The importance of hiring for adaptability

The way we work is always changing. New tools, shifting customer needs and external challenges mean businesses need teams that can adjust quickly. Adaptability has become one of the most valuable traits to look for when hiring.

At Digital Waffle, we work with hiring managers who are not just looking to fill roles, but build teams that will thrive long term. And one of the key traits we encourage them to prioritise is adaptability.

In this blog, we’ll explain what adaptability actually means, how it compares to flexibility, and why it’s worth making it a core part of your hiring criteria.

What are adaptability skills?

Adaptability is someone’s ability to respond to change and stay productive when things shift. This could mean learning new systems, adjusting to a change in direction, or taking on responsibilities that fall outside their usual day to day.

It’s not about always agreeing or being happy with change. It’s about staying calm, thinking clearly and being willing to keep going, even when things feel uncertain. These skills matter more than ever in roles where priorities can change quickly or where the way of working is still evolving.

In hiring, adaptability often shows up through examples of learning, problem solving or how someone has handled feedback. It can be a better signal of future success than experience alone, especially in growth roles or businesses going through change.

Difference between flexibility and adaptability

These terms get used interchangeably, but they are not the same. Flexibility usually refers to someone’s willingness to adjust. For example, being happy to change their working hours or switch tasks when asked.

Adaptability is more about action. It’s about how someone responds to a change, how they think through it, and how they move forward. Someone might be flexible in theory, but less comfortable when faced with unfamiliar problems or shifting expectations.

Think of it this way: flexibility is being open to new things, adaptability is being able to handle them. Both are useful, but adaptability is the one that keeps a team steady when things get tough or uncertain.

Why is adaptability in the workplace important?

Adaptability isn’t just a nice-to-have. It plays a big part in how your team handles change, solves problems and continues to grow. Here’s why it matters so much in day-to-day working life.

It helps your team stay steady through change

Every business faces change, whether it’s a restructure, a new system or a shift in priorities. Adaptable people help reduce disruption. They respond without panic, support their team, and keep moving towards the goal.

This mindset helps avoid slowdowns caused by resistance or confusion. It also makes transitions smoother. When you hire people who are used to adjusting, you give your team the confidence to move forward together.

It improves problem solving

Adaptable people are usually strong problem solvers. They know that plans change and are comfortable thinking on their feet. Instead of freezing or waiting for direction, they look for the next step.

This makes them more resourceful, more collaborative, and more valuable in fast-paced environments. In hiring, it can be the difference between someone who needs constant support and someone who can keep things moving on their own.

It supports long-term learning

Someone who adapts well is also more likely to learn well. They understand that skills develop over time and that learning never really stops. They’re more open to feedback and more likely to take ownership of their growth.

Hiring people with this mindset means you’re not just hiring for the role today. You’re hiring for how that person will evolve and contribute as the team grows or the business changes.

It helps teams work better together

Teams made up of adaptable people tend to be easier to manage. They’re more willing to support each other, shift responsibilities, and get stuck in when it’s busy. They are also more likely to understand different working styles and meet others halfway.

This helps create a stronger team dynamic. It also means people are more open to new processes or ways of working, which makes change easier to roll out.

It reduces the chance of early exits

People who are adaptable are less likely to walk away when things don’t go exactly as expected. That’s especially important in roles where priorities or business direction may change quickly.

By hiring for adaptability, you reduce the risk of bringing someone in who may struggle with changes in team structure, systems, or responsibilities. 

You are also more likely to build a team that sticks around longer and stays engaged through different phases of growth. Improving employee retention starts with hiring adaptable people who can weather those shifts.

It builds a more future-ready business

You may not know exactly what your business will need in two years. But you can be confident that hiring people who adapt well will make you more prepared for whatever comes next.

This doesn’t mean hiring generalists. It means hiring people who can apply their skills across different challenges, take feedback seriously, and keep learning without needing everything to stay the same. It also helps avoid some of the common reasons businesses struggle to attract the right talent.

How to assess adaptability when hiring

Hiring for adaptability means going beyond technical skills and qualifications. It’s about understanding how someone thinks and how they respond when things shift. Here are a few ways to spot it during the hiring process.

H3 - Ask the right interview questions

Interview questions are one of the simplest ways to uncover how a candidate handles uncertainty or change. You’re looking for practical examples that show their mindset, not just their responsibilities.

Try questions like:

• "Tell me about a time you had to pick up something new at short notice. How did you approach it?"

• "Have you ever had to work outside your usual remit? What did that look like?"

• "What’s the biggest change you’ve had to deal with in your career?"

The goal isn’t to catch someone out, but to see how they talk about change and how they’ve dealt with it in real terms. 

For more on how to structure these conversations, see our complete guide on how to interview candidates, or take a look at the best interview questions to ask candidates.

Pay attention to CV signals

Some CVs will give you clues. Candidates who’ve worked in fast-paced environments, moved between roles, or taken on varied projects often build adaptability as part of that experience.

Look out for language that shows initiative or learning. Things like "led a process change," "adapted to a new platform," or "stepped into a new team mid-project" all suggest someone who’s comfortable in shifting situations. 

Once you've shortlisted candidates for an interview, these are the signals that can help you dig deeper.

Ask for relevant references

If you’re running reference checks, ask about how the person responded to feedback or handled uncertainty. A former manager can often give insight into how someone coped when plans changed or when they had to learn on the go.

You’re not just checking for performance — you’re checking how they show up when things aren’t predictable.

Adaptability is one of the most important qualities to look for in a new hire. It supports resilience, encourages growth, and helps your team stay focused when the environment shifts.

At Digital Waffle, we help employers build teams that do more than just fill a gap. We work with you to find candidates who can grow with your business and handle what comes next with confidence.

Looking to build a more adaptable team? Get in touch with us today or submit your vacancy here. We’ll help you find people who are ready to get stuck in and stay the course.