How to assess the polymathy of a candidate for your organization? A set of questions and a "rubric"

Polymathy is being increasingly recognized as an important factor in the workplace, as it has been associated with creativity, adaptability, self-efficacy and with less cognitive entrenchment [1-12]. However, there is a huge gap in the current HR practices in dealing with (and sorting) polymathic people.

Here is a tentative set of questions and "rubric" to help your organization gauge the degree of polymathy of a potential candidate. I must note that the development of this questionnaire was made possible thanks to the aid of the new GPT-4. That is mainly because I am severely constrained in my ability to write practitioner articles due to several competing ongoing academic works on polymathy. While using AI for such an important task is not ideal, the fact that currently there is almost no material available, with the exception of that by Aksinya Staar , made me go for it. As time allows, I will be revising and updating this list, as well as adding more comments. Good luck and congratulations for being a pioneer and embarking in this exciting movement for a more polymathic workforce!

Here are the set of questions:

1. Describe a project or task you have worked on that you found particularly interesting or challenging. What made it stand out to you?
2. Tell me about a time when you needed to adapt or learn something new in a work situation. How did you approach it, and what was the outcome?
3. Can you share an example of a collaboration or team project where you felt you contributed in a unique way? What was your role, and how did you approach it?
4. How do you stay informed and up-to-date in your field or other areas of interest? What resources do you find most helpful?
5. Share an experience where you discovered a connection or insight that helped you in your work or personal life. What led you to this realization?
6. Describe a situation where you recognized an opportunity for improvement or innovation. How did you approach it, and what was the outcome?
7. Tell me about a problem or challenge you've faced that required a unique or creative approach. What was your thought process, and how did you arrive at a solution?
8. How do you manage your time and prioritize your interests or responsibilities? Can you provide an example of a situation where you had to balance competing demands?
9. Have you ever had an experience where you helped or mentored someone from a different background or field? What did you learn from this experience?
10. In your career or personal development, have there been any experiences or achievements that you believe have prepared you for the role you're applying for? Can you elaborate on them?

Here's a rubric to assess the polymathy of a candidate based on their responses to the interview questions. Each question has specific criteria related to the key dimensions of polymathy: breadth, depth, and integration. Candidates who meet more of these criteria are considered more polymathic.

1. Interesting or challenging project:

• Candidate demonstrates work in multiple domains or areas.
• Shows deep understanding of the project's subject matter.
• Indicates a willingness to tackle complex or interdisciplinary problems.

2. Adapting or learning something new:

• Candidate showcases adaptability across different fields or situations.
• Demonstrates rapid learning and the ability to grasp complex concepts.
• Applies existing knowledge to new or unfamiliar contexts.

3. Unique contribution to collaboration or team project:

• Candidate brings expertise from multiple domains or areas.
• Demonstrates the ability to integrate and synthesize information from different fields.
• Facilitates interdisciplinary collaboration and problem-solving.

4. Self-directed learning with the goal of keeping up-to-date:

• Candidate engages with diverse resources across multiple fields or areas.
• Shows commitment to continuous learning and professional development.
• Actively seeks out new knowledge and emerging trends.

5. Discovering connections or insights:

• Candidate identifies relationships between seemingly unrelated concepts or fields.
• Applies insights from one domain to another to solve problems or generate new ideas.
• Shows a deep understanding of the underlying principles or structures that connect different areas of knowledge.

6. Recognizing opportunities for improvement or innovation:

• Candidate identifies gaps or opportunities in current knowledge or practices.
• Demonstrates a creative and integrative approach to problem-solving.
• Leverages interdisciplinary knowledge to drive innovation and change.

7. Unique or creative approach to problem-solving:

• Candidate applies a broad range of knowledge and skills to address challenges.
• Demonstrates the ability to think critically and creatively across domains.
• Shows resilience and persistence in the face of complex or ambiguous problems.

