A recent study of over 500 business leaders addressed what makes an employee stand out. The number one thing leaders said? It wasn’t how late someone stayed at the office. It wasn’t their skill set. It wasn’t their ability to liaise with clients.

It was personality.

But when leaders said “personality,” they didn’t mean whether someone is introverted or extroverted. They meant the deeper, underlying abilities the person demonstrated—their emotional intelligence.

They meant things like this:

1. You Don’t Wait to Be Asked

Instead of waiting to be told what to do, you take action. If you don’t know exactly what to do, you do what you think is best and then take responsibility. You’re proactive and willing to take risks. It’s more important to you to contribute than to wait for step-by-step instructions.

2. You Don’t Gossip

Regardless of how you feel about your boss or co-workers, you keep your opinion to yourself at work. If you need to vent or process, you do so with people outside the office. If you have a real issue with someone at your job (including your manager), you address it with him or directly. You don’t gossip; you communicate.

3. You Do What You Say You Will

You send the email you said you’d send. You follow up with the client you said you’d run point on. You meet deadlines.

If you don’t have the bandwidth for a project, you don’t take it on. You have a strong sense of what you can do in what timeframe, and you stand by that. You’re comfortable saying no because you know that leads to the bigger “yes”—integrity.

4. You Give Value

When people on your team do well, you tell them so. You’re vocal in your support of both of co-workers and superiors, and genuinely excited when someone else succeeds. People want to work with you because they feel uplifted being around you. You’re collaborative, not competitive.

5. You Offer Proposals, Not Suggestions

Instead of just criticizing or brainstorming, you give concrete alternatives. You don’t force your opinion, but rather offer well-researched proposals about what you think should be done. You have a sense of the overall scope of what a change would entail (beyond just your department) and how you can contribute. You’re committed to overall success of your organization, not just your own advancement.

Being exceptional at work isn’t something you’re born with—it’s something you grow into. You begin by taking stock and then taking action.

It’s never too late to start standing out.

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A job interview is all about presenting your best self—which is why answering “What’s your biggest weakness?” is pretty difficult. There’s no other question that feels like more of a trap.

If you’re too honest, you might scare the hiring manager and blow your chances of getting the position. But if you’re not honest enough, you’ll lose credibility.

Well, the first thing to keep in mind is why the question’s being asked—and it’s not to trip you up. Instead it’s to see if you’re self-aware enough to recognize a flaw, and then self-motivated enough to fix it. Today’s feedback on your weakness is tomorrow’s feedback on an important team project that’s not coming together.

So, to help you out, I’ve rounded up the most common, cliché, and fake-sounding “biggest weaknesses,” along with some suggestions for what to say instead.

1. Instead of “Perfectionism,” Say…

“I tend to get caught up in the little details, which can distract me from the ultimate goal.”

You might be a perfectionist, but your interviewer has heard this answer a billion times (and from plenty of people who aren’t actually perfectionists, I might add).

However, by presenting the symptoms, rather than just naming the affliction, you’ll sound much more sincere.

Follow this answer with an example, such as:

When I was a junior web designer at Harold’s Hats, I was asked to revamp our size guide and make it more fun and visually interesting. Unfortunately, I became so fixated on finding the perfect font that I missed the deadline.

Next, describe how you’re working to solve the issue. (Hint: This answer will work for almost every perfectionist.)

These days, I break each project down into mini-tasks, each with their own deadline. If I spend too long on an individual thing, I set it aside and move on to the next one. Usually, by the time I come back to the imperfect piece, I can be more objective about whether or not it needs more work.

2. Instead of “Overly High Standards,” Say…

“It can be difficult for me to gauge when the people I’m working with are overwhelmed or dissatisfied with their workloads.”

Saying that you expect too much from your team will score you an eye roll or two from your interviewer. Instead, explain how your delegation skills could be better.

After providing an example, say something along the lines of:

To ensure that I’m not asking too much or too little from my subordinates, we have weekly check-ins. I like to ask if they feel like they’re on top of their workload, how I could better support them, whether there’s anything they’d like to take on or get rid off, and if they’re engaged by what they’re doing. Even if the answer is “all good,” these meetings really lay the groundwork for a good and trusting relationship.

