Here's how you can evaluate a candidate's adaptability to new technologies and innovative solutions.

AI is the latest trend considering current market scenarios. You can ask them multiple scenario-based questions which can be sorted with the help of AI (if the candidate is from the IT field). For non-IT candidates, the scenario-based questions based on any past incident that the candidate might have faced in their real-time work can help to identify their caliber of adopting flexibility.

Experience with anything new comes in levels... did they just read about the new technology, watch some videos, who did they follow, did they get their hands dirty in a lab, work on a pet project, deliver a poc or pilot or better deliver into production. Many candidates talk a good job, use the word we, but I like to ask how they learnt and what they actually brought as value to the projects.

I would assess their willingness to learn, ability to think critically, and openness to new ideas. I would ask scenario-based questions that simulate real-world challenges, such as implementing a new software system or integrating emerging technology into an existing process. I would also explore their experience with learning new tools and technologies, and how they stay current with industry trends. Additionally, I would look for examples of how they have adapted to change in their previous roles, and how they have leveraged technology to drive innovation and improvement. By evaluating these aspects, I can gauge the candidate's ability to adapt, innovate, and thrive in a rapidly changing technological landscape.

I like to first work on the candidates experience, digging deep into what they brought to their work, und3rstnad motives and see what they are most proud of. Then I switch gears to their biggest failures, or call them learnings, but I find the former puts a little edge on them to be more self critical. Only then do I like to bridge ro hypothetical but grounded in real issues I would have faced with some twists.

I like to understand why someone invests time in learning new things and what motivates them, are they rising to a customer or partner ask or just curious or both. Did they do this in their own time or on a real customer project, both lead to valuable insights but you need to be direct. A good question to ask is what would have happened to them or the customer if they had not learnt the new technology, was their job at risk and how did it feel.

I feel it's better to be opinionated on new technology than sit on the fence. Such candidates can only do that if they have deeper understanding and have read around the technology. They naturally apply that knowledge and come up with novel ideas to leverage the strengths of new technologies vs just understand the status quo. In this way they offer substantial value in shaping the future of the technology vs being a follower.

According to me, only who has a growth mindset and is open to change can be adaptable at workplace. It is interesting to see how a person constantly thinks of different ways of doing the same thing. I also believe someone who is adaptable is always hungry for innovation whether it is in personal or professional setup.