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What do you do if an educational technology candidate lacks the most important qualities during an interview?

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Finding the right candidate for a role in educational technology can be a challenging process. When you're sitting across from an interviewee who doesn't seem to possess the key qualities you're looking for, it can be tempting to end the interview there and then. However, this is an opportunity to dig deeper and understand the candidate's potential beyond first impressions. By exploring their adaptability, willingness to learn, and problem-solving skills, you can often uncover hidden strengths that could make them a valuable asset to your team.

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Rebeca Berenice Rivera Velázquez

People Analyst en Warner Music México | Recursos Humanos
Gêrlan Cardoso

Educador | Google Champion | Google AI+Edu Fellow | Analista de Sistemas | Speaker | EdTech
Dr. Muhammad Usman (PhD, CFCIPD, PFHEA, SFSEDA, SMIEEE, CMBE)

Founder and CEO "The Case HQ" | AI Strategist and Thought Leader | Professor (Associate) | Accreditation Consultant |…

1 Probe Deeper

When a candidate doesn't immediately display the qualities you're seeking, use the interview as an opportunity to probe deeper. Ask open-ended questions that encourage them to elaborate on their experiences and thought processes. This can reveal their problem-solving abilities and how they approach learning new skills. Sometimes, a candidate's potential is not apparent on the surface, but through careful questioning, you can uncover strengths that are not immediately visible.

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Rebeca Berenice Rivera Velázquez

People Analyst en Warner Music México | Recursos Humanos
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-Dar oportunidad a los candidatos de contar experiencias reales en su trayectoria y dar pie a que elaboren en sus respuestas, a menudo da mayor visibilidad acerca de su proceso de pensamiento, como actúa bajo estrés e inclusive qué valores orientan su trabajo.

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2 Evaluate Fit

Evaluating cultural fit is crucial when a candidate lacks certain technical skills or experiences. Consider their soft skills, such as communication, collaboration, and adaptability. These attributes can be just as important as technical prowess in educational technology roles, where working with diverse teams and adapting to changing educational needs is part of the job. A candidate who is a good cultural fit may be more likely to thrive and grow within your organization.

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Dr. Muhammad Usman (PhD, CFCIPD, PFHEA, SFSEDA, SMIEEE, CMBE)

Founder and CEO "The Case HQ" | AI Strategist and Thought Leader | Professor (Associate) | Accreditation Consultant | Scientific Patents | CIPD Level 7 SHRD | OTHM Level 8 SM&LP | Digital Learning Expert
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When assessing candidates for educational technology roles, evaluating cultural fit is paramount, especially if technical skills are lacking. Look beyond mere qualifications and consider soft skills like communication, collaboration, and adaptability. In educational settings, where teamwork and responsiveness to evolving needs are essential, these attributes hold significant weight. A candidate who aligns with your organization's culture is more likely to integrate seamlessly into the team, fostering collaboration and innovation. Additionally, cultural fit promotes employee engagement and retention, as individuals who feel a sense of belonging are motivated to contribute positively to the organization's goals.

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Rebeca Berenice Rivera Velázquez

People Analyst en Warner Music México | Recursos Humanos
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-Es más fácil ense?arle excel a una persona que desarrollar sus competencias como solución de problemas, liderazgo, adaptabilidad, dinamismo.... y orientarse a una selección por competencias, sin dejar de lado las habilidades técnicas que igual son importantes, ayuda a que las personas se queden más tiempo en una posición y crezcan de mejor forma.

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3 Consider Potential

Consider the candidate's potential for growth. Do they show a passion for educational technology? Are they eager to learn and improve? While they may not have all the desired qualities now, a willingness to learn and a strong work ethic can compensate for initial shortcomings. Investing in such a candidate could pay off if they are committed to their professional development.

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Rebeca Berenice Rivera Velázquez

People Analyst en Warner Music México | Recursos Humanos
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Dependiendo de la posición y considerando las necesidades particulares de cada vacante, a veces es factible apostar por un candidato que aunque no tenga todas las competencias en este momento, tiene interés por desarrollarlas, competencias y motivación. Apostar por esos candidatos hoy, es tener colaboradores motivados y comprometidos el día de ma?ana, a quienes puedes desarrollar y colocar en otras posiciones.

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Mayur Agnihotri

Board Member | Technologist | Visionary | Strategist | Cyber Security | SecOps | Deep Security
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When evaluating a candidate's potential, consider if their existing skills from other experiences (transferable skills) can be applied to the educational technology role. Additionally, see if they show a strong willingness and ability to learn the necessary skills quickly (learning potential). This can help you decide if they can develop into a strong asset for the team.

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4 Suggest Training

If you see potential in a candidate but they lack certain skills, suggest training or professional development opportunities. Many skills can be taught, and a candidate who is open to learning may quickly close the skill gap. This approach demonstrates your commitment to their growth and shows that you value their other qualities enough to invest in their future with your organization.

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5 Rethink Criteria

Sometimes, an interview can serve as a prompt to rethink your criteria for the role. Are all the qualities you're seeking truly essential, or could some be developed on the job? This reflection can lead to a more flexible approach to hiring, where potential and adaptability are given more weight than a rigid skill set that may be outdated as educational technologies evolve.

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6 Next Steps

If after careful consideration you decide the candidate isn't suitable for the role, provide constructive feedback. This can help them in their professional journey and leave a positive impression of your organization. Explain the areas where they fell short and offer advice on how they can improve. Even if they're not the right fit now, they could become a valuable candidate in the future.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Gêrlan Cardoso

Educador | Google Champion | Google AI+Edu Fellow | Analista de Sistemas | Speaker | EdTech
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As an interviewer for an educational technology (EdTech) role, it's important to find the right candidate who possesses the skills and qualities necessary to excel in the position. Here's what you can do if a candidate seems to lack the most important qualities...

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What do you do if an educational technology candidate lacks the most important qualities during an interview?

1

2

3

4

5

6

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1 Probe Deeper

2 Evaluate Fit

3 Consider Potential

4 Suggest Training

5 Rethink Criteria

6 Next Steps

7 Here’s what else to consider

Educational Technology

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What do you do if an educational technology candidate lacks the most important qualities during an interview?

1

2

3

4

5

6

7

1 Probe Deeper

2 Evaluate Fit

3 Consider Potential

4 Suggest Training

5 Rethink Criteria

6 Next Steps

7 Here’s what else to consider

Educational Technology

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