3. Instead of “Workaholism,” Say…

“I need to get much better at knowing the difference between working hard and working productively. It’s easy for me to fall into the trap of thinking that long hours in the office mean I’m getting a lot done. But unsurprisingly, I actually do my best work when I’m not super tired or stressed.”

Let’s face it: In today’s office, workaholics get pats on the back, not admonitions to take it easier. Claiming to be one (whether it’s true or not) sounds like you’re bragging.

Next, tell your interviewer about a time when you pushed yourself too hard and the results weren’t good.

Then, prove you’re managing the issue by saying:

I’m making a huge effort to work smarter, not longer. I’ve begun responding to emails in batches so I don’t waste hours every day sorting through my inbox. I write down five goals every morning so that I’m focused on the priorities. I try to take my meetings outside so that I get some fresh air and exercise while we talk. These productivity changes have helped me compress the amount of work I accomplish into fewer hours—which also means I can produce higher-quality work.

4. Instead of “Public Speaking,” Say…

“I’ve heard that more people are scared of public speaking than death. Well, I wouldn’t say my fear is that extreme, but I definitely find it challenging to present my ideas in front of a crowd. As you can imagine, this has proven to be a career obstacle.”

Public speaking didn’t used to be such a common answer, but it’s definitely getting more popular. You can still use it, but flesh out your answers with examples so that your interviewer knows you’re being truthful.

Then explain what you’re doing to get better, like so:

I recently joined the local Toastmasters club. We meet every Friday night, and it’s actually become one of the things I look forward to each week! In addition, I regularly volunteer to speak at team meetings. Even though they’re small, they’re definitely helping me feel more comfortable sharing my ideas. All of this experience has made it far easier to explain to a room that, say, we need to invest in big data software.

With these genuine alternatives to over-used answers, you’ll never have to fear the “biggest weakness” question again.

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1. Google

(i) Interns Recruitment at Google

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2. Equity Bank

(i) Public Relations Officer

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(ii) Web Content Officer

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(iv) Communication Officers Media

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3. Airtel

(i) Head Fraud & Investigation

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Skills are a form of currency in the working world. The more skills you have, the more valuable you are as an employee, which means you’ll be more attractive to more potential employers, you’ll be able to make more money, and you’ll be able to do more once you land your ideal position.

Unfortunately, many workers immediately zero in on niche skill sets that are only useful for their specific area of expertise—for example, a coder might learn techniques for dozens of different programming languages. This is good, as it makes you a better fit for those specific positions, but there are some general skills that are far more important.

These seven skills serve as fundamental pillars for any individual in any position. Employers look for these as a foundation more important than any niche skill set, and employees with these skills almost always do better than their counterparts.

1. Effective Communication

No matter who you are, where you work, or what line of work you’re in, communication will be a critical factor in your ultimate success. It might be communicating information to a client, communicating your needs to a supervisor, or collaborating with your peers. It might be mostly phone-based, mostly written, or mostly face-to-face. In today’s world, the forms of communication are practically limitless, but the baseline skills responsible for ensuring that communication’s success are fundamental. Say what you want to say concisely, accurately, and appropriately, and try to maximize the effectiveness of your messages by choosing the proper mediums for them.

2. Organization and Management

Organization skills help you better handle the responsibilities before you and ensure they are executed properly. Being organized means you’ll be more likely to get to work on time, more likely to prioritize your tasks effectively, and more likely to seek proactive solutions to problems before they even become problems. Management skills are also useful in any position, even when you aren’t directly managing other people. For example, you’ll be able to better manage your resources, better manage your time, and better manage your workload. Without organization and management skills, even the most capable workers often fall behind or make critical mistakes.

3. Negotiation

Negotiation, as a skill, comes from equal parts persuasion and confidence (which I’ll touch on later). It’s a useful tool to have in almost any position, and having it during the job interview process can also guarantee you get the best position possible—for example, if you negotiate strongly, you could earn yourself a higher salary or more competitive benefits. In the context of a job, you can use negotiation skills for obvious purposes like securing new clients or striking deals with potential partners, but it’s also useful in getting last-minute help, decreasing potential points of resistance, and lowering total costs of operation.

