Interviewers ask about strengths and weaknesses to test self-awareness and honesty. The best answers are specific, backed by an example, and, for weaknesses, show that you are already improving.
Choose one or two strengths that the job description clearly needs, then prove each with a short story and a number. "I'm a strong problem solver" means little; "I traced a recurring outage to a connection-pool setting and cut incidents from weekly to zero" is memorable.
Pick a real weakness that is not central to the role, explain its impact briefly, and spend most of the answer on what you are doing about it. This shows maturity, which is what the interviewer is really checking.
"My main strength is turning unclear problems into structured plans. In my last project the client's requirements kept changing, so I set up a weekly priority list with them; we delivered all must-have features on time. A weakness I'm working on is delegating. Early on I'd take on tasks myself to save time, which slowed the team down. Now I pair juniors with tasks I used to keep, and review their work instead, which has freed up about a day a week for me."
One or two, each with an example. A list of five adjectives is less convincing than one proven strength.
No. It suggests low self-awareness. Choose a genuine, manageable weakness and show improvement.