{"id":18,"date":"2006-05-10T13:57:47","date_gmt":"2006-05-10T18:57:47","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/?p=18"},"modified":"2006-05-10T13:57:47","modified_gmt":"2006-05-10T18:57:47","slug":"a-weakness-is-just-the-flip-side-of-a-strength-taken-too-far","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2006\/05\/a-weakness-is-just-the-flip-side-of-a-strength-taken-too-far\/","title":{"rendered":"“A weakness is just the flip side of a strength taken too far”"},"content":{"rendered":"

Good article from vault.com<\/a> titled Answering the Weaknesses Question<\/a>. I want to take a different tact on this article’s main point. First, if you are using interviews as a second step qualifier in your hiring process, an article like this one ought to give you pause. The article is a deep analysis of strategies to answering an interview question many companies use today.<\/p>\n

But back to the point – Jerry Houser illuminates a great truth which is the title of this post. His further comment is just as insightful, “Strengths and weakness are situational. You have to know how to read your environment and use or moderate your skills in context.”<\/p>\n

I want to divert from the gist of the article to apply Mr. Houser’s comments to writing an effective employment ad. More specifically, an effective sales employment ad. We track many ads and consistently see skill descriptions that would take 3 different salespeople to complete.<\/p>\n