When hiring we need to ensure those we hire will be a benefit to our organizations. In the past, many people have been hired as a pair of hands – there is a task to do and we need someone to do it. That was all there was to it.

Today, the needs are far different. When we recruit for an organization we do the usual. Every resume is examined to see if it meets the qualifications brought forward by the organization. However, we also examine the need for new hires to be able to think and to adapt to the ever changing situation.

Recently in an interview for a position, a young woman focused on her Master’s Degree. When asked about the most recent program she took to enhance her learning she indicated it wasn’t necessary to take courses, she had done all that when she was in university taking her masters. While this is true – she did learn a lot in university the fact remains – it is also true that we need to be open to new learning today.

Buckminster Fuller is noted for creating the “Knowledge Doubling Curve”. He noticed human knowledge doubled approximately every century up until the year 1900 and the industrial revolution. Along came World War II and knowledge was doubling every 25 years by the end of the war. What has changed today is different types of knowledge have different growth rates. Scientists tell us nanotechnology knowledge is doubling every two years while psychologists indicate clinical knowledge is doubling every 18 months.

On average human knowledge is doubling every 13 months. However, IBM suggests the “internet of things” will lead to knowledge doubling every 12 hours. That’s a long way from knowledge doubling every century.

This simple fact is, it creates all kinds of challenges in the workplace. If you are hiring an individual who is not interested in or capable of thinking and/or adapting his or her thinking to the new situation then this individual is not needed. Why? The answer is because there are very few jobs today where all that is needed is a pair of hands.

Today we require individuals who can think – someone who can deal with a myriad of situations which are new and have not been seen before. Past experience cannot necessarily create a new response. In some cases there is no past experience that will assist in solving the problem. Thus, we MUST have people who are open to thinking outside the box and can keep our organizations moving forward.

Today we need individuals who can assess a situation and find a new solution based on their ability to think and perhaps adapt previous knowledge to the task at hand. When you are in an interview here are four things to consider when your candidate is answering questions.

Sign 1: Involvement Outside of Work

What involvement has your candidate had in the community? Previous work would be good but at least the individual needs to have been active within the community. And, having been active in the community can they indicate how they had a meaningful impact in what they did?

The two young brothers, Carl and Marc Kielburger started Twelve- Twelve-Year-Olds which evolved into Free the Children, an international organization dedicated to taking action on child labour. This has true impact on the youth in many countries outside our own Canada. It is not important your candidate be this involved, only that he or she is capable of making a difference.

Perhaps your candidate is not involved in the community – then listen to their list of hobbies or interest in the arts. This too suggests a desire to be involved and always seeking new ways of doing things.

Sign 2: A Lack of Continuous Learning

Not everyone needs training. Some people finish school and find this is sufficient. Perhaps it was so in the past, however, today this does not do enough. Employers today are looking for life-long learners. That is those people who are constantly reinventing themselves by adding to their knowledge base. It doesn’t matter how they are doing it – online courses, reading books and industry related magazines or attending face-to-face training are all good avenues. What does matter is how this individual continues to keep abreast of what is happening in the world and primarily in their field.

How can you assess this? Ask questions like what is the last course you took and how were you able to implement one idea from this course into your present work? This will reveal a lot to you.

Sign 3: Resistance to Taking on New Roles

When our young grandson accepted a job at his local grocery store he thought he would do the one thing he was shown to do on his first day. That was to open boxes and stock shelves. Well, that only lasted the first day. The next day, he was shown how to handle a cash register. And the next, he was shown how to deal with customer concerns. From the first day forward his job grew. Imagine if he said, “No, I am only here to do open boxes and stock shelves.” If he had not wanted to take on a new role then I am sure his new job would have ended abruptly.

Taking on new roles is critical! If your newest candidate has not had the opportunity, or taken the opportunity, to grow his or her job then they may not be willing to step outside the first day’s tasks. Is this the kind of individual you want working in your firm? Probably not!

You need someone who is not only willing, but even more importantly, seeks out various aspects of the job so they can take over other people’s positions if need be. Or, they can find new ways to improve upon the task at hand. After all, every employee needs to be able to add to the corporate bottom line directly or by helping someone else who is directly adding to that bottom line.

By asking a candidate to describe the variety in the jobs he or she has had in the past it will help you ascertain their ability to take on new in the future.

Sign 4: Lack of Relevant Questions

It is interesting to listen to the questions asked in an interview. Jane was in an interview and she was asked if she had any questions. She did! Her question was, “When can I get time off for holidays?” Although a real question, it focused on her and her needs. This certainly does not show anyone how she might be able to add value to the company. Sometimes people just ask self-indulgent questions – this tells you something!

Look closely at people who ask questions that show they have done their homework. It is good to know they have made the effort to understand what they are applying for. In addition, this shows initiative which is what is needed for people to take the onus on themselves to learn new things.

Listen for questions such as:

–       How will my role add to corporate goals?

–       How does the department add to the corporate goals?

–       Who will I report to?

These four signs will help you recognize the people who have the attitude you want in your business – people who are anxious to learn new things. Every interview allows you the opportunity to assess the abilities of those you are hiring. Pay attention to what you hear in every answer!