Looking for hard and soft skills when hiring is important. This includes seeking resilience in the best talent.
The increasing complexity of work environments requires employees to adapt quickly. They must effectively handle stressful situations to continue to move forward.
Uncovering resilience in candidates involves knowing what to look for during interviews. This helps clarify whether candidates have what it takes to be successful with your organization.
The ability to handle uncertainty plays a significant role in resilience. Resilient candidates can strategically prioritize, overcome obstacles, and continue to work toward their goals.
A candidate’s resume likely will not provide much insight into their level of resilience. However, investing a substantial amount of time with one company and receiving multiple promotions implies the candidate worked through issues and was rewarded appropriately.
Each position has unique challenges that require employees to be resilient. This impacts what you should expect from candidates during interviews.
For instance, decision-making and leadership roles require more resilience than entry-level positions. This is why your expectations need to be adjusted appropriately.
The modern workplace is filled with volatility, uncertainty, complexity, and ambiguity. As a result, you must use interviews to assess how candidates may react to challenges in the workplace.
Ask questions to determine how a candidate’s emotions are triggered and how they react to stressful situations. These questions may involve recent frustrations or failures candidates experienced and how the candidates responded.
For instance, you might request an example of when a candidate last got angry at work, what they were angry about, and how they responded. Look for an authentic answer to assess their resilience during challenging times.
Determine the candidate’s work in previous positions and what they took responsibility for. This includes whether they worked independently or collaborated.
Ask follow-up questions about each candidate’s work experience to uncover details about their accomplishments. You need to know how dedicated they were to resolving issues and the type of value they can to your organization.
Describe a workplace challenge relevant to the position, then ask each candidate how they would respond to it. Ask them to detail the different aspects they would consider, and they would approach the situation.
Role-playing lets you assess how each candidate would work through a real-life stressful situation. It also provides insight into their resilient nature.
Take notes on how each candidate evaluates, works through, and reacts to the situation. This helps determine how resilient they would be in the role.
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