How can you screen candidates for their ability to handle ambiguity?

Here are some tips to help you get started: Ask behavioral questions: Behavioral interview questions are a great way to assess a candidate’s ability to handle ambiguity. Look for adaptability: Candidates who are adaptable and comfortable with change are more likely to be able to handle ambiguity. Assess communication skills: Effective communication is key when it comes to handling ambiguity. Look for candidates who are able to communicate clearly and concisely. Evaluate problem-solving skills: Candidates who are good problem-solvers are better equipped to handle ambiguity. Consider personality traits: Certain personality traits, such as openness to experience and emotional stability, are associated with better performance.

Ao abordar a seleção de candidatos com foco em lidar com ambiguidade, lembro-me das palavras de Adam Grant em "Originals": "A ambiguidade é um campo fértil para a originalidade". Para mim, isso significa identificar profissionais que não apenas toleram, mas prosperam na incerteza. Ao definir claramente o que a ambiguidade representa para meu empreendimento, busco candidatos que demonstrem resiliência e criatividade diante de desafios imprevisíveis, alinhando-se com a visão de Grant sobre a inovação em ambientes incertos.

Ambiguity means opportunity. An Opportunity to outperform big names. It's moments like these that reveal true character. Uncertainty arises from complexities, primarily people, more people, bad people, mad people, pee-pal. The root of issues, from funds to machines to materials, often traces back to people. The distinction between a politician and a leader lies in how they approach problems: whether they provoke those involved or strive to solve the issue and provide support. Steer clear of politicians when building your team. You don't need chaos but someone who streamlines turbulence.

Na minha experiência como especialista em RH, descobri que perguntas comportamentais e situacionais são fundamentais para avaliar a capacidade dos candidatos de lidar com ambiguidade. Por exemplo, eu costumo perguntar: "Descreva uma situação onde você teve que tomar uma decisão sem ter todas as informações necessárias. Como você lidou com isso?" ou "Imagine que você está liderando um projeto e de repente as diretrizes mudam. Como você se adaptaria a essa nova situação?" Essas perguntas me dão uma visão clara de como o candidato pensa e age em situações incertas.

To be very specific here, one can use a Guesstimate question to test this. But make sure this is timed and also the candidate should not have access to their phone/laptop etc through which they can search up the answer. You can surely provide them a calculator if required. This has been a very successful way to test their thinking patterns and behavior towards ambiguity

Examine their journey for subconscious excellence instances to reveal their true nature. When gauging the ability to handle uncertainty explore their grasp on FMEA (Failure Modes and Effects Analysis). The mentor's role is pivotal, ensuring deadlines and building resilience. Inquire about mentors with whom they have faced uncertainty head-on. Mentorship and challenges shape their threat response—freeze to flight to finally embracing the fight mode. An intriguing flow propels them into a subconscious excellence mode where they float. Initially, people enter this zone when immersed in intense problem-solving, losing themselves in solutions. But over a period they learn to trick their brains to enter this zone. Warriors are born out of wars.