4. Critical Thinking

Critical thinking is a process of problem solving that allows you to find and address potential weaknesses or fault points in a given environment. It allows for more creative solutions to potential problems, faster assessment of bad situations, and greater pattern recognition in large systems, and its applications are practically infinite. Critical thinkers are capable of acknowledging, analyzing, and solving problems without much—if any—outside influence, and they’re always looking for possible improvements to add to the system.

5. Teamwork and Delegation

While some positions rely on collaboration more than others, you’ll always have some level of teamwork to manage in the workplace. When you first start off, that might mean working with your supervisors and a few of your peers, but in your future, it could mean delegating work to your subordinates. Knowing how to work with others effectively and how to play to individuals’ strengths is a key skill necessary for success in this area. The better you know how to work in groups, the better you’ll be able to collectively perform. Without teamwork skills, you’ll end up slowing the operation down.

6. Research and Analysis

Research and analysis skills come into play for nearly every conceivable position. Marketers need to research and analyze their campaigns for possible effectiveness. Salespeople need to research and analyze their potential leads. Engineers need to research and analyze potential new technologies. Even personal assistants need to research and analyze various travel plans. Being able to quickly find information, review that information, and recognize key patterns is essential for practically any job function.

7. Confidence

Confidence might seem like a trait, but it can be gained, honed, and developed just like a skill. You can increase your confidence in some areas through sheer practice; the more often you do something, the more confident you’ll be in doing it. In other areas, confidence can be a product of your practiced habits. For example, if you work on improving your body language, improving your elocution, and thinking positive thoughts, you’ll naturally come across as a more confident person, and you’ll feel more confident in your regular actions. Confidence leads to greater respect, greater precision, and greater efficiency all around.

Some of these skills develop naturally over time as you gain experience in the professional world, but for the most part, you’ll need to seek them, acquire them, and hone them like you would with any other skill. Dedicate yourself to improving each of these individual areas, and maximize your chances of getting hired and succeeding in your position

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When you interview for a new position, much of the conversation focuses on you and how you’d fill the given role and meet the expected qualifications. As a result, you spend a lot of time selling yourself and your skills.

But choosing to take a new job isn’t just about what you will do for the company— it’s also about whether the company is a good fit for your professional goals and day-to-day happiness. You’ll spend roughly 40 hours a week at work, so you need to make sure this job is one in which you’ll flourish.

To find out if a company or role is the right fit, ask these 10 questions.

1. What Are Your Expectations for This Role?

You need to get a sense of what you’re in for with this new position, particularly what will be expected of you during the first three months on the job. “Asking about quarterly goals for the position is key to setting yourself up for success before you even accept an offer,” says Lindsay Shoemake, founder of career lifestyle site That Working Girl. “If your interviewer or potential manager doesn’t seem to provide a clear answer, that might be a red flag that they haven’t set clear expectations for the position.”

A related follow-up: “What is the biggest challenge I would face in this position?”

“Many interviewers will respond to this question by providing you with an honest overview of company politics that will help you to evaluate whether you can succeed,” says Joe Weinlick, senior vice president of marketing for Beyond.com. “If the answer is, ‘You won’t have any challenges,’ beware! There are always challenges, and you may want to dig deeper before accepting a position.”

2. What Personalities Flourish Here?

This question is a must. Most managers can easily identify the type of person who would be successful in their organizations. Their answer will give you a better sense of whether you would be a good fit within the organization, says Jenn DeWall, a certified career and life coach. “It’s best to know this early on versus fighting to fit in and be the type of personality you’re not,” she says.

3. What Personal or Professional Development Opportunities Exist?

Learning about a company’s commitment to development can signal how much the organization values its employees, says Maria Katrien Heslin, founder of Business Boostcamp. “For example, there are some organizations that do not provide training or time off for professional development. Some have overly strict policies on employees being able to attend conferences,” she explains. “Organizations like this most often are pretty old-school in their management approach.”

