When hiring a new candidate most employers ask what will be their contribution to the company. Besides skills and relevant experience, you must look for their ability to adapt to change, embrace uncertainty, and desire to learn.
Is the candidate you’re hiring, right for the job? How would you know this, if the actual market is always changing and uncertain? Can you predict all the qualifications and attributes you will need in the upcoming six months or the next year?
As the world of work keeps changing and evolving constantly, employers need to reorganize, fragment, and align to new market requirements to find good candidates. You need to ask the right interview questions to discover if the candidate has the needed attributes to develop your business and adapt to change.
The previous working environment didn’t require as much adaptability, flexibility, and broad knowledge, as the new dynamic work environment.
Moreover, good candidates don’t only need to have the right qualifications but they must also be eager learners, flexible and rapid.
Here are some questions each employer must ask to make sure he is choosing the right candidate for the job.
1.Is your candidate flexible?
In our actual working market, you need a candidate who shows flexibility and adaptive skill, since change is the only constant value in the organizational world.
Try to assess how your candidates have shown their adaptive capacity, ask them to give you real examples of how they were able to adapt, shift and evolve to their workplace changes? How did they manage to be productive during the covid-19 era?
In fact, their adaptability and capacity to embrace new roles and new challenges are essential when the winds of change blow.
2.Are they good team players?
Today’s workplaces are all about collaborative culture and teamwork spirit. While some organizations accept their “brilliant jerks”, competitive businesses demand candidates who are deeply cooperative and willing to help their teams be more productive and efficient. To find the right candidate for the job, you must avoid hiring self-centered people who only think about themselves and their gain. This means that you need to find a candidate who believes that collaboration and diversity are the real roads to success, these candidates must have valuable interpersonal skills to add to the team.
3.Do your candidates show insatiable curiosity?
Does your candidate ask good questions? Are they eager to know more about their tasks and jobs or domain? In this ever-changing environment, curiosity is all about seeking out more and new information. Instead of contenting themselves with certainty, curious candidates seem to better embrace uncertainty. It has been proved that voraciously curious candidates are fast learners who show higher productivity and creative thinking.
4.Does your candidate ask good questions?
Every candidate must prepare before his job interview and research the position they are applying for. But once they enter the interview, the future candidates must have good listening skills; they must be able to listen, proceed, synthesize then ask smart questions about the core business. You can check job board forums or Quora (the Q&A American website) to discover how most candidates think and whether they are can analyze the market problems and respond and respond to them.
5.Are candidates good resources managers?
Less is more is the new idiom of our reality. Knowing how to do better with less material and resources is a must-have skill that a candidate needs to own since the world downsizes and gets more focused on consuming and owning less stuff.
For example, can candidates use less paper? Are they morally committed to the more for less mindset? Are they conscious of the consumption of few resources?
6.Can your candidates see the common pattern in disparate information?
The overabundance of data and information is becoming overwhelming in each organization. Which means that you must find the right candidate that shows they can see the different patterns and detect the most important workflows, information, and organizational trends? An old-style working environment needed a candidate who could easily respond, yet new market conditions need proactivity in order to see what happens in the market and communicate it to others.
This ability to understand the patterns in a pile of information is something that each one must take into consideration when trying to find the right candidate for the job.
7.Are candidates enthusiastic about relationships and people?
Positive workplaces are composed of smart communicators who are close to others and attentive to their actions with their colleagues. These people help others to feel good, happy and generate positive feelings and powerful energy in the workspace. Empathic candidates and those with high EQ tend to take initiative, increase productivity and uplift the team spirit and you need this kind of people in your organization.
Ask yourself do you feel this energy when you are evaluating a candidate?
8.Does the candidate admit their mistakes?
Making mistakes is a part of the learning process. Recent research shows that adaptive and quick learners need to make mistakes in order to learn, no one can go forward without experimenting and trying several approaches. A real capable learner, who has made lots of mistakes must easily describe three failures and what are the lessons he learned from them.
Take it as a warning sign if your candidate can’t describe easily his mistakes or recent screw-ups.
9.Does the candidate see learning as pleasure?
One of the main details you must check when choosing the right candidate for the job is their capacity to learn. Generally, candidates who have passion, or love collecting are interested in a subject or something. These candidates are often eager learners, they normally have a learning path that they pursue on their own. Check these details, try to learn more about your future candidate passions, and are they existed when they describe them? What type of learning did they pursue to master that passion?
10. Is this candidate the kind of learner you want to add to your teams?
When hiring a candidate you hire a human being not a set of skills. No candidate has exactly all the job requirements or is perfectly made for the job. Try to assess the candidate’s personality, who are they? Are they someone who wants to add to your teams especially after a business crisis, a restructuring, or a firm redesign? Are they sharing your values and habits as an employer? Can they be trustworthy and do the right thing?
Each employee must “learn into” any job they will be selected for. You can listen to your employer’s intuition but asking the right questions is crucial.
Find more career tips and related articles through this link: