You need people on your team who can face up to change, but your talent partners rarely present applicants with the adaptability you require. So, how do you source candidates who thrive in an evolving workplace and don’t shy away from the ambiguity this brings? Here’s a clue: you can’t rely on their CV to pick them out!

The Limitations of CVs

CVs present a static snapshot of work history. While they can highlight skills and experiences, they aren’t particularly useful when you’re looking to assess how someone responds to dynamic environments. Unfortunately, with the cost pressures and emphasis on immediate results often placed on talent partners, the overreliance on CVs as a means of assessing candidates may be what is preventing you from sourcing change champions.

Digging Deeper for Adaptability

If you’re searching for talent who’ll deliver in uncertainty, you need to look past topline CVs and empower your recruitment teams to delve deeper into candidates’ experiences. Here’s how you can properly assess how potential hires handle change:

1. Rethink Your Screening Process

Encourage your talent partners to go beyond the surface-level information provided in resumes. Implement a screening process that includes behavioural interview questions designed to uncover a candidate’s ability to navigate change. For example, ask them to describe a time when they had to adapt to significant changes at work. What were the challenges, and how did they handle them?

2. Focus on Behavioural Interviewing

Behavioural interviews are a powerful tool to assess adaptability. Questions like, “Can you tell me about a time when you had to deal with a major change at work? How did you handle it?” can reveal much more about a candidate’s true capabilities than any list of past job titles or responsibilities. Look for responses that demonstrate flexibility, problem-solving skills, and a positive attitude toward change.

3. Implement Real-World Assessments

Consider incorporating real-world assessments into your hiring process. These assessments can simulate the dynamic environments candidates will face in your organization. By observing how they perform in these simulations, you can gain valuable insights into their ability to adapt and thrive in uncertainty.

4. Prioritise Soft Skills

While technical skills and experience are important, soft skills like adaptability, communication, and collaboration are crucial for navigating change. Make these soft skills a key criterion in your selection process. Candidates who excel in these areas are more likely to succeed in a constantly evolving workplace.

5. Use References Strategically

Leverage references to gain additional insights into a candidate’s adaptability. Ask previous employers specific questions about how the candidate handled change, their ability to work under pressure, and their approach to problem-solving in dynamic environments.

Conclusion

To build a team that thrives in change, you need to look beyond static CVs and dig deeper into candidates’ experiences. By rethinking your screening process, focusing on behavioural interviewing, implementing real-world assessments, prioritizing soft skills, and using references strategically, you can find the adaptable, change-ready talent your organization needs to excel in an ever-evolving marketplace.

For expert guidance on refining your recruitment process and attracting the right talent, connect with Signature Career Management. We can help you build a team that not only survives but excels in the face of change. Contact us today!

Blogs & Vlogs