It is obvious and fair that many interviews concentrate significantly on past experience and subsequent skills acquired. In all cases, it is naturally important to know what someone has done previously (or is currently doing) and how this has helped them to develop their own skills.
However, much less of a standard interview or assessment will consider what a person can do. I think mainly because this is so hard to quantify and explore. If not asked correctly, people will inevitably say they are great at everything, quick learners and can easily use their skills in a transferable way.
Whilst saying that is easy enough, applying it is quite different. Most jobs are not overtly technical meaning that you don’t need certain qualifications or experiences as a pre requisite to do the job (although it may of course help.)
So, how can this issue be addressed when screening a candidate? I believe that the answer relies on both the interview questioning and the nature of the assessments themselves.
Firstly, try to ensure that the balance of the interview is correct and that questions about the future are asked in the most effective way. Not always easy to do, so the interviewer should take time preparing for this.
Secondly, consider the process itself. Sometimes, it can be beneficial to use an online tool to help. Worldy People have developed such a tool, our own sales matrix, which helps to look beyond the CV and ascertain the mindset and future attributes of sales candidates. See more here: https://worldypeople.com/sales-matrix/
Whichever way, remember that one script/process does not capture all and try to be as specific and dynamic as possible to find out the real potential of the person in front of you!
For any thoughts in this area, please feel free to contact me to discuss any of this further.
0203 637 9840