Wie können Sie die Belastbarkeit eines Kandidaten im Rekrutierungsprozess testen?

Ask questions that deal with the candidates own vision, mission and core values. This approach provides deep insights into their mindset and helps determine whether the individual aligns with your organization's culture.

Ask behavioral Questions such as that require candidates to share examples of how they handled challenging situations in the past. Ask about times when they faced setbacks, tight deadlines, or unexpected changes .

While assessing the candidates through behavioral and contextual questions enables the recruiter to understand the mindset of the candidate. Presenting diverse situations with "If" "How" and "Why" facilitates a thorough assessment, and implementing this approach assists the recruiter in identifying the ideal candidate for the organization.

Ask Behavioral questions such as: "Can you share a time when you faced a significant challenge at work? How did you handle it?" "Tell me about a project that didn't go as planned. How did you adapt and overcome obstacles?"

Ask behavioral questions to assess a candidate’s resilience such as, "Tell me about a time when you received negative feedback. How did you handle it and what changes did you make based on it?" "Tell me about a time when you had to deal with a high-pressure situation. How did you maintain your composure and achieve your objectives?" "Can you share an instance where you made a mistake at work? How did you rectify it and what did you learn from it?" "Can you describe a situation where you faced significant challenges or obstacles and how you handled it?" "Describe a time when you had to adapt to a significant change at work that you did not expect. How did you manage it?"

Challenging a candidate's assumptions and their response to feedback is a valuable way to assess their resilience. It's like a test of both their conviction and their willingness to learn and grow. For example, they might admit that they initially assumed everything would go smoothly, but when issues arose, they had to adapt. It reveals not only their ability to defend their ideas but also their openness to alternative viewpoints. Resilient individuals tend to adapt to criticism, learn from it, and use it to improve.

One of the ways you can challenge assumptions is by introducing hypothetical or real-life scenarios. Ask 'why' and 'how' questions. Probe different perspectives. See how they respond or adapt when their assumptions are tested against these scenarios.

Esto es casi cuestionando su mindset o sus métodos o metódologias favoritas, preguntandole por qué lo hizo de esa forma, por qué no de otra y así. En su argumentación puedes encontrar muchas variables interesantes, como también puedes detectar rigides, falta de flexibilidad o de adaptación a ambientes VUCA.

When integrating scenario tasks into the recruitment process, it's crucial to approach them with respect for the candidate. The tasks should reflect actual challenges they may face in the role without being traps to trip them up. If the job requires teamwork, the scenario should include interactions with potential colleagues to assess the candidate's collaborative skills in a supportive environment. Clear instructions, relevance to the job, and the opportunity for two-way feedback ensure the task is a fair and constructive assessment tool. This approach allows candidates to demonstrate their skills in a realistic context and ensures they are treated with dignity, even offering a learning experience, regardless of the hiring outcome.

Ask the candidate how they would respond to a hypothetical situation that contradicts their assumptions. For example, if a candidate assumes they would always have all the resources they need to complete a task, ask them how they would handle a situation where resources are limited.

Observing candidates' emotional reactions as a measure of resilience must be handled cautiously to avoid interviewer biases. Emotional responses are subjective and can be influenced by cultural, personal, and social factors. To ensure a fair assessment, interviewers should use standardized scenarios, structured rating systems, and involve a diverse panel to provide balanced perspectives. Training in bias awareness is crucial, along with focusing on candidates' behavioral responses to emotions rather than the emotions themselves. Reflective debriefing and candidate feedback can also help to identify and correct biases, ensuring a fair and equitable evaluation process.

When using references to assess a candidate's resilience, it's important to be transparent with the candidate about what qualities and examples you'll be asking their references to provide. Informing the candidate allows them to prepare their references for such questions and, if necessary, choose references who can best speak to their resilience. This practice builds trust, ensures the relevance and accuracy of the information provided, promotes fairness in the evaluation process, and acknowledges the diversity in how resilience is demonstrated and perceived.

If a candidate makes a claim about their abilities or experiences, ask them to provide specific examples. This can help you assess whether their assumptions align with their actual experiences.

Discuss Failures and Mistakes: Ask the candidate to talk about a time when they made a mistake or faced a failure. This can show how they handle setbacks and whether they can learn and grow from these experiences.