The Interview Isn't About the Questions: What Hiring Managers Are Really Trying to Learn

Part 2: Interview Questions Through a Hiring Manager's Eyes

Interview Questions You Should Never Memorize

In my last blog, I shared what it was like to go from interviewing candidates for more than 25 years to suddenly becoming one.

I thought I understood interviews.

After all, I'd been asking many of the same questions for years.

Then I found myself sitting on the other side of the table.

That's when I realized something.

The questions aren't really the hard part.

Understanding what employers are trying to learn... that's the hard part.

So let's keep pulling back the curtain.

Today, I want to talk about two questions that almost everyone gets asked.

Not because there's one perfect answer. There isn't.

But because your answer often reveals much more about you than you realize.

"What's Your Biggest Strength?"

This question always made me smile.

Literally. I never planned it. I never even realized I did it until I became the one being interviewed. Before I answered, I smiled. Looking back, I think that smile told part of the story. It said I was comfortable talking about what I brought to the table.

Now, did I always give the same answer?

Not at all.

Sometimes I'd say I was action-oriented. I like getting things done. If there's a problem, I want to solve it. If there's a project, I want to move it forward.

Other times, that wasn't the right answer.

If I was interviewing for a leadership role, I might talk about building high-performing teams.

If collaboration was at the heart of the role, I'd talk about bringing people together and creating alignment.

One thing I learned is that there isn't one "right" strength.

The best answer depends on the role, the company and the conversation you're having.

As a hiring manager, I wasn't looking for someone to tell me they were hardworking or organized. Almost everyone says that. I wanted to know if they genuinely understood what made them valuable. Could they connect their strengths to the role they wanted?

That's what stood out.

"What's Your Biggest Weakness?"

I approached this question very differently.

You probably wouldn't notice it unless you were paying close attention.

Before I answered, I usually took a deep breath and held eye contact for just a second longer. Why?

Because I wanted the interviewer to know I wasn't reaching for a rehearsed answer. I was thinking about it. I was taking the question seriously.

For a while, my answer was that I could be impatient.

Not impatient with people. Impatient with progress. I like momentum. I like moving things forward. Positive Persistence.

Over time, I realized that not everyone moves at the same pace, and good leadership isn't about expecting everyone to think the way I do. It's about listening. It's about bringing people with you. It's about knowing when to push and when to pause.

That's something I've consciously worked on throughout my career, and honestly, I still work on it today.

To me, that's what employers are really trying to understand.

Not whether you have a weakness.

We all do. They're trying to understand whether you know yourself. Whether you've reflected on your experiences. Whether you're actively trying to become a better teammate, leader or professional.

One piece of advice I always give my students is this:

Don't choose a weakness that's a genuine red flag for the role.

If you're interviewing for an accounting position, don't tell them you're careless with details.

If you're interviewing for a project management role, don't tell them you're always late.

Choose something real.

Then spend more time talking about what you've learned than talking about the weakness itself.

That tells me far more than the weakness ever will.

One Final Thought

If there's one thing I hope you take away from this, it's that interviews aren't about finding the "perfect" answer.

They're about helping someone understand who you are.

Interviewers don't just remember your answers. They remember the person who gave them.

That's why I spend so much time helping students and emerging professionals build confidence before we ever start practicing interview questions.

Because confidence isn't about memorizing the right words.

It's about knowing your story well enough that you can simply be yourself.

Coming in Part 3...

We'll tackle two more interview questions that almost everyone gets asked:

• "Where do you see yourself in five years?"

• "Do you have any questions for me?"

One is about your future.

The other might be your biggest opportunity to leave a lasting impression.

And I have a story about both that completely changed the way I think about interviews.

Thinking about your own next chapter?

Whether you're preparing for your first internship, your first full-time job, or your next career move, Campus to Career helps students and emerging professionals build confidence through practical, employer-informed coaching.

If you're ready to take the next step, I'd love to help.

About the Author

Heather Goldsmith is the founder of Campus to Career, where she helps students, recent graduates, and emerging professionals confidently transition from school into the workplace. Drawing on more than 30 years of corporate leadership and hiring experience, she provides practical, employer-informed coaching in career strategy, résumé development, LinkedIn optimization, networking, and interview preparation.