How to Identify Candidates with the Greatest Potential
How is your candidate search going? Are you dealing with multiple positions that you are unable to fill? Facing skill gaps, how do you minimize your risks when you select a candidate? Is your main benchmark how well your job applicants interview? Or are you looking for something more quantitative?
The reality is that resumes can be inflated, job experiences may not be comparable to the job offering, and interviews can result in subjective decisions. Hiring is a nuanced activity. Often, a final decision is based on instinct or a gut feeling.
1) Broaden Your Hiring Search Criteria
It is time to expand your hiring metrics. Employees with the greatest potential are prepared with the skills and motivation to adapt and to change. Screen not just for expertise and knowledge, but for a potential employee’s strength in critical thinking skills and a lifelong learning mindset. Receive the evidence-based data that predicts both performance and productivity.
So how can you build a team of focused problem-solvers and innovators?
You should seek the candidates that are being overlooked by your competitors. Job applicants who offer some of the training, experience, skills, or attitudes desired, but not all. Yet, most importantly, they have a learning mindset. This means that they are future-ready, resilient, and capable of adapting to new technology as your organization evolves.
2) Determine the Overall Most Qualified Candidates
Strength in reasoning ability means more than the possession of thinking skills.
Individuals can have experience and skills desired, but lack the motivation to utilize them when making decisions. You need to identify future employees who have the ability and mindset to learn and to perform the job. Strength in reasoning ability means more than the possession of thinking skills.
Ask yourself if they are open to new ideas, decisions and skills. Would you describe them as capable and self-motivated? Driven to meet goals? Can they persistently focus on working through problems? Are they resilient, with an appetite for innovation and system changes? Resourceful? Do they strive to anticipate potential difficulties? Will they be good team members and leaders?
Why does mindset matter? Effective problem solvers have strong decision-making skills and, equally important, the positive mindset to consistently apply those skills. These employees are motivated to engage in problem-solving. They bring commitment, focus, tolerance and resourcefulness to their decision-making process.
These employees demonstrate a strong work ethic, flexibility, and the eagerness to learn and grow are most likely to fit into your work culture.
Employees with a well-developed learning mindset are key to developing strong teams. Thinking and decision-making skills, along with a commitment to your company’s mission, vision, and values is important, at every level of your organization.
Managers should prioritize finding people who will think well on the job. You can’t afford to hire for just thinking skills OR just mindset attributes—you need high standards for both. Reduce costly errors in judgment that are caused by poor thinking. Screen job candidates for critical thinking skills AND a lifelong learning mindset.
- Use an objective assessment of the key learning attributes required, at each level of responsibility and accountability, for positions within your company.
- Only interview candidates eager to learn, motivated to succeed, with the reasoning skills necessary to succeed on the job.
- Don’t rely upon a gut feeling, or opinion, when deciding whether candidates meet your requirements.
3)Use the Right Assessment Tool
The reasoning skills and professional mindset attributes measured by the INSIGHT series are predictive of workplace success.
INSIGHT Business Professional delivers the data needed to increase the quality of decision making throughout your organization. Our proven online pre-employment screening tool provides consistent objective metrics on the core critical thinking skills and mindset attributes.
Individual reports clearly document the strength and weaknesses of a targeted array of business thinking skills and attributes of candidates. Group reports let you track progress toward your hiring goals.
Our clients appreciate the security and versatility of our industry leading app-based testing technology. These include the ability to administer multilingual measures of reasoning skills and thinking attributes throughout the world.
4) Boost Talent Development/Training Results
You need to know which employees will benefit from training to develop their skills.
In addition to hiring the right candidates with strong work habits of mind, you need to focus on strengthening your employees’ skills and mindset. There are many benefits to integrating assessment of thinking mindset and skills into your hiring, onboarding, promotion, and development programs.
provides proven instructional modules that guide individuals toward the continued improvement of their reasoning. Scenarios, examples and reflective mental exercises center on the workplace. They target skills and attributes applicable to problem solving and decisions in all aspects of life. Designed to be used as independent study by employees, it can also be incorporated into existing training programs. A comprehensive assessment of thinking strengths and weakness is included for each trainee. INSIGHT Development Program provides instructional modules, based on the most current research, that guide individuals toward the continued improvement of their reasoning. Scenarios, examples, and reflective mental exercises center on the workplace. They target skills and attributes applicable to problem solving and decisions, in all aspects of life. Designed to be used as independent study by your employees, it can also be incorporated into existing training programs.
A comprehensive assessment of thinking strengths and weakness is included for each trainee, to measure progress after completion of training/development.
5) Embed Building Critical Thinking into your HR Goals
When what used to work isn’t paying off anymore, it’s time to change your business practices. Quality assessment and employee improvement programs must focus on thinking skills and mindset.
INSIGHT assessments provide metrics on up to 15 different scales to assist you in determining proficiency and those areas requiring improvement. INSIGHT is available for multiple industries, including Business, Health, Defense, First Responder, Government/Law, and Science/Engineering.
INSIGHT Development Program can help you train these core skills, mindset attributes, and measure the progress of participants