How can you identify adaptable and flexible candidates for your startup?

1 Use behavioral questions

Behavioral questions are designed to elicit examples of how candidates have handled specific scenarios in the past. They can reveal how candidates approach problems, deal with uncertainty, and cope with stress. For example, you can ask questions like: How did you adapt to a major change in your previous role? How did you learn a new skill or tool in a short time? How did you handle a conflict or disagreement with a colleague or customer?

2 Assign a project or task

Another way to assess adaptability and flexibility is to assign a project or task that simulates the work environment of your startup. This can help you evaluate how candidates perform under pressure, use feedback, and demonstrate creativity. For example, you can ask candidates to create a prototype, write a blog post, or pitch an idea. You can also change the requirements, deadlines, or expectations midway to see how they react and adjust.

3 Observe their communication style

Communication is key for any startup, especially when working remotely or across different time zones. You want candidates who can communicate effectively with different audiences, media, and formats. You also want candidates who can listen actively, ask relevant questions, and express their opinions respectfully. You can observe their communication style by paying attention to how they interact with you, your team, and other candidates during the recruitment process.

4 Check their references

References can provide valuable insights into how candidates have performed in previous roles and projects. They can also verify the skills and competencies that candidates claim to have. You can check their references by contacting their former employers, colleagues, or clients. You can also ask them to provide testimonials, recommendations, or endorsements from their network.

5 Look for a growth mindset

A growth mindset is the belief that one can improve their abilities and intelligence through effort and learning. Candidates with a growth mindset are more likely to embrace challenges, seek feedback, and learn from failures. They are also more likely to pursue new opportunities, experiment with new ideas, and innovate. You can look for a growth mindset by asking candidates about their goals, achievements, and failures. You can also ask them how they keep up with industry trends, learn new skills, and develop themselves professionally.

6 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?