4. What’s the Typical Career Path for This Position?

“For those who are goal oriented, it’s important to know up front what you’re working toward,” DeWall says. “If you are eager to climb the corporate ladder and develop your resume and an employer indicates there aren’t career advancement opportunities, the position may be a dead end for you and your career goals.”

Definitely something you’d want to know before taking a position that could lead you nowhere—and back on the job hunt in a couple of years.

5. What’s the Company Culture Like?

Whether you’re interested in a job that allows for flex time or you’d like to be able to bring your dog into the office, you need to find out what the company culture is like before you’re hired. DeWall advises asking about the organization’s take on work-life balance and what a typical workday looks like.

Of course, you don’t want to come off as unprofessional, so you might not want to ask straight up about working remotely and whether you’re allowed to dress casually in your first interview, but these key elements might be important to find out if you have an offer in hand.

“By asking about office culture you should get the answers to your questions,” says Erik Bowitz, senior resume expert at Resume Genius. “The ability to dress down and work remotely are valuable benefits for today’s graduates entering the workforce,” and companies are trying to entice the best and brightest with more modern policies.

6. Do You Have a Bonus Program?

“Don’t be bashful about asking about compensation,” Bowitz says. He advises job hunters to get all the details on their pay—from base salary to bonus programs and equity—before accepting an offer, even unofficially or verbally. “Remember you both are bringing value to the table, and so you should never feel lower or disadvantaged being the interviewee.”

Joseph Terach, founder and CEO of Resume Deli, also advises not being shy when asking about benefits, especially how much you’ll have to contribute to medical and dental coverage per month and how the 401(k) vesting and matching programs work. At the end of the day, you’re working to get paid, so you need to be sure the compensation is adequate.

7. Why Do You Like Working Here?

The answer to this question can be quite telling. “This is a good question to ask the interviewer because it’s unexpected and the response can be revealing,” says career consultant Melissa Cooley, founder of The Job Quest. “While most folks will pause before answering because they aren’t anticipating the question—which is a normal reaction—others may stumble all over their words. If an interviewer has a challenging time forming an answer, that’s worth noting.”

Some interviewers may give a boilerplate response when asked about company culture, says Weinlick says. But with this question, you’ll get an immediate emotional and verbal reaction. “If the response tells you the person isn’t excited to go to work, then ask yourself if you are likely to be any different,” he adds. “Ideally, the interviewer will paint a picture of why you would want to work at the company.”

8. What Values Are Important to Your Company?

Getting a sense of the company’s values is extremely important, says Ethan Austin, co-founder of GiveForward: You want to find out whether there’s a common mission or goal that employees collectively work toward—and whether it matches your own values. “If different interviewers give different answers to this question, it’s a red flag to the interviewee that the company is not aligned around a clear mission,” he explains.

John Fleischauer, senior talent attraction manager for Halogen Software, agrees. “What you’re looking for is a response where the interviewer can explicitly communicate, with examples, how the organizational culture is intentionally reinforced across the employee life cycle,” he says. “In other words, if exceptional customer service is a cultural value, the importance of wanting to help or serve clients and meet their needs should be included in all job descriptions as a core competency.”

9. What Do You Think Are the Top 5 Assets of This Company?

This is a bit of a trick question, but the answer will give you further insight about what it might be like to work at the organization and how the company values its personnel.

“One of the responses should be, ‘Employees,’” Cooley says. “If the people who make the products or provide the service are mentioned as an afterthought, or not at all, a candidate should really wonder how that would impact the way the company treats them.”

10. Where Will I Sit?

It might sound silly, but literally seeing the office or cubicle in which you’d spend five days each week is very important for assessing your quality of life at the company. “It’s a mistake not to ask to see where you’ll be sitting: Imagine taking a job only to find out on day one that you’re in a windowless basement,” Terach says. Not the kind of surprise you want, right?

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You’ve applied for enough jobs to know some of most common interview questions that hiring managers ask (e.g., What are your current work duties? Why are you looking to leave your current job? What are your professional goals?).

