Anyone who has ever hired a new employee in their team knows how difficult finding the right person can be. Not only does the newcomer need to meet the technical requirements of the role but they also need to fit in your company culture and get along with the rest of the team. Indeed, finding the right candidate takes time and costs money to your organization.
We have all heard this question in a job interview, either when interviewing for a job as the candidate or we have asked it as the interviewer. Indeed, "what's your biggest weakness?" or sometimes, "what are THREE of your biggest weaknesses?" is still one of the most commonly asked questions in job interviews. It is so common that many recruiters and hiring managers just keep asking it in the interviews without ever stopping to think of its purpose.
Anyone who has ever posted a job advertisement knows that the majority of the received applications are not going to fit the role. Some are too junior, some way too senior, some don't mention the basic skills required for the job, and some don't meet any standards of a well-written job application. Also, if you have ever done this, you know how extremely time-consuming it is to screen 200+ applications.