Unpacking the “Failure” Question: What Hiring Managers Really Want to Hear

As a hiring manager, one of the most insightful questions you can ask a candidate is, “Can you tell me about a time when something didn’t go according to plan?” But what are you really looking for in their response? Here’s a closer look at what you should be hoping to hear and how candidates can effectively prepare for this type of question.

Why the “Failure” Question Matters

When you ask about a past failure or setback, your goal isn’t to catch candidates off guard or to judge them harshly. Instead, you’re seeking to understand several key aspects of their character and professional growth:

  • Resilience: How do they handle adversity and setbacks? Are they able to recover and continue moving forward?
  • Self-Awareness: Are they able to reflect on their experiences critically and acknowledge their role in the outcome?
  • Learning and Improvement: Did they take something valuable from the experience? How has it influenced their subsequent work?

What You’re Really Looking For

When evaluating responses to the “failure” question, keep these pointers in mind:

  • Context and Impact: The candidate should provide a clear and concise explanation of the situation. This doesn’t mean they need to recount every detail, but enough to understand the gravity of the situation and their role in it.
  • Ownership and Responsibility: A strong response involves taking personal responsibility without deflecting blame. Candidates should avoid excuses related to lack of time, resources, or other external factors. They should focus on what they could have done differently and what steps they took to address the situation.
  • Learning and Growth: Look for a demonstration of what they learned from the experience. How did it shape their approach to similar situations in the future? Did they implement changes that led to better outcomes?

Tips for Candidates Preparing for This Question:

  • Choose a Real, Impactful Example: Pick a scenario that was significant but not catastrophic to your career. This ensures the story is relevant and provides enough substance without being too dramatic.
  • Be Clear and Concise: Explain the context succinctly. The focus should be on the situation itself, what went wrong, and the aftermath, rather than a long-winded backstory.
  • Accept Responsibility: Acknowledge your role in the failure. Even if external factors played a part, emphasize what you could have done differently and how you addressed your part in the situation.
  • Highlight What You Learned: Discuss the lessons learned from the experience and how these lessons have been applied in your subsequent work. This demonstrates growth and an ability to adapt.
  • Practice, But Stay Genuine: Rehearse your answer to ensure clarity and coherence, but keep it natural. Authenticity is key; your response should reflect true experiences and personal growth.

The “failure” question is a valuable tool for understanding how candidates handle challenges, reflect on their experiences, and evolve professionally. By preparing for this question thoughtfully, candidates can present themselves as resilient, self-aware, and capable of learning from their experiences. As a hiring manager, appreciating these responses can help you identify individuals who will not only overcome future obstacles but also thrive and grow within your organization.

Scott White is an EVP and Principal Recruiter at HireMinds.  He has over two decades of professional executive recruiting experience.

He specializes in placing communications, marketing, investor relations, and patient advocacy professionals in many industries. Most of his work is in the pharma, biotech, and medical device sectors. He works with clients and candidates across the country.

Scott is a frequent lecturer at universities and professional associates where he shares tips on how to write cover letters, resumes and LinkedIn profiles, how to leverage your network and how to prepare for interviews.