When you hire new staff and volunteers, do you look at “mindset” as well as skills, experience, and “fit” with your organization’s culture?
Last week, we talked about the idea of a “growth mindset” and how non-profits can benefit from hiring people who want to learn, get better, and become more skilled and useful over time.
Professor Carol Dweck’s decades of research shows that mindset can be one indicator of success in the workplace. Thoughts can shift and change over time, but it can be hard to get someone to change their mind once they’re part of your team or organization.
If you hire people with a growth mindset, your business will be ready to do well in the future.
How can you find staff and volunteers who have it? One easy way is to ask relevant, structured interview questions.
Interview questions aimed at understanding your mindset allow hiring managers to assess how you approach challenges, feedback, and growth opportunities Demonstrating a growth mindset centered on continuous improvement can give you a competitive edge This guide covers examples of common mindset interview questions and proven strategies to convey your learning agility and potential to excel in the role.
What is a Growth Mindset?
Coined by psychologist Carol Dweck, a “growth mindset” refers to the belief that abilities and intelligence can be developed through dedication and hard work. It contrasts with a “fixed mindset”, which assumes talents are static
Candidates with a growth mindset believe they can expand their skills over time with effort. They view challenges as opportunities to improve and aren’t discouraged by setbacks. Developing this mindset is critical for career advancement and success.
Why Do Interviewers Ask Mindset Questions?
Mindset questions allow interviewers to gauge if you
-
Learn from experience: Do you regularly seek ways to improve? Can you identify areas for your own development?
-
Welcome feedback: Are you open to constructive criticism? Do you actively listen and incorporate feedback?
-
Persevere through obstacles: How do you react to setbacks or challenges? Do you have the resilience to overcome them?
-
See the big picture: Are you focused on progress vs perfection? Can you maintain perspective through difficulties?
-
Stay inspired and motivated: What drives you to keep learning? How do you maintain passion for your work?
Conveying these traits demonstrates your readiness to excel, make an impact, and drive the organization forward.
Sample Mindset Interview Questions
Here are examples of common mindset-focused questions and how to craft winning responses:
Reflecting on Self Improvement
-
Thinking about your previous role, what do you think you could have done differently to be more effective or improve relationships?
Don’t point blame outward or make excuses. Take accountability for your own development. Share 1-2 concrete things you could have improved and what you learned from this. Demonstrate ability to self-assess and desire to keep getting better.
-
Tell me about some professional skills or knowledge areas you’ve struggled with in the past. How did you work to improve them?
Be transparent about challenges you’ve faced. Share how you identified and prioritized development areas through self-assessment or feedback. Provide examples of focused efforts to improve, like taking courses, getting mentoring, or dedicating practice time.
-
Which aspects of your past performance evaluations have been the most helpful for your improvement? How did you apply that feedback?
Discuss constructive feedback that gave you valuable insights into your blindspots or development areas. Share your appreciation for these candid perspectives. Provide examples of how you digested this input and took actionable steps to improve, showcasing your growth mindset.
-
What is something you used to be not very good at, but now you excel in?
Demonstrate growth over time and willingness to work at your weaknesses. Share the progression of how you developed this skill, addressing knowledge gaps, dedicating practice time, and expanding capabilities through experience. Convey your sense of accomplishment.
Demonstrating Openness to Feedback and Development
-
Tell me about a time you received difficult feedback from your manager. How did you respond?
Share an example where the feedback was challenging to hear but valuable. Express openness and appreciating for their candor. Discuss how you processed the input, asked clarifying questions, and maintained a positive attitude. Avoid defensiveness.
-
Describe a situation where you had to adapt your communication style to work effectively with a colleague. What steps did you take?
Share an example of tailoring your interactions to align better with a team member’s needs or preferences. Discuss evaluating your approach, actively listening to their perspectives, and intentionally adjusting your style based on this input.
-
Tell me about a time your idea was rejected by leadership. How did you handle the situation?
