Why Should You Hire for Adaptability?

PsychPros Blog

NEW ideas for job searching & hiring from PsychPros, Inc.

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 info@psychpros.com.

Receiving an invitation to interview for a job you really want is always exciting. It’s even more invigorating when the meeting goes well, because you start to envision yourself in the role. Consequently, it’s a huge letdown to find out you weren’t selected — especially if it happens time and time again.

Sometimes, the chosen candidate was truly better suited for the job, but that’s not always the case. Despite your best efforts, you’re probably making at least one of the mistakes below.

Poor Cultural Fit

More so than ever, employers have started to recognize that skills can be acquired, but personality traits are relatively consistent over time. Therefore, hiring managers might be realizing you don’t mesh with their culture. You can’t — and shouldn’t try — to change who you are, but you can make a point to focus only on organizations you feel are a fit. Achieve this by thoroughly researching the company culture before applying to the position.

Lack of Enthusiasm

Rightfully so, employers want to hire a candidate who is excited about the job. Hiring managers aren’t mind-readers, so make a point to show how thrilled you are at the possibility of being hired. Do this by smiling a lot, displaying positive body language — maintaining eye contact, nodding your head while the other person is talking, sitting up straight — and conducting research on the company that will allow you to ask plenty of thoughtful questions.

Not Focusing on the Company

You want the job to boost your career, but the hiring manager isn’t interested in strengthening your resume. Instead of explaining what the job will do for you, focus on what you will bring to the position. Highlight your skills and experience relevant to the job to drive your fit home. If you have any ideas for initiatives you would undertake if hired, be sure to mention them.

Not Making Yourself Stand Out

Chances are, you have some pretty tough competition for the job, so you have to bring your A-game to the interview. Engage the interviewer by developing unique and interesting responses to questions that will make you stand out. This will likely involve using specific examples and statistics to get your point across, because giving the same generic response as other candidates will earn you a spot on the reject list.

Using the Wrong References

Often one of the last steps in the interview process, references can make or break your chances of getting the job. Some candidates brush this step off as a mere formality, and if that’s your attitude, this could be the problem. Potential employers don’t know what it’s like to work with you, so they rely on the words of your references. If you’re submitting references you don’t 100 percent trust to sing your praises, they’re probably not, which could be why you’re not getting hired.

Securing a job that perfectly suits your skills and personality is hard work, but you don’t have to navigate your search alone. If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at info@psychpros.com.

Every company has some degree of turnover, but if you receive resignation letters on a regular basis, this will take a toll. When an employee resigns, the entire team is impacted. Morale declines, because it’s hard for people to constantly see their peers leave, and even more stressful when they’re forced to take on additional tasks until a replacement is found.

The only good thing about having high levels of turnover is that it can be corrected. Constantly filling open positions takes a lot of time and money, so find out how to boost retention rates.

Make Room to Grow

Talented employees have big plans for their career. They might really enjoy being part of your team, but if they’re in a dead-end job, they’ll be forced to take the next step elsewhere. Be aware of this and help employees plan for their future at your company. If you don’t currently have jobs for people to grow into, create them so they don’t have to leave.

Create a Flexible Work Environment

Rigid work schedules are a thing of the past. It’s often necessary for employees to be in the office at certain times of day, but when it’s not, give them as much freedom as possible. Offer flextime and allow people to work remotely, so they can strike an optimal work-life balance. Not every employer makes it possible to have a full life outside of work, so people won’t be too keen to give that up.

Offer Competitive Pay

The best workers don’t consider money the most important aspect of their job, but it is important. A person’s salary dictates their standard of living, so if you don’t pay a fair rate, they’ll eventually feel compelled to pursue other opportunities. At least annually, use Bureau of Labor Statistics data from your local area to check average salaries for jobs held by employees at your company. If possible, make sure wages at least align with local averages, but if your budget isn’t large enough, offset the deficit by offering attractive perks.

Recognize Employee Contributions

Your employees work hard to make your company a success, so don’t take them for granted. There’s no need to call out every last accomplishment, but when a staffer goes the extra mile, make it clear you’re impressed. Stop by their desk, send an email or call them out in front of the team to say thank you. Knowing you’re paying attention will make them feel valued and appreciated.

Hire the Right People

Making good hiring decisions is the single most important factor in boosting your retention rates. People won’t stay put if they don’t fit in, so clearly define your company culture, so you know exactly who your organization is and what you stand for. When you’re able to articulate your company’s values, practices, and beliefs, you’re better equipped to find candidates who perfectly fit the personality of your team.

Increasing your retention rates is the key to enhancing your bottom line. 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 info@psychpros.com.

Finding a great new behavioral health position can easily turn into a full-time job.
Sorting through all the job postings out there to find one that matches your skills and interests is hard work. Not only that, competition for the best opportunities can be pretty tough, so you have to figure out how to stand out from the crowd.

The good news is, you don’t have to navigate your search alone. When you take on a behavioral health recruiter, they’ll guide you through the process. The best part is, you won’t pay a dime for this career-enhancing assistance, as it’s complimentary for candidates.

Help You Get on Track

If you’ve been aimlessly drifting from one behavioral health position to another, it’s time to add some structure to your career. Your recruiter will inventory your skills and interests to help you get on a path that leads to upward mobility. When you figure out where you’re headed, they’ll work with you to determine if you need to acquire any additional skills and experience, and if so, they’ll help make this happen. Instead of continuing to move from job to job, you’ll start your ascent up the ladder.

Boost Your Candidacy

Recruiters know exactly what employers look for in the ideal behavior health candidate. They’ll help polish your resume to perfection, assist with interview preparation, provide background information on potential employers and help you present yourself as a consummate professional on interview day. Having a career expert in your corner is an invaluable asset, as most candidates have to go it alone. This gives you a clear competitive advantage that will increase your chances of getting hired.

Introduce You to Exclusive Opportunities

Many employers only trust recruiters to fill their behavioral health positions. Consequently, they don’t advertise opportunities on job boards, the company website or any other public place. Your recruiter is the only way you’ll ever know the position is available, so without them, you might miss out on your dream job.

Along with being in the know about these exclusive opportunities, you’ll also benefit from having your recruiter vouch for you. The hiring manager trusts your recruiter, so they know any candidate presented to them must be pretty special.

Provide Interview Feedback

In most cases, when you go on a job interview, you only find out whether hired or not. This isn’t the case when you work with a recruiter, because they have established relationships with many hiring managers. Therefore, they’re able to pick up the phone and discuss your interview after the fact, to find out what went well and what didn’t. Even if you’re not chosen for a certain opportunity, you can use this valuable feedback to improve for your next interview.

Ready to start a new chapter in your career? If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at info@psychpros.com.

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