Ramp-Up Time: Assess how quickly they could acquire the missing skills or knowledge. Ask about their learning experiences and ability to adapt to new challenges. Fit for Other Roles: Determine if their skills or experiences align better with another position within the organization. This approach helps retain valuable talent even if they aren’t suited for the current role. Strengths and Trade-Offs: Identify areas where they excel, such as problem-solving, leadership, or innovation, that could compensate for gaps in experience. Focus on their unique characteristics that add value to the team.

To gauge their potential for the job evaluate transferable skills, problem-solving abilities, adaptability, and learning eagerness. Use situational questions to understand how they handle challenges and assess their cultural fit and growth mindset to determine their potential.

To gauge a candidate's potential despite mismatched experience, focus on transferable skills, adaptability, and learning ability. Ask situational and behavioral questions, like *“Can you describe how you adapted to a new role or skill quickly?”* or *“How would you approach [specific job scenario]?”* Assess problem-solving abilities, critical thinking, and enthusiasm for the role. Explore examples where they succeeded in unfamiliar situations, highlighting resilience and initiative. Look for a growth mindset and eagerness to learn. Consider cultural fit and soft skills—sometimes, potential and attitude can outweigh direct experience for long-term success.

When interviewing a candidate with mismatched experience, focus on their adaptability and potential to learn. Ask questions like, "How have you approached unfamiliar tasks in previous roles?" or "What interests you most about this position?" Gauge their enthusiasm, problem-solving skills, and transferable abilities that align with the job requirements. Sometimes, a fresh perspective or willingness to learn outweighs direct experience.

Tento encontrar pontos em comum, para conseguir conduzir a entrevista. É uma pessoa que está em transição de carreira? Se sim, minha entrevista será baseada em competências comportamentais que são necessárias para o cargo. É uma pessoa em busca do primeiro emprego? Se sim, vou tentar buscar experiências vividas na escola e na vida.

To gauge potential you need to evaluate what competencies you look for in someone who you would hire. For instance, I had to hire trainees for my agency. I looked for evidence of research skills, listening skills, sales skills. If they aren't a salesperson, I would ask them, "Tell me about a time you had to influence someone to change their mind. What did you do?"

Focus on transferable skills and adaptability. Ask situational questions to assess problem-solving, leadership, and learning ability. Evaluate their enthusiasm, willingness to upskill, and alignment with company values. Look for a growth mindset and examples of overcoming challenges in new roles. Potential often outweighs experience in the right candidate.

To uncover a candidate's hidden strengths during an interview, start by using behavioral questions to explore their past experiences and how they've handled challenges. For example, asking about a time they had to learn a new skill quickly can reveal their adaptability and problem-solving abilities. Additionally, discussing their strengths and weaknesses can highlight skills they might not have emphasized, while situational hypotheticals can provide insight into their critical thinking and decision-making skills. Questions like, “How would you approach a project with tight deadlines?” can be particularly revealing.

It's also important to explore transferable skills by asking candidates how their previous experiences can benefit the current role. Encouraging storytelling about their professional journey can offer insights into their character and motivations. Lastly, discussing the company culture and values can help assess alignment, revealing personal strengths such as teamwork and communication. By employing these techniques, you can gain a deeper understanding of how the candidate may contribute to the role and the organization.