"biggest failure" help

[fcekinghell]

I'm trying to think of a biggest failure competency example for upcoming interviews for a secondment (first management position in govt department). I haven't done well at this question before and I'm really struggling to think of examples that don't make me look completely incompetent. I also need examples that don't sound like something a younger employee would come out with, I want to give an example that shows seniority. I'm so stuck!

All I can think of is talking about having to deliver a presentation and there was a power cut and I could not use the IT and I hadn't brought any notes/handouts....does that sound good or a bit weak?

Does anyone have examples of answers they gave?

What’s the exact question they ask , not familiar with the govt questions .
I’m assuming something that went wrong and you fixed it or learnt from it ?

What did you do in that example?

I wouldn't use that example because it was totally out of your control. Think of something that demonstrates you learnt from the situation...

I've had several interviews in this department so I have a good idea of the type of questions they use, the failure one has come up a few times before and I always get stuck at it.

In the presentation example, I'd say I'd failed to be more prepared for that scenario. eg I only had my presentation on a memory stick so in future I'd take print outs etc

I was asking because I don’t know the question !
I think you could make a good example out of it , it would need padding out . What happened when the power went , did you just have to stop altogether or were you able to wing it a bit ?

If you're going for a management position I'd suggest an example where someone you worked with (or ideally task managed) got something wrong and you didn't spot it, then had to work with them to remedy the situation.

I've just thought of another example that might be better....

In my current role, I am responsible for administering funding to external organisations (trying to be vague so I'm not outing myself or my company). I got this application in that was for a ridiculous amount and I fedback to the applicant that the application needed some changes (again being a bit vague but I was polite and professional at all times)

The applicant did not take it well and withdrew their application completely and spread the word that our department was not helpful at all, so in short, we were being made to look bad.

I realised that part of the problem may be a lack of understanding of the fund, it's purpose and of the application process. I realised it was my responsibility to provide that information so I made contact with the applicant and offered to come out to their all staff team meeting to give a wee training session on what the funding was for, how to make a successful application, made up some example application forms for them to refer to and made sure I was present to answer any questions they may have.

This had the result of them starting to submit applications again. It also led to other organisations asking if I could do short training sessions for them too. This helped to expand my network, present my organisation in a better light, and raise awareness of this funding that we offer external partners / charities.

Does this sound a better example?

Yes much better!

Perfect example

Yeah, your second example sounds much more suitable

Have they specifically asked you to prepare for a question about failure? Or are you trying to prepare for all eventualities?

I always find it a rather negative and potentially 'judgemental' (negatively) way of assessing someone that they are asked to expose a failing/weakness, and discussing in terms of something they've done wrong. It would be better if they talked generically about a challenging situation where the candidate can demonstrate how their actions "pulled it back from the brink". Hey-ho, there are many approaches I guess...

Your example shows maturity of thought and that you've seen things from the funding applicant's perspective, and taken a customer centric approach in helping to clarify how your process works. Plus the impact and benefit of your actions. I would be impressed by that.

I'd caution you against being tricked into showing yourself in a bad light, or admitting to a cock-up, which is what they are effectively forcing you to do. It's a known tactic by unimaginative recruiters.

The old chestnut that people invariably turn around - "I work too hard, and need to learn how to delegate, but it's only because I set myself ^such high standards etc." Effectively they've made it sound like a "negative" but it's actually a positive.

That's when interviewing just becomes a game, the best candidate is the one who can out-smart the interviewer, rather than being an opportunity to showcase skills and personality.

Great example . Good luck OP

Thanks, can't believe earlier on I was thinking I didn't have any examples then that one just came to me.

Yeah I hate failure questions too. I have had a few internal interviews before and I know that they pick from a list of 4 questions under each competency. I'm trying to prepare for all eventualities, yes, I'm not sure yet what the competencies will be but I know that the list of competencies includes:

Drive for Results
Communication
Managing and Leading
Team Work
Analysis and Problem Solving
Personal Development
Creativity and Innovation (this is the competency I always struggle with)
Relationship Management

I can't remember what the other competencies will be.

I’d also say you could use it for creativity and innovation.

Are you sure it will come up? ... I never ever ask that question ... I think it discriminates against people who tell the truth! We have all had howlers over a long career and I don’t believe people who say ‘I am a perfectionist’ I might ask - ‘what do your colleagues value about you?’ ‘What challenges have you had to overcome recently?’ ‘What skills would you like to develop’ these question elicit similar answers but don’t ask people to talk/ lie about failings. It’s such a daft construct

Sorry poor punctuation there - on my phone in a dark room

Lotsofplanets love recruiters like you, if only everyone thought in such human-centric terms. Painting people into a corner in interviews is so mean imo.

Agree it’s quite an old fashioned question - I’d not ask it .