiling is the key to unlocking stronger, more harmonious teams.
Curious to learn more? Let’s chat about how TALY’s tools can help you navigate the complexities of workplace conflict.
Get in touch or book a demo today.
How to explore personality gaps in interviews?
If a candidate doesn’t immediately seem to fit the bill, the interview is far from over- in fact, the fun is just beginning!
This is a really rich opportunity to delve further into how they manage and respond to their traits. Look out for some of the following signs:
Look for self-awareness
A candidate who can clearly articulate what energises them, where they feel stretched, and how they navigate challenges is far more likely to adapt, grow, and succeed in a role. Self-awareness signals emotional maturity and the ability to take ownership of one’s development—which often matters just as much as experience or technical skill.
Look for examples around where habits have been built to round this out
It’s also valuable to look for real examples where a candidate has built habits to work around their less natural tendencies. Maybe they’ve developed a system to stay organised in a fast-paced role, or set regular check-ins to stay connected in a more independent environment. These kinds of proactive behaviours show they’re not just aware of their personality gaps—they’re actively managing them. Habit-building is a strong indicator of adaptability and resilience, which can be just as important as natural alignment.
Stress test these with case studies
When assessing personality fit, real-life case studies are key. They ground a candidate’s self-awareness and adaptability in action—not just theory. Ask for specific examples of how they’ve navigated a challenge, adapted to a different working style, or succeeded in an environment that didn’t come naturally. These stories offer insight into how they apply their self-knowledge, build habits, and problem-solve in the real world—far more telling than generic statements or hypotheticals.
Keep an eye on it once they start
As an interviewer, it’s important to observe how a new hire’s behaviour aligns with the expectations of the role. If you notice discrepancies between their natural tendencies and the requirements of the job, don’t wait for issues to escalate—have an open conversation with them early on. Approach the discussion as a collaborative effort, not as a critique. This is a chance to identify where their strengths can be leveraged and where they may need support to close any personality gaps.
Whether it's adjusting how tasks are communicated, offering more structure, or finding strategies to help them navigate areas they find challenging, the goal is to set them up for success. By addressing these differences proactively, you help ensure that your new hire not only meets the role's demands but also thrives within your team.
Ultimately, understanding personality fit in recruitment is about recognising that people are more than just their skills and experience—they bring unique behavioural tendencies that influence how they perform and interact with others.
As an interviewer, it's essential to focus on self-awareness and the ability to adapt, looking for candidates who can identify their strengths and areas for growth.
By exploring these gaps through thoughtful questions, real-life examples, and ongoing support, you not only help your hires succeed but create an environment where everyone can thrive!