Archive for March, 2012

Interviewing for Learning Agility

Wednesday, March 21st, 2012

Here’s your interview question for the day!

 How do you use failure as a learning opportunity?

 Answer Guide:  You’ll want the candidate to offer one or two examples of unsuccessful attempts at an assignment and how he or she learned from those experiences.

Interviewing for Learning Agility

Wednesday, March 7th, 2012

Here’s my interview question of the day:

 Is this true or not true of you:  I like logical, analytical approaches to solving problems.  Describe an experience that fits your problem solving style.

Answer Guide:  If a candidate is applying for a technical position that requires analysis and a logical thought process, he or she should be able to discuss specific examples of a concrete problem-solving approach used successfully in the past.

Interviewing for Learning Agility

Tuesday, March 6th, 2012

Here’s my interview question for the day:

Do you think it’s important to always have an answer for customer’s questions – why or why not?

Answer Guide:  The candidate should exhibit a willingness to seek out coworkers or supervisors whenever he or she doesn’t have complete answers to questions.

Interviewing for Learning Agility

Monday, March 5th, 2012

Have you had what you thought was a positive interview, made the hire, and then found out within a couple of months that the new employee didn’t have the capacity to learn their job, how you customers worked, or important aspects of your organizational culture?  If you have, I’d like to share some questions you can specifically ask to ensure candidates have learning agility.  Watch my Blog over the next few days because I’ll have a couple of questions each day.

Interview Question 1:  Would you prefer to learn by reading instructions, watching someone else perform a task, or by doing it on your own by trial and error?

Answer Guide:  You want the candidate to demonstrate an awareness of how he or she learns best so you can provide appropriate on-the-job training.  Ideally, the candidate will have a preferred learning style and indicate that he/she will try other approaches, depending on the situation.