The headline to this post was playfully referring to a study at Cambridge that shows our brains adapt to changes.  Our brains view words as a whole rather than individual letters and can adapt to change in a simple case like words on a page.  Adapting to changes in a fast paced business environment is a different story.  So, where do some people go wrong when they have to adapt to changing business conditions and need to shift their strategy or approach?

Adaptability is quickly becoming a new area of interest in the interview process.  The pace of business has accelerated, and with the numerous healthcare changes on the horizon, the ability to adapt to those changes is crucial.

I’ve worked with a number of start up companies hiring their first or a key executive.  Nowhere else is the ability to adapt crucially important.  Business decisions are made quicker, the data available is generally lacking and resources are limited.  In addition, their product isn’t tested and having to adapt to feedback from the market they’re in needs to happen quickly.

Angelo Kinicki, a Professor at Arizona State University, and Mel Fugate of Southern Methodist University, published a paper with the argument that personal adaptability needs to be incorporated in the interview process as a key decision point on whether or not the potential employee would thrive in the organization.

They also point out 5 key factors that should be considered when hiring a new employee.  They argue that determining someone’s success in a position based on the standard of Knowledge, Skills and Attitudes (KSA) need to be adjusted due to the pace of business.  If a candidate has the 5 attributes below and may not meet some areas in the KSA area, their point is the ability to adapt should trump KSA.  The 5 attributes are:

1. Openness to changes at work
2. Career Resilience-Ability to come back from a setback
3. Career Proactiveness-Proactive scanning on what can be improved
4. Career Motivation-Setting goals for themselves
5. Work identity-Identifying themselves with their work

Some individuals may thrive in an environment where there are no SOP’s, data is lacking and new information is coming forth while others need structure and a slower business pace.  The ability to adjust and adapt is crucial. So how would a hiring manager go about determining a candidate’s ability to adapt?

Some sample questions that focus on a candidate’s ability to adapt are below. Asking both the candidate and a reference will provide insight on whether the candidate has the ability to adapt.

Can you tell me about a time you’ve had to adapt to changing business conditions?

When did you need to innovate to solve a problem due to new information?

How well do you adapt to change?

Can you tell me when you’ve failed and how did you adjust moving forward after that?

If you’re a candidate you should be ready to have some stories ready for an interview to answer how you’ve adapted in your past and gut check yourself on how comfortable you are with change if an organization is in a fast paced business.

As business changes so should the areas of interest in the interview process and the ability to adapt may become one of the most important attributes.

For further reading on the Adaptability study please visit:   http://asu-stage.wharton.upenn.edu/article.cfm?articleid=1532