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December 20, 2016

 

How to Hire Adaptable Talent

By: Erica Clausen-Lee, Chief Strategy Officer


Businesses have always been subject to social and economic change, but constant updates and improvements to technology over the last couple of decades have provided new and often formidable challenges. The latest wave of employees entering the workforce are used to a fast-paced environment, and their business practices will likely be just as fast-paced. A job applicant’s adaptability is becoming an important hiring consideration.


Adaptability in the workplace refers to a candidate’s ability to adjust customs or procedures to keep up with change while dropping ties to old and outdated ways of performing.

 

     A study by PwC found that a more adaptable job market could potentially save the United      States up to $19.8 billion a year.


Adaptability can be measured and assessed on resumes and background checks, and by talking to a candidate’s references. Employment and education histories and an applicant’s peers during those times provide evidence that can help hiring managers judge adaptability in a potential employee.


How to Hire Adaptable Talent

Employment History


One example of adaptability is the willingness to move across platforms or departments within an organization. A job applicant who can do many things well will often fare better than a candidate whose expertise is focused in a single area.


Changing concentrations within the same company can be a sign of adaptability instead of flightiness. A candidate who served in three different positions over five years with his or her last company probably knows how to do several things well and is effective at cross-training. Keep an eye out for short employment histories at multiple establishments if you’re concerned about turnover.


Education History


Education history is another area that can assist you in gauging adaptability. People who are adaptable tend to seize opportunities and take chances. You might have an applicant who attended four different colleges and still earned a degree in four years. While an employer could consider the frequent school changes as a sign of unreliability, that candidate might be highly adaptable and skilled at recognizing beneficial opportunities.


You can also look at education in conjunction with an employment history. For example, a candidate who achieved a bachelor’s degree in four years while also maintaining employment implies that the applicant can manage competing priorities and accomplish success in both.


Ensure Success


We understand how important it is to have the right information when assessing applicants. InfoMart provides reliable education and employment verifications to ensure that your candidate’s application and resume contain accurate information. We do this so you can hire talent that will learn, grow, and succeed with – and for – your company.


Which traits do you think are important in job candidates today? Let us know through our social media!



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