Construct Validity
Construct validity relates to whether a particular psychometric assessment...
section one
5 Effective Interview Questions to Measure Adaptability
Lead consultant at Test Partnership, Ben Schwencke, explains why Adaptability is worth measuring.
In today's fast-paced and ever-changing commercial landscape, the ability to adapt to new situations and environments has become more crucial than ever. The COVID-19 pandemic has highlighted the importance of adaptability as companies were forced to quickly pivot their operations and adopt new ways of working. Therefore, companies are seeking employees who can easily adapt to change, remain productive under pressure, and thrive in uncertain situations.
Adaptability is a key characteristic that can make an employee successful in their job, especially in roles that require problem-solving, decision-making, and flexibility.
When employees are adaptable, they can handle unexpected challenges and changes in the workplace with ease, and can also take advantage of new opportunities that may arise. Adaptability is also essential in creating a positive work culture as employees who can adapt to change are less likely to experience stress and burnout, resulting in higher morale and increased productivity.
Given the significance of adaptability in the workplace, it is essential for interviewers to measure this quality during the hiring process. This is particularly true in roles that require frequent change or are in industries where change is the norm. Measuring adaptability can be a challenging task, as it is a personality trait that is difficult to quantify. However, by asking specific questions during an interview, interviewers can assess how well a candidate can adapt to new situations and challenges.
Tell me about a time when you had to adapt to a new situation or environment at work. How did you handle it?.
Would demonstrate a candidate's ability to think on their feet, remain calm under pressure, and take proactive steps to adapt to the new situation. The candidate would describe specific actions they took to adapt, such as seeking out additional training, collaborating with colleagues, or adjusting their workflow. They would also provide insight into their thought process, explaining how they weighed different options and made decisions. A strong answer would also show self-awareness, as the candidate would reflect on what they learned from the experience and how they would approach a similar situation in the future.
Would indicate a lack of adaptability or a difficulty in managing change. The candidate may struggle to provide a specific example or may describe a situation where they were resistant to change or struggled to adapt. They may also provide vague or generic answers, such as "I just went with the flow" or "I did what I was told." A weak answer may also indicate a lack of self-awareness, as the candidate may not reflect on what they could have done differently or what they learned from the experience.
- 1. Can you walk me through the steps you took to adapt to the new situation?
- 2. How did you feel about the change initially, and how did you manage any stress or anxiety that came with it?
- 3. Looking back, is there anything you would have done differently in your approach to adapting to the new situation?
Can you give me an example of a time when you had to adjust your approach or strategy in response to feedback or new information?
Would show a candidate's ability to take constructive feedback and incorporate it into their work. The candidate would describe a specific example where they received feedback or new information and made thoughtful and strategic adjustments to their approach. They would be able to articulate how they incorporated the feedback into their work and describe the specific changes they made. A strong answer would also include the outcome of the revised approach, demonstrating the positive impact of the candidate's adaptability.
Would demonstrate a candidate's inability or reluctance to adjust their approach based on feedback or new information. The candidate may struggle to provide a specific example or may describe a situation where they were resistant to feedback or changes. They may also provide vague or generic answers, such as "I just kept doing what I was doing." A weak answer may also indicate a lack of awareness of the impact of their work or the importance of being able to adapt to new information.
- 1. What specific feedback or new information prompted you to adjust your approach?
- 2. Can you walk me through the steps you took to make the necessary changes?
- 3. How did the revised approach or strategy impact the outcome of the project or task?
How have you handled a situation where you were given a task outside of your area of expertise or comfort zone?
Would demonstrate a candidate's willingness to step outside of their comfort zone and take on new challenges. The candidate would describe a specific example where they were given a task that was outside of their area of expertise or comfort zone, and they would explain the steps they took to learn and improve their skills in order to complete the task. A strong answer would also show the candidate's ability to reflect on the experience, describing what they learned and how they could apply it in future situations.
Would indicate a candidate's reluctance or inability to take on tasks outside of their comfort zone. The candidate may struggle to provide a specific example or may describe a situation where they were unable to complete the task or required significant assistance. They may also provide vague or generic answers, such as "I just did my best." A weak answer may also indicate a lack of motivation or curiosity to learn new skills, which could hinder their ability to adapt to new situations in the workplace.
- 1. What was the task, and how did you initially feel about it?
- 2. What steps did you take to learn or improve your skills in order to complete the task?
- 3. How did you feel about the outcome of the task, and what did you learn from the experience?
Can you tell me about a time when you had to change your priorities or shift your focus to meet changing demands?
Would demonstrate a candidate's ability to prioritize tasks and projects effectively and make strategic decisions when faced with changing demands. The candidate would describe a specific example where they had to change their priorities or shift their focus to meet new demands, and they would be able to articulate how they determined what tasks or projects were the highest priority. A strong answer would also show the candidate's ability to reflect on the experience, describing what they learned and how they could apply it in future situations.
Would indicate a candidate's difficulty or inability to prioritize tasks effectively or make strategic decisions when faced with changing demands. The candidate may struggle to provide a specific example or may describe a situation where they were unable to change their priorities or shift their focus effectively. They may also provide vague or generic answers, such as "I just did what I was told." A weak answer may also indicate a lack of awareness of the impact of their work or the importance of being able to adapt to changing demands.
- 1. What was the situation, and what specifically required you to change your priorities or shift your focus?
- 2. How did you determine what tasks or projects were the highest priority, and what steps did you take to make the necessary changes?
- 3. What was the outcome of the changed priorities or shifted focus, and what did you learn from the experience?
How do you handle working with colleagues or team members who have different work styles or personalities than your own?
Would demonstrate a candidate's ability to work effectively with people who have different work styles or personalities than their own. The candidate would describe a specific example where they had to collaborate with someone with a different work style or personality and would articulate how they adjusted their approach to working with that person. A strong answer would also show the candidate's ability to reflect on the experience, describing what they learned and how they could apply it in future situations.
Would indicate a candidate's difficulty or inability to work effectively with people who have different work styles or personalities than their own. The candidate may struggle to provide a specific example or may describe a situation where they were unable to collaborate effectively with someone. They may also provide vague or generic answers, such as "I just tried to be flexible." A weak answer may also indicate a lack of awareness of the impact of different work styles or personalities on collaboration.
- 1. Can you give me an example of a situation where you had to work with someone who had a different work style or personality?
- 2. How did you adjust your approach to working with this person?
- 3. What was the outcome of the collaboration, and what did you learn from the experience?
section two
Limitations of interview questions for Adaptability
As a mode of assessment, traditional interviews have significant limitations regarding content and construct validity. Although they are powerful predictors of performance in the workplace, interview answers are heavily influenced by social skills, charisma, and other extraneous interpersonal factors. Adaptability is a highly intrapersonal construct, and is thus difficult to express verbally. Consequently, you must be careful when measuring adaptability using interviews, as a particularly convincing interviewee is likely to perform well, regardless of their actual levels of adaptability.
Test Partnership's behavioural assessments, however, are designed to measure behavioural competencies like adaptability directly. They have undergone significant validation research, maximizing their ability to predict real-world performance and measure the specific behavioural traits that underpin it. More importantly, their method of assessment is significantly more resistant to social desirability bias and other such biases that impact interview performance. For more information, please contact us directly or request a free trial.