You also know that toward the end of the interview, it’ll be your turn to ask anything you’re wondering about when it comes to the role or the company.

Some people struggle with this portion, especially if they feel like their questions have already been answered. But, that’s exactly why you should always have a few ready that are nearly impossible for the hiring manager to cover before you bring them up.

One simple strategy to making sure you have a few of those surefire options ready is to turn the spotlight back on the interviewer: Ask him the same questions he asked you.

Want to see it in action? Here you go:

1. Why Are You Interested in Working for This Organization?

The hiring manager wants to know your motivation behind applying for the job, and what you’re hoping to get out of working there. This question probes into your ability to research the organization, its history, its mission, the industry, and what sets it apart from the competition. However, it’s not just a test to see if you did your homework; it’s about learning if you’re more excited about the day-to-day tasks, changing sectors, rather than the on-site gym and free lunches. You can see how to better answer this here.

Question You Should Ask Back: What Made You Decide to Work Here?

Take the opportunity to gain a better understanding of why the interviewer came on board; and more importantly, what has influenced her to stay. You’ll want to work somewhere where people are motivated and driven by the mission. If the person who’s already at the company doesn’t seem passionate about her work, it’s a red flag.

2. Where Do You See Yourself in Five Years?

The hiring manager’s seeking a better understanding of your long-term goals. While you don’t have to pledge that you’ll be at the company five years from then (and please don’t say, “In your job!”); you can ease the hiring manager’s worries of just passing time until your big break at a company you’re really excited about comes through. You can see more on answering that here.

Question You Should Ask Back: Where Do You See the Organization in the Next Five Years?

Does the hiring manager seem optimistic and discuss growth? Does he foresee any major changes in the industry? Is he sharing shifts for the department or the company as a whole? Or, does he seem pretty disconnected and stunned by your question or even somewhat unsure where the company where the company will be?

3. Can You Walk Me Through Your Typical Workday?

Hiring managers are probing for two things. First, they want to know how your current workday relates to the job you’re applying for. Second, they’re judging your ability to communicate effectively when asked for a rundown of your duties. Shine in your interview by giving a clear play-by-play, being sure to discuss any tasks you lead. This demonstrates that you’ll be a great ambassador for the prospective organization, too.

Question You Should Ask Back: How Do You Envision a Typical Day in This Role?

This is an opportunity for you to learn about daily life in the position you’re applying for. If the hiring manager rattles off the job description verbatim, it’s a sign that she might not have it all figured out yet, which could affect your first few weeks on the job.

4. Can You Tell Me About a Time When You Had to Deal With a Difficult Person?

The interviewer wants to learn how you resolve conflicts. Not only is he looking for a (brief) explanation of the problem; but above all, he’s looking for a glimpse into your resolution process. If you can demonstrate good use of soft skills, it’ll make a much stronger impression that blaming someone else.

Question You Should Ask Back: Can You Tell Me How You Resolve Conflict on Your Team?

This is a question to pass right back to the hiring manager. If you’re interviewing your prospective supervisor, you’ll learn about his management style, specifically how he addresses people and teams when things go awry. So, take particular note of the details that this person provides: What kind of example does he give? How would you respond to that approach if you were part of a similar conflict?

5. Why Should I Hire You?

The hiring manager wants to you to identify how your skills intersect with the demands and priorities of the role, as well as how they’ll contribute to the organization as a whole. Come prepared with concrete reasons why you can do the job, as well as a big dose of confidence. Make it clear how your unique skill set and background will allow you to succeed in this role.

Question You Should Ask Back: Do You Have Any Hesitations About My Qualifications?

Translation: Why do you think you should hire me (or, is there something holding you back)?

This is the time to find out if the hiring manager has any concerns about your candidacy. And if she shares any, be sure to address them! This shows that you aren’t afraid to ask tough questions, that you’re confident in yourself, and that you don’t mind constructive criticism.

When the time comes, you should always have a list of questions ready. Strive to ask them in a way that welcomes honest, meaningful dialogue between you and the hiring manager. It’ll demonstrate curiosity about the job, and help you gain insights into what working at the company is really like.

Credit : themuse.com