In today’s “new normal,” companies need employees who can do more with less, adapt quickly to change, and initiate creative solutions to solve tough problems.
It’s certainly a tall order. But as a staffing services firm serving Metro Kansas City, Morgan Hunter can tell you that one way to fill it is by hiring employees who have the potential for growth. For instance, a candidate may not have leadership experience today, but they certainly have the potential to lead in the future.
You’re probably thinking: “as if hiring isn’t hard enough.” But when you hire high-potential employees, you get more bang for your buck. You know they can do the job for now …and that they have the potential to take on expanded responsibilities – and add more value to your company – in the future.
So how can you go about evaluating a candidate’s growth potential? By asking the right questions. Here’s a look at 4 of them:
Question #1: Tell me about a time you had to adapt in the workplace.
In today’s business climate, things change fast. As a result, you need employees who can roll with the punches. That’s why it’s important to ask questions in which candidates have to give examples of their ability to adapt, whether it was through taking on an assignment that wasn’t a part of their job description or learning “on the fly” to complete a mission critical project.
Question #2: Tell me about a task or project you completed with a high degree of autonomy.
You can’t spend a lot of time holding the hands of your employees. So you need to hire people who can hit the ground running when tasked with a certain assignment. That’s why it’s important to ask questions about working independently and to gauge a candidate’s comfort level with doing so.
Question #3: What does your dream job look like?
Determining a candidate’s growth potential isn’t just about where you see them going in their career, it’s where they see themselves going. And when both visions are aligned, then you have a great match. Also, by taking into account a candidate’s personal goals and ambitions, you can better identify whether your company and the current job opening are a good fit for them.
Question #4: What do you enjoy learning about?
Regardless of whether a candidate offers you an answer related to their work or personal life, it’s important that new hires demonstrate a willingness and eagerness to learn, from expanding their knowledge base about a certain trend or topic to learning new skills. The last thing you want to do is bring a new recruit on board who is totally uninterested in learning and improving.
Need Expert Help With Your Hiring Process?
If you need to hire high-potential employees, but don’t have the resources to dedicate to the task, turn to Morgan Hunter, a leading staffing services firm serving Metro Kansas City. We have the knowledge, proven processes, and years of experience to help you hire employees who can do the job you need them to today, as well as deliver added value to your company in the future. Contact us