Tools & Templates

Adaptability interview questions: What to ask and why they matter

Sean Griffith
Chief Truffler

October 23, 2024

Adaptability is a must-have in almost any job these days. Things change fast—whether it’s new projects, shifting priorities, or unexpected challenges. So when you're hiring, it’s key to find people who can go with the flow and stay productive no matter what’s thrown their way. That’s where adaptability interview questions come in.

In this guide, we’ll dive into the kind of questions you should be asking to figure out how well candidates handle change, and why it matters so much.

Table of Contents

    Why is adaptability important in the workplace?

    Adaptability is all about how well someone can adjust to new situations, demands, or unexpected changes at work. In roles where things can shift on a dime—like fast-moving industries or customer-facing jobs—people who can keep their cool and pivot when needed are a huge asset.

    Employees who show adaptability tend to:

    • Quickly switch gears between different tasks
    • Handle surprises or changes without getting rattled
    • Manage a lot of moving parts without losing focus
    • Stay motivated even when plans change

    The bottom line: if someone can handle change and still deliver, they’re more likely to thrive and contribute to your team long-term.

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    Top adaptability interview questions

    Here are some go-to adaptability interview questions to help you gauge how candidates roll with the punches:

    1. Can you tell me about a time when you had to deal with a major change at work?

    This gives you a sense of how they react to big transitions. Do they panic, or do they figure out a way to move forward? Look for stories where they stayed focused and adjusted to whatever curveball was thrown at them.

    2. How do you juggle tasks when everything seems urgent?

    In a busy workplace, it can feel like everything’s a priority. This question helps you see if the candidate can step back, figure out what’s truly important, and manage their time effectively without getting overwhelmed.

    3. Tell me about a time you had to learn something new under pressure.

    Sometimes, there’s no time for a slow learning curve. How did they pick up new skills or knowledge quickly? You want to hear about situations where they stayed cool and handled the pressure to get up to speed fast.

    4. How do you keep things moving when priorities keep changing?

    This is all about figuring out if they can stay productive when things aren’t exactly going according to plan. You want candidates who can adapt and still hit their goals, even if the path to get there isn’t a straight line.

    5. Can you share a time you received unexpected feedback? How did you respond?

    Change isn’t always about projects—sometimes it’s about adjusting how you work. This question helps you see if the candidate is open to feedback and can make changes when necessary, without taking it personally.

    What to listen for in candidate answers

    When asking these questions, you’re trying to get a sense of how they deal with unpredictability. Here’s what to listen for:

    • Problem-solving approach: Are they able to come up with solutions when things change, or do they get stuck in the problem?
    • Staying cool under pressure: Do they keep their head when things go sideways, or do they get frazzled?
    • Eagerness to learn: Are they willing to pick up new skills or try a different approach?
    • Resourcefulness: Can they figure things out when the usual plan doesn’t work?

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    How to assess adaptability during the interview

    You can learn a lot by asking questions, but sometimes it helps to see how someone reacts in real time. Here’s how you can take it a step further:

    • Role-playing scenario: Throw a quick change into their workload and see how they reprioritize their tasks. For example, tell them a project they’ve been focusing on is no longer a priority and see what they do.
    • On-the-spot decision-making: Give them a situation where they have to make a decision without all the information. This tests how comfortable they are making decisions when things aren’t clear-cut.

    Conclusion

    Adaptability is a crucial skill, especially when things are constantly changing at work. By asking the right adaptability interview questions, you’ll get a better idea of how candidates handle shifts in priorities, new challenges, and feedback. These questions help you see if they can stay productive and positive when things don’t go as planned.

    When you’re hiring, it’s important to look beyond just technical skills. If someone can adapt to change, they’ll be able to grow and succeed in your team, no matter what comes their way.

    Related Resources

    Common interview technique FAQs

    What are the key elements of interviewing known as the 5 C's?

    The 5 C's of interviewing include Competency, Character, Communication Skills, Culture Fit, and Career Direction. Competency involves having the necessary technical skills for the task, often assessed through technical evaluations during the interview.

    How can one conduct an interview effectively?

    To conduct an effective interview, start by making the applicant comfortable, such as by establishing rapport with a shared topic before diving into more challenging questions. Utilize open-ended questions to encourage detailed responses, listen more than you speak, take notes diligently, and be mindful of legal boundaries in questioning.

    What are five effective tips for performing well in an interview?

    When giving an interview, it's advisable to arrive early, prepare a brief summary of your experience relevant to the position, listen attentively to each question, maintain a positive demeanor while avoiding negative remarks about previous employers, and be conscious of your body language and tone.

    What steps should be followed to conduct a proper interview?

    A good interview should begin with a friendly opening to make the candidate feel at ease, followed by proper introductions. Set clear expectations for the interview, treat it as a conversational exchange to gather essential information, and share your leadership philosophies. Finally, allow the candidate to ask their own questions.

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    Sean Griffith
    Chief Truffler
    Sean’s entrepreneurial spark lit early, starting with leadership roles at Best Buy Canada before launching a snow plowing startup that garnered international attention. He scaled SimpleTexting from $1MM to $40MM in ARR, later becoming COO of Sinch's SaaS division, overseeing 750+ employees and $300MM in ARR. A marathoner and sun-chaser, Sean thrives on tackling big challenges.

    Smarter, faster, and fairer hiring starts here.