This may be featured with terms like “critical thinker,” “data analysis,” “strategic,” or “optimizing.” They may also mention particular work experiences that are tied to strong analytic skills. These terms might include “manager,” “creator,” “developer,” or “planner” — anyone that’s in a position that requires proactive thinking, creativity, and originality. ASK ANALYTIC-FOCUSED QUESTIONS DURING THE INTERVIEW Anyone can say they’re a strong critical thinker, but the best way to get a good feel of the potential analytic capabilities of individual candidates is to ask some tough questions during the interview.
Ask what they’d do in a specific scenario, and see how they answer. Keep in mind, that there may not necessarily be one exact right Whatsapp Database answer (even if there are a few clearly wrong ones). They may also pause to think, ask for more clarifying information, or talk through different options. Look for signings that they’re really thinking about the scenario you’ve presented and get a good idea of how they’re tackling the problem. CONSIDER SKILLS TESTS DURING THE HIRING PROCESS Some businesses may have different skills tests as part of their hiring process.
You can include tests that evaluate a candidate’s analytical thinking abilities. This might include asking someone to analyze data or solve a problem similar to what they’d need to tackle day to day as an employee. If you’re hiring a financial advisor, for example, you might present them with client data (real or fake) and ask them what their plan would be based on the information in front of them. This can help you get an idea of their practical and analytical skills, making it easier for you to find the right candidates. You can do this in the interview, but it may not be a bad idea to offer the skills test online to candidates who make it past the first interview.