为什么要考察候选人的适应能力 

公司需要不断改变以满足新的需求，优秀的公司拥有能够迅速适应行业、市场和技术变化的员工。

具有适应变化技能的员工最终会帮助公司成长。这些员工可以：

· 在压力下保持冷静

· 尝试新的工具和技术来改进他们的工作

· 出现问题时，迅速提出解决方案

· 接受新的团队成员和工作方式

 以下问题将帮助你评估候选人的适应能力 

· 处理不可预知的情况（例如，当团队成员离开时）

· 适应不断变化的环境（例如，当客户修改他们的要求时）

· 帮助他们的同事接受变革（例如，当他们必须遵守新的公司政策时）

· 承担新任务（例如，当他们的工作要求增加时）

 适应能力面试问题示例 

· 你如何适应无法控制的变化？（例如，你团队中的某个人决定离职。）

· 如果同事对学习新事物抱有“我们一直都是这样做的”的态度，你将如何说服他们采用不同的、更有效的工作方法？

· 开始新工作时，你面临的最大挑战是什么？

· 客户的项目做到一半，经理通知你该项目的需求突然发生变化时，你会怎么做？

· 当经理要求你一小时内准备好一份报告时，你将如何调整工作安排？如何确保不会影响其他日常工作？

· 如果你被指派新的工作内容（例如，由于工作充实或晋升），你是如何适应的？

· 新的HR经理将实施正式的季度绩效评估。如果你习惯只举行非正式会议，你将如何为自己和团队做好准备？

· 告诉我当你必须在工作中学习使用新工具时，你花了多长时间了解它的功能，每天使用它？

 如何评估候选人的适应能力 

· 入职时要求员工适应新的团队成员和不同的工作方式。如果求职者能够描述自己在过去的职位上是如何快速上手的，那么他们很有可能在新职位上取得成功。

· 对于正在考虑重大职业转变的求职者，问问他们是什么驱使他们做出这样的举动，以及他们对不熟悉的工作流程和任务有多大信心。

· 留意那些在做决定前考虑所有可能情况的人。这些候选人更有可能适应计划外的情况。

对于高级职位，寻找那些重视灵活性、乐于接受新想法并具有扎实的变革管理技能的候选人。

· 如果这个职位涉及参与多个项目，需要与不同的团队/部门合作，那就选择那些喜欢多任务并行而不是按部就班的候选人会更好。

 以下类型的候选人需要注意 

· 思想不开放的人。固执己见不愿意尝试非传统解决方案的人不太可能很好地适应变化。

· 害怕未知的人。如果你公司环境是快节奏的，员工需要承担职责范围之外的多项任务，那么寻找不怕冒险和学习新技能的候选人。

· 不善于团队合作的人。适应性还意味着为了团队的利益调整你的工作方式。优先选择那些重视协作和灵活性的候选人。

· 紧张不安的人。在突发情况下不能保持冷静的候选人可能无法找到快速有效的解决突发问题的方法。

· 消极的人。当不得不去面对变化的时候，那些会责怪别人、脾气暴躁的求职者不太可能适应新的环境。

 Why test candidates’ adaptability skills in interviews 

Companies often need to change to meet new demands. Good companies have employees who swiftly adapt to industry, market and technology changes.

Employees with the skills to adapt to change ultimately help companies grow. These employees:

· Stay calm under pressure

· Try out new tools and techniques to improve their work

· Quickly come up with solutions, when problems arise

· Accept new team members and working styles

 The following questions will help you evaluate how candidates: 

· Deal with unpredictable conditions (e.g. when a team member quits)

· Adjust to changing circumstances (e.g. when clients modify their requirements)

· Help their coworkers embrace change (e.g. when they have to comply with a new company policy)

· Take on new tasks (e.g. when their job requirements increase)

 Examples of adaptability interview questions 

· How do you adjust to changes you have no control over? (e.g. A person from your team decides to quit.)

· If your coworkers had a “this is how we do it” attitude to learning something new, how would you try to convince them to follow a different, more effective method of working?

· What are the biggest challenges you’re facing when starting a new job?

· You have been working on a client’s project for a while, when your manager informs you that the project’s requirements changed suddenly. What would you do?

· How do you re-adjust your schedule when your manager asks you to prepare a report within an hour? How do you make sure you don’t fall behind your regular tasks?

· Describe a time you were assigned new tasks (e.g. due to job enrichment or promotion.) How did you adapt?

· The new HR Manager implements formal, quarterly performance reviews for all employees. How would you prepare yourself and your team, if you were used to having only informal meetings?

· Tell me about a time you had to learn how to use a new tool at work. How long did it take you to understand its features use it daily?

 How to evaluate candidates’ adaptability skills 

· The onboarding process requires employees to adjust to new team members and different working styles. Candidates who describe how quickly they’ve onboarded in past positions are likely to be successful in their new role.

· For candidates who are considering a significant career change, ask what drives them to make that move and how confident they are with unfamiliar procedures and tasks.

· Keep an eye out for people who consider all possible scenarios before making a decision. These candidates are more likely to adjust to unplanned circumstances.

· For senior-level positions, look for candidates who value flexibility, are open to new ideas and have solid change management skills.

· If the position requires participating in multiple projects and collaboration with various teams/departments, opt for candidates who prefer mixing up their daily tasks instead of a routine.

 Red flags 

· They’re not open-minded. People who stick to what they already know and are reluctant to try non-traditional solutions are less likely to adapt well to change.

· They’re scared of the unknown. If your company’s environment is fast-paced and employees need to take on multiple tasks beyond their scope of responsibilities, look for candidates who aren’t afraid of taking risks and learning new skills.

· They’re not good team players. Being adaptable also means adjusting your working style for the team’s sake. Opt for candidates who value collaboration and flexibility.

· They’re nervous. Candidates who can’t stay calm under sudden changes mightn’t be able to find quick and effective solutions to unexpected issues.

· They’re negative. Candidates who blame others and are grumpy when they have to adapt to a change are less likely to accept new circumstances.