Share a constructive response focused on understanding the decision and learning from it vs. taking offense. Discuss asking clarifying questions, considering alternative perspectives, and identifying ways to improve the idea or your pitching approach for next time. Demonstrate resilience.
Demonstrating Tenacity and Motivation
-
When was the last time you felt truly inspired to learn something new or expand your skills? What sparked this?
Share a recent example that highlights intrinsic motivation for growth. Discuss the mindset shifts, experiences, or exposures that triggered your enthusiasm. Convey a passion for continuous learning.
-
Tell me about a professional setback or mistake you made. How did you recover and what did you learn in the process?
Share an impactful experience that builds resilience. Explain key learnings, how you viewed the experience as an opportunity vs failure, and changes you made afterward. Demonstrate ability to bounce back wiser.
-
Describe a time when you got stuck working through a complex problem or challenge. What steps did you take to push through?
Share a situation that demanded persistence and problem-solving skills. Discuss breaking down the issue, researching solutions, seeking input from others, and pushing yourself outside your comfort zone. Highlight tenacity and resourcefulness.
Tips for Conveying a Growth Mindset
Here are some proven strategies for showcasing your learning-focused mindset during interviews:
Highlight awareness of your own development areas. Proactively identify skills or knowledge you need to expand, rather than waiting for feedback. Convey enthusiasm for growth.
Share examples of integrating feedback. Provide concrete stories of feedback you’ve received and specifically how you applied it to improve and evolve.
Express appreciation for different perspectives. Seek diversity of input and styles to broaden your thinking. Convey openness to continuous improvement.
Adopt solution-focused language. When discussing setbacks, place emphasis on the lessons learned vs. the failure itself. Maintain a constructive tone.
Convey passion for learning. Showcase curiosity, embodiment of a beginner’s mindset, and intrinsic motivation to keep mastering your craft.
Focus on progress over perfection. Demonstrate commitment to incremental improvement vs. rigid expectations. Celebrate small wins.
With preparation and an authentic growth mindset, you can master mindset interview questions. By showcasing your agility, resilience and passion for continuous achievement, you’ll stand out as a top contender poised for success.
“Tell me about a time when something didn’t go the way you wanted at work”
Nobody wins all of the time – but how we respond when things go wrong is very telling.
Question: Did the candidate see it as a failure or a chance to learn and get better? What did they do with the information they gained? And what would they do differently if they could go back and change things?
Look for people who are resilient and persistent when they fail—people who try to get better or get past problems by working harder or changing how they do things.
“What’s a recent book / article / podcast that recently inspired you or changed the way you think about your work?”
Listen for stories of how the candidate used what they learned about other people’s successes to make their own work better.
People with a growth mindset are more likely to look for information and advice that will help them grow. They are also more likely to be inspired by other people’s ideas and successes because they show them how to get better and learn new skills.
Growth Mindset Interview Questions | Do You Dare To Take The Quiz?
FAQ
What is an interview mindset?
How do you answer a growth mindset interview question?
Answering such interview questions can require critical thinking, confidence and immense preparation to give intelligent answers. Some essential skills that can pair efficiently with a growth mindset are problem-solving, attention to detail and collaboration. Here are six examples of interview questions that focus on a growth mindset: 1.
How do I prepare for a growth mindset interview?
Prepare for the types of questions you are likely to be asked when interviewing for a position where Growth Mindset skills will be used. A growth mindset is the belief that intelligence and abilities can be developed through hard work, good strategies, and continual learning.
Why should you ask questions about your mindset in an interview?
Employers often look for candidates with this trait because it shows you can overcome challenges and grow in your career. Knowing how to answer questions about your mindset in an interview may help you distinguish yourself from other candidates.
What does a growth mindset mean in a job interview?
A person with a growth mindset is more likely to seek media that helps them expand their wisdom and further their skills. This question allows interviewers to see how you use your personal experiences to improve your work. Showing that you’re excited about new ideas may also show that you value innovation.
