Adaptability is a major key to success on the job, because life is unpredictable. When something unexpected happens, you need a team of employees ready to spring into action. If your staffers are so set in their ways they’re unable — or unwilling — to pitch in where needed, your company is in trouble.
Consequently, when hiring new employees, making sure they’re highly adaptable is a must. Asking behavioral interview questions focused on flexibility will allow you to see if a candidate has the ability to go with the flow. Incorporate the following questions into your interview strategy to find someone you can count on.
How do you adjust to changes you have no control over?
Being scared of the unknown is normal to an extent, but watch out if the person delivers a response that makes it clear they’re uncomfortable with the unfamiliar. If you have to hold the person’s hand every time a change is introduced, they’ll hold the whole team back. You need someone willing to embrace any change that comes their way, whether they like it or not.
Tell me about a time you had to change your schedule for a last-minute assignment.
Having to drop everything to work on an unexpected project can be frustrating, but that’s life. If the person seems irritated when telling you the story, they probably have a very rigid personality. Steer clear of any candidate that displays this type of behavior, because you don’t want to face a battle every time you need to adjust their priorities.
How do you feel when new processes, technology and tasks are introduced?
The world changes fast, so your company has to move with it to remain relevant. Initially, many people are a bit apprehensive of new processes, technology and tasks, but the kind you want to hire are willing to dive in headfirst anyway. If the candidate appears visibly nervous when speaking about having to learn something new, move on to the next.
Describe a time you were asked to perform a task outside your job description. How did you react?
Your employees work together to achieve a common goal, and sometimes that requires people to pitch in wherever they’re needed. If the candidate shares a story that showcases their ability to act as a team player, take this as a good sign. Anyone reluctant to complete work that falls outside their job description cannot be relied on to help out when all hands are needed on deck.
Explain how you collaborate with colleagues who have a very different work style than yours.
No two employees are the same, so it’s important to hire open-minded people willing to find common ground. Candidates who are clearly set in their ways will cause a rift among your team, because they’ll be a nightmare to work with. If the person is unable to see things from another prospective, they will not be an asset to your company.
Building a team of adaptable employees is crucial to the success of your business. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at firstname.lastname@example.org.