Across every profession, workers are required to demonstrate qualifications and skills to be considered competent employees. Candidates looking for a new job or career may highlight these skills on a resume or during an interview in hopes of standing out from the competition. In the past, Human Resource managers have relied exclusively on resumes to determine which individuals to interview. But as the workplace continues to evolve post-pandemic, hiring managers can no longer rely solely on resumes to identify skills.

Instead, soft skills should be given extra consideration as they are developed through experience rather than education. They are personal traits or attributes that can enhance interpersonal communication and be used in several ways, from motivating others to defusing conflict at work.

This article will discuss why soft skills adaptability is vital for effective recruitment.

How do recruitment companies identify adaptable candidates?

Because the modern workplace is ever-changing, employers should test job candidates for their adaptability quotient — which identifies their capability to acclimate and thrive in changing circumstances. Recruiters and hiring managers should keep a careful eye out for candidates who are innovative, resilient, and calm under pressure. Ask candidates to share examples of situations where they’ve had to demonstrate these capabilities along with adapting to changing scenarios.

Here are a few scenarios you can ask interviewees to share:

• Have you ever had a project change suddenly after putting in a considerable amount of time and effort? How did you handle the change?
• Describe a time when you were given a task outside your normal scope of work and how you handled it.
• Tell me about a time when you had to work with someone who was either problematic or had a different work style than yours.
• What are the biggest challenges you tend to face when starting a new job?
• Describe a time when you had to learn a new software or work process. How did you handle the change and become successful in using it?

If a candidate’s answers are negative, this can be a potential red flag. Hiring managers and recruiters can use the interviewee’s answers to gain deeper insight into their personality and how they handle situations.

What are the benefits of having adaptable employees?

Both employers and employees must prioritize adaptability to make it a priority in the workplace. Employers should encourage staffers to think about ways to streamline operations and internal processes, while workers should feel empowered to suggest new training or digital tools that can boost productivity.

Embracing both change and staying adaptable in the workplace can help with shifting expectations and problem-solving. Employers and employees who reject the one-size-fits-all approach by most companies tend to be more creative or resourceful in finding solutions to problems or hurdles.

Keep your workforce adaptable with SGA’s talent mapping expertise

The ability to quickly adapt to changing situations puts you in a highly advantageous position. Imagine if your new hires and team members possessed such a critical soft skill. You’ll be able to respond to changes quickly and carry everyone along.

How’s your company’s preparedness to change? SGA Talent can help you find the answer and develop plans for when changes inevitably occur. Our team of talent mapping experts can guide you through the process of understanding your organization’s talent pool, capabilities, and ability to adapt to change. Let’s take the guesswork out of the equation. Contact us at (518) 843-4611 or send us a message through our contact form to get started.