What methods have you found effective to identify learning agility as opposed to just technical skills during the interview process?

In evaluating continuous learning, I pay attention to humility in candidates’ aspirations. Some candidates tend to be overly boastful, trying to force their answers. I prefer to hear nuanced responses that reflect self-awareness and openness to feedback, rather than excessive self-promotion. Boastfulness can sometimes signal resistance to feedback or a reluctance to accept constructive criticism, which may hinder learning agility.

It is challenging to assess learning agility in an interview, so we rely on past evidence of curiosity and continuous learning. You cannot test for everything, so we look for indicators that a candidate has a natural inclination to learn and grow.

I look for evidence of continuous learning by asking candidates what they have done differently in the past six months. This helps reveal how they adapt their approach to problems and people in response to rapid change.