Here's how you can spot candidates with a proven track record of innovation.

When reviewing resumes, it's crucial to look beyond job titles and focus on the specifics of each candidate's accomplishments. Seek out descriptions of projects where they were responsible for implementing new processes or products. Candidates with a track record of innovation will often have clear examples of times they challenged the status quo or improved existing methods. These individuals typically use language that reflects change and improvement, such as "developed," "transformed," or "revitalized." Look for quantifiable achievements, like percentages or numbers, to provide concrete evidence of their impact and effectiveness in driving positive change.

During interviews, ask open-ended questions that require candidates to discuss their experiences with innovation. For example, you might ask them to describe a situation where they had to solve a problem in an unconventional way or to talk about a time when their idea led to a significant change within their organization. Listen for stories that reveal a candidate's ability to think creatively and persist through setbacks. The most innovative candidates will be able to articulate not just what they did, but also why it was innovative and how it made a difference. This approach helps identify those who can bring fresh ideas and drive positive change in your organization.

I've interviewed 5K+ people. Here are some of my favorite reference check questions: - How long have you known the candidate, and how did you come to know him/her? - What was your relationship, and for how long? - How would you describe the candidate from a professional viewpoint? From a personal viewpoint? - What was the condition of the business before and after his/her arrival? - What did the candidate fail to do and why? - Would you hire the candidate in a position requiring what I’ve described to you? Would you be concerned? - If you were my client, what would you want to know about the candidate? * Just reframe to be more in line with your values! Credit: Jeff Stump (Andreessen Horowitz)

Checking references provides additional context for a candidate's innovative capabilities. When speaking with referees, specifically inquire about instances where the candidate demonstrated creativity and initiative. Ask for details on how the candidate approached challenges and whether they were able to see projects through to successful completion. References who can speak to a candidate's ability to innovate are often enthusiastic and provide concrete examples of their contributions to innovation. This information can validate your impressions from the interview and give you confidence in the candidate's potential to drive innovation in your organization.

When hiring for professions like design or engineering, a candidate's portfolio is essential because: Originality Stands Out: Look for work that challenges industry norms and demonstrates unique thinking. A diversified portfolio demonstrates versatility and a variety of talents. Strong Conceptualization: Beyond execution, consider how well concepts are formed and applied. A well-crafted portfolio displays not only a candidate's past accomplishments but also their inventiveness, adaptability, and problem-solving abilities—all of which are required for success in these professions.

Innovation thrives on continual learning and flexibility. Candidates that prioritize professional development through continuous education, industry events, and active participation in professional networks contribute essential forward-thinking and collaborative abilities to innovative teams. Embracing new knowledge demonstrates adaptability and resilience, which are essential qualities for navigating challenging settings and promoting organizational innovation.

As a seasoned recruiter, I bring a unique viewpoint that focuses on spotting talent beyond skills. I prioritize cultural fit and growth opportunities: I look into individuals' history to discover their genuine talents and flexibility. I prioritize finding people who share the company's values and contribute to positive team chemistry. I evaluate candidates by giving industry-specific situations to test their inventive thinking and problem-solving abilities. Problem-solving skills are assessed by giving relevant scenarios to test candidates' inventiveness, analytical thinking, and risk-taking approach. This guarantees that they can generate meaningful innovation throughout the organization.

As an executive search consultant, I recommend using a combination of methods to identify candidates with a proven track record of innovation. As mentioned above, review their profiles for projects or initiatives that led to significant changes. Look for industry recognition such as awards, patents, or publications, and participation in conferences as a speaker or panelist. Investigate their online presence, including articles, blogs, or social media activity, to gauge their commitment to innovation. Request a portfolio showcasing their innovative work, including presentations, reports, or patents. Conduct behavioral interviews that focus on experiences where the candidate demonstrated innovative thinking combined with references.