How do you handle criticism?
In a Hurry? Quick Answer
Frame criticism as valuable feedback and an opportunity to improve. Share a specific example where you received critical feedback, implemented changes, and saw positive results. Emphasize listening without defensiveness and actively seeking input.
The Recruiter's Mind
They're assessing emotional intelligence and coachability. Employees who can't handle feedback create toxic dynamics, resist improvement, and limit their own growth. They want to know: Will you get defensive? Can you learn from mistakes? Are you self-aware enough to recognize areas for development? Your answer reveals maturity and growth mindset.
Example Answers
Growth-Oriented Response
"I view criticism as one of the most valuable tools for professional growth. When someone takes the time to give me feedback, I make sure to listen fully without interrupting or getting defensive. I ask questions to understand their perspective completely, then I reflect on how to apply it. For instance, early in my career, a mentor told me I was too focused on perfection and it was slowing down my team. That was hard to hear, but I realized she was right. I learned to prioritize progress over perfection, which made me more effective and collaborative."
Action-Oriented Response
"I handle criticism by focusing on what I can learn and improve. Recently, a stakeholder mentioned that my project updates lacked context for non-technical audiences. Rather than brushing it off, I asked for specific examples and adjusted my communication style. I started including executive summaries and visual aids, which improved stakeholder engagement significantly. I actually seek out critical feedback regularly because I'd rather know what needs improvement than remain in the dark."
Self-Aware Response
"My initial reaction to criticism used to be defensive—I think that's natural for most people. But I've learned to pause, breathe, and really listen before responding. I remind myself that feedback is a gift, even when it doesn't feel that way in the moment. For example, when my manager pointed out that I wasn't delegating effectively, my first instinct was to explain why I was doing everything myself. But when I actually considered her feedback, I realized she was right. I was bottlenecking my team. Now I actively delegate and our productivity has improved dramatically."
Red Flags to Avoid
- Saying you never receive criticism (unrealistic and suggests lack of self-awareness)
- Getting defensive even in your answer: "Well, it depends if the criticism is fair..."
- Blaming others: "I listen, but usually the criticism is from people who don't understand my job"
- Being unable to provide a specific example of implementing feedback
- Suggesting you take all criticism to heart without filtering (shows lack of judgment)
- Claiming criticism doesn't bother you at all (comes across as inauthentic)
Pro Tips for Maximum Impact
- Use the STAR format: Share a specific situation where you received and implemented feedback.
- Show vulnerability: Admit that criticism can sting initially, but you've learned to process it constructively.
- Demonstrate action: Always explain what you did with the feedback, not just how you felt.
- Emphasize seeking feedback: Show you don't just wait to receive it—you actively ask for it.
- Be honest about growth: It's okay to mention this is something you've improved at over time.
- Connect to results: Show how implementing feedback led to better outcomes.