I wholeheartedly agree! The DEI question is especially tricky - the topic itself, of course, but more about the way the question is asked. Similarly to the 'wea

I wholeheartedly agree! The DEI question is especially tricky - the topic itself, of course, but more about the way the question is asked. Similarly to the 'weakness' question, the biggest issue is that it's not situational. You can learn about the candidate's level of candor in different ways. Self-awareness and growth mindset are NOT tested with this question... I usually ask separate questions for those, and self-awareness itself is pretty obvious from other situational questions or follow-up discussions for those. E.g. for learning: "Let's talk about learning. What's the last new thing you've learnt? Why that and not something else? How to you choose what to learn next? What's your method of learning, what works best for you?" About communication: hell yeah it's underrated and when you hire bad communicators and don't coach them you won't know what hit you and your team. I'm writing a lot about this and tangential topics: https://ochronus.online/communication-for-software-engineers/ https://ochronus.online/communication-for-software-engineers... https://ochronus.online/active-listening-boosts-careers/ https://ochronus.online/active-listening-boosts-careers/ https://ochronus.online/how-to-stop-winning-arguments/ https://ochronus.online/how-to-stop-winning-arguments/ (sorry for the link-fest, but I do think these are interesting for this thread)