Learning agility is one of the most in-demand skills today. But what exactly is learning agility, why is it so important, and how does a recruiter evaluate that? To answer, let’s explore everything you need to know about learning agility and why it has to be on your radar as a recruiter.
What is learning agility?
Learning agility refers to an individual’s capacity to quickly absorb new information, adapt their thinking, and apply what they’ve learned to novel and often unpredictable situations. It encompasses a combination of openness to feedback, curiosity, and a proactive approach to problem-solving. Individuals who possess high learning agility demonstrate the following traits:
- Cognitive flexibility: Quick to change thinking with learning new things and unlearning old.
- Openness to feedback: Willing to learn from others.
- Proactive attitude: Seeks challenges as growth opportunities.
Why is learning agility important in recruitment?
As the business environment changes, so does the need for capabilities. Employees have to learn new technologies, methodologies, and industrial trends. That is why learning agility has emerged as the most significant indicator of success in a role prone to frequent changes.
Hiring candidates with learning agility helps for the following:
Adaptability to change:
- Agile learners adjust quickly to new processes and tools.
- Reduces training and onboarding time.
Future-proofing talent:
- Candidates can grow with the company as roles evolve.
- Helps meet future skill requirements.
Improved problem-solving skills:
- Innovative thinkers tackle complex challenges effectively.
- Leads to improved outcomes for the organization.
Cultural fit:
- Aligns with companies that prioritize learning.
- Contributes positively to team dynamics.
5 dimensions of learning agility
According to LinkedIn, only about one-third of high-potential employees live up to their promise, but those with various dimensions of learning agility perform at the highest rate.
There are five major dimensions of learning agility. Each reflects a different aspect of this skill, and gaining insight into these might help identify candidates who could succeed in a work environment that continuously keeps upgrading.
1. Mental agility
Mental agility is an individual’s capacity to think critically and solve complex problems. Individuals with good mental agility are keenly interested in new ideas and ways of approaching a problem. They are intellectually strong and good thinkers.
2. People agility
People agility is the ability to work well with others, understand differences, and build strong relationships. People agility is particularly important in team-based environments where employees can easily accommodate themselves in a collaborative environment.
3. Change agility
Change agility refers to the readiness one has towards change, even when the situation is getting uncomfortable. Change agile people love experiments; they do not fear falling and pivot at the right moment, which, in return, is beneficial for them and the organization.
4. Results agility
Results agility deals with an individual’s ability to achieve desired results, irrespective of the situation. Such a person is often described as resilient and resourceful and can always perform well under pressure.
5. Self-awareness
Self-awareness means insight into the strengths and weaknesses of your ability as well as the impact of the behavior or action on others. It is the most important aspect of learning agility because such a person can ask for feedback, learn, and continue developing.
Why is learning agility set to be one of the top skills?
The future of work is uncertain. But one thing is certain: the ability to learn and adapt. From automation to digital transformation, the job market changes quickly. Roles that exist today may not exist the day after tomorrow, while new positions will emerge that demand skills we haven’t even begun to define.
Learning agility for adaptability
The most closely related concept in terms of learning agility is adaptability. When employees learn new skills quickly and apply them, they will be better equipped to face transitions, be it transitioning into a new job within the organization or industry-wide.
Preparation for new technologies and trends
With new technologies emerging, an agile learner will rapidly become adept at applying the new technology and will be a vital asset for the organization.
For example, with AI, machine learning, and data analytics in ever greater usage, an organization requires skilled and adaptively capable workers who keep learning to be better.
How to assess learning agility in job applicants
Most recruiters who interview candidates often find it difficult to pinpoint the intangible characteristic of learning agility. Here are several ways you can apply to evaluate learning agility in potential candidates.
1. Testlify’s learning agility test
Testlify’s learning agility test helps measure a candidate’s ability to adapt and learn. The learning agility test assesses a candidate’s critical thinking and problem-solving skills, as well as their willingness to learn and adaptability.
2. Situational Judgment Tests
Situational judgment tests (SJTs) are another useful type of test that helps assess learning agility. SJTs provide the respondents with hypothetical scenarios or situations and ask them to select which response is likely to be most effective.
With an analysis of their response to unfamiliar or complex situations, you can understand their adaptability and problem-solving skills.
3. Personality assessments
Personality tests can be a good way to evaluate a candidate’s learning agility. Tests for openness to experience, resilience, and self-awareness relate well to many aspects of learning agility.
4. Behavioral interviews/assessments
Behavioral interviews/assessments will do wonders in examining learning agility for you. All you need to do is ask any candidate to detail a situation where they were asked to learn something quickly or how they adapted to a new situation. It would give you an idea about how that person approaches things.
For example, Can you tell me about a time when there was new learning, whether it be a new skill or technology, that you had to do on the job? How did you approach learning?
How to develop learning agility in your current workforce?
It’s not just about finding new hires with high learning agility—you can also cultivate this skill in your current employees. Here’s how to encourage learning agility within your organization.
Create a culture of continuous learning
Learning culture should always be promoted. You can also give learning opportunities through programs offered for training, online courses, and other channels for upgrading employee skills. Challenge your employees to step out of the comfort zone to learn, try, and get better.
Promote cross-functional teams
Cross-functional teams increase cross-departmental collaboration as well. This allows employees to interact and learn with each other in different ways. This may result in employees being more agile in terms of their thought process and you can see a difference in how they approach a problem.
Encourage reflective practices
Self-awareness is an important attribute of learning agility and can be developed through the adoption of practices that enhance reflection. Encourage employees to frequently reflect upon themselves and seek views from others about how they could become better. It helps them to mature and learn and also improves their ability to adapt to new challenges.
Learning agility V/S traditional learning: What’s the difference?
Do you think learning agility is another way of saying that a person is quick-witted? That is not quite it. Yes, traditional learning is necessary, but there is where learning agility deviates from that. It is not about how fast a person learns but how well they can apply what they have learnt in so many different situations.
Traditional learning: A very structured approach
Traditional learning says that learning takes place within the confines of the classroom. The master given is one specific skill, knowledge, and is aimed to be acquired within a certain timeframe. While useful, it doesn’t really prepare an individual for today’s fast-changing environment.
Learning agility: A dynamic approach
On the contrary, learning agility is more dynamic. It refers to the ability to learn from diverse experiences. A high-learning agile person does not rely on what has been taught; rather, they seek new information, experiment with new approaches, and learn from success and failure.
How learning agility aligns with the future of recruitment?
A meta-analysis by Kenneth P. De Meuse of 20 field studies found that learning agility had a higher correlation with leadership performance than IQ, EQ, or job experience.
Recruiters hold an important role in building the future workforce. By focusing on learning agility, you’re not just filling a seat in an organization, but rather future-proofing your organization.
Recruitment for potential, not just experience
There was a time when a candidate’s qualifications and experience mattered a lot. However, they are no longer the only performance predictor. Skills play a more important role now.
Today, many companies use learning agility as a critical indicator of leadership potential. People with high learning agility will likely occupy more leadership positions in the future since they are very adaptable to changing business needs and thus inspire others to be the same.
Conclusion
The capacity for learning agility is no longer a nice-to-have skill but has become a must-have. As a recruiter, understanding and assessing this very skill will help you find candidates who will enable your organization not only to endure uncertain environments but also to drive innovative ideas and contribute to the long-term success of your organization.
The next time you assess candidates pay attention not to resume-based qualifications and experience but to learning agility. You will be well on your way toward establishing a future-ready workforce.