Have you ever had a candidate ace their interview, only to later become a significant disappointment? They may have provided numerous examples of delivering precisely what you need, yet when it comes to putting those words into action, they fall short. This common problem arises because most interviews excel at evaluating a candidate’s ability to answer questions but fail at determining if they can actually perform the job.

This issue is especially pronounced when assessing a candidate’s ability to navigate change.

Shift the Focus: From Answers to Attributes

Instead of focusing solely on the output, interviewers should change their approach and delve into the softer skills that are crucial for thriving in a constantly evolving workplace. Here’s how you can transform your interview process:

1. Emphasise Soft Skills

Testing attributes such as innovation and collaboration provide a better indication of how someone will react to change than simply asking them how they handle it. Questions that explore these areas can reveal much about a candidate’s potential to adapt and succeed in dynamic environments. For example:

“Can you describe a time when you had to come up with an innovative solution to a problem?”

or;

“Tell me about a project where you had to collaborate with a diverse team?”

These questions help you understand how candidates think and work, rather than just what they have done.

2. Incorporate Real-World Scenarios

Instead of hypothetical questions, present candidates with real-world scenarios they might encounter in your organisation. Ask them to walk you through their thought process and how they would handle specific challenges. This approach provides a more practical assessment of their problem-solving abilities and adaptability.

3. Behavioural Testing

For a more thorough evaluation, consider incorporating behavioural testing that specifically assesses a candidate’s acceptance of ambiguity. These tests can provide insights into how they cope with uncertain situations and their ability to maintain performance under pressure. Investing in this upfront can prevent a lot of upheaval down the line.

4. Look for Patterns of Resilience

During the interview, look for patterns in the candidate’s past experiences that indicate resilience and a positive attitude towards change. Ask questions like:

“Can you give me an example of a time when you faced significant change at work? How did you approach it?”

“Describe a situation where things didn’t go as planned. What did you learn from it, and how did you move forward?”

5. Collaboration and Team Dynamics

Evaluate how candidates interact with others and their ability to work within a team. Change often requires strong collaboration skills, and understanding a candidate’s approach to teamwork can provide valuable insights.

Conclusion

By shifting your interview focus form merely evaluating answers to assessing attributes and real-world problem-solving abilities, you can better gauge a candidate’s true potential. This approach not only helps you find individuals who can navigate change effectively but also ensures you build a resilient, adaptable team.

If you need a second opinion or more structured assessments, behavioural testing can offer additional clarity. A little investment in the right interview techniques upfront can save significant time and resources in the long run.

For expert guidance on refining your interview process and attracting the right talent, connect with Signature Career Management. We can help you build a team that excels in the face of change. Contact us today!

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