8. Time management and prioritization:

• Candidate effectively balances competing demands and interests.
• Demonstrates commitment to pursuing and integrating knowledge across multiple areas.
• Shows adaptability and flexibility in managing time and resources.

9. Helping or mentoring someone from a different background or field:

• Candidate demonstrates empathy and understanding of diverse perspectives.
• Shows a willingness to learn from others and share knowledge across domains.
• Facilitates interdisciplinary communication and collaboration.

10. Experiences or achievements preparing for the role:

• Candidate showcases a broad range of experiences and accomplishments across multiple domains.
• Demonstrates deep expertise and the ability to apply knowledge in various contexts.
• Indicates an integrative and interdisciplinary approach to learning and personal development.

Candidates who consistently meet these criteria across the questions are considered highly polymathic, as they demonstrate the key dimensions of polymathy: breadth, depth, and integration.

To generate this questionnaire and rubric, I drew not only on the idea of polymathy as a label for somebody's achievements and manifest knowedge but also, and particularly, on the construct of polymathic orientation. Here are the definitions based on the academic work of my colleagues and myself:

Polymathy refers to the multidimensional pursuit, development, and manifestation of knowledge characterized by breadth, depth, and integration. Polymathic breadth involves diversity across domains of knowledge and experience, areas of interest, as well as modes of thought. Polymathic depth involves a commitment with mastery, expertise, rigor and precision. Polymathic integration involves behaviors that transcend traditional boundaries and divisions among domains of knowledge or areas of human activity, fostering the synthesis of ideas and experiences, and the exploration of fundamental connections. Although polymathy involves a continuous pursuit, its development and manifestation evolve dynamically across the lifespan.

Polymathic Orientation (PO) is a disposition, inclination, or enduring direction of thought and interest that drives individuals to pursue, develop, and apply knowledge across multiple domains, subject matters, or areas of human activity. This orientation is characterized by an individual's preference for engaging in activities and learning experiences that emphasize the qualities of breadth, depth, and integration

P.S. I would like to thank the "polymathy tribe", Aksinya Samoylova, Anna Flavia Ribeiro, Dr. Angela Cotellessa (Meyers), Oliver E. Cunningham, Christi Kapp ??, Gilberto Fernandes , Mick Baptista and many others for the ongoing discussions and contributions! I also thank Charles Rosenbury for comments that helped me to refine the definition of polymathy for this article.

References:

Araki, M. (2015). Polymathic leadership: Theoretical foundation and construct development. Available at SSRN 3166622.

Araki, M. E. (2018). Polymathy: a new outlook. Journal of Genius and Eminence, 3(1), 66-82.

Araki, M., & Pires, P. (2019). Modern Literature on Polymathy: A brief review. Available at SSRN 3313137.

Araki, M. (2020). Scientific polymathy: the end of a two-cultures era?. The Lancet, 395(10218), 113-114.

Araki, M. E., & Cotellessa, A. J. (2020). Creative Polymathy and the COVID-19 Crisis. Frontiers in psychology, 11, 601508.

Root-Bernstein, R. S., & Root-Bernstein, M. (2001). Sparks of genius: The thirteen thinking tools of the world's most creative people. Houghton Mifflin Harcourt.

Root-Bernstein, R., & Root-Bernstein, M. (2004). Artistic Scientists and Scientific Artists: The Link Between Polymathy and Creativity.

Root-Bernstein, R., & Root-Bernstein, M. (2020). A statistical study of intra-domain and trans-domain polymathy among Nobel laureates. Creativity Research Journal, 32(2), 93-112.

Root-Bernstein, M., & Root-Bernstein, R. (2023). Polymathy Among Nobel Laureates As a Creative Strategy—The Qualitative and Phenomenological Evidence. Creativity Research Journal, 35(1), 116-142.

Trofimova, I., & Araki, M. E. (2022). Psychometrics vs neurochemistry: A controversy around mobility-like scales of temperament. Personality and Individual Differences, 187, 111446.