Adaptability Interview Questions

Use the below-given Adaptability interview questions during your recruitment process to assess how comfortable candidates are to work in dynamic work environments and how capable they are to adjust to change.



Why should you assess a candidate’s Adaptability skills during the interview?

Companies have to change in order to meet the new challenges. Good companies have staff who easily adapt to market, industry and technology changes. Employees with the Adaptability skills can help companies grow. These employees:

  • Accept new working methods and team members
  • During uncertain situations, they suggest effective solutions
  • Keep learning about new techniques and tools to improve their work
  • Stay calm under pressure

The below-given questions will help you in evaluating how candidates:

  • React in unpredictable situations (e.g. when a team member resigns)
  • Adjust to changing work environment (e.g. when a new tool or technology is introduced)
  • Assist their colleagues in embracing change (e.g. when they have to follow a new company policy)
  • Take on new tasks (e.g. when their task list increases)  

Adaptability Skills Interview Questions

  • How do you adjust to changes that are out of your control? (e.g. A colleague leaving his job.)
  • If your team member had a “not interested” attitude to learning something new, what would you say to them to agree to learn a new more effective method of working?
  • What type of challenges do you face when starting a new job?
  • You have been working on a project for some time and one day suddenly your manager tells you that the client has changed project’s requirements. What would you do?
  • How do you re-adjust your to-do list when your manager asks you to submit a report within an hour? How would you make sure you don’t fall behind your daily tasks?
  • Tell me about a time when you were assigned new tasks (e.g. due to promotion or job enrichment.) What was your approach?
  • The new Team Leader implements formal yearly performance reviews for all team members. How would you handle the situation, when you are used to having only informal meetings?
  • Have you ever learned about a new tool or technology in your career? How long did it take you to understand it completely and start working on the same?

How to assess candidates’ Adaptability skills?

  • The onboarding process needs candidates to adjust to the new working environment and team members. Candidates who have previously adapted to a new environment effortlessly will be ideal.
  • If the position demands collaboration with different departments/team and participating in various projects, look for candidates who can multi-task.
  • For employees who want to change their profiles, ask the candidates the reason for this decision and how confident they are about doing complete justice to this unknown role.
  • Look for candidates who take all possibilities into consideration before making a decision. These candidates can adapt to unexpected conditions.
  • For senior-level positions, focus on finding candidates who are flexible, open to new ideas and have strong change management skills.

Red Flags

  • They are not open to change: Candidates who follow what they know and are stubborn to try new solutions are less likely to adjust well to change.
  • They fear the unknown: If your company’s environment is ever-changing and an employee has to perform many tasks beyond their scope of the role, look for candidates who are not scared of learning new methods and taking risks.
  • They are unenthusiastic: Candidates who are grumpy and don’t take responsibility when they are expected to adapt to changes are less likely to accept new conditions.
  • They are not confident: Candidates who feel pressurized under sudden changes might not be able to find effective and quick solutions to challenging problems.
  • They are not good team players: Being adaptable also means adjusting your working style. Look for candidates who value flexibility and collaboration.