Assessing a Candidate’s Learning Agility for Future Roles

We talk a lot about experience. Years in a role. Familiarity with tools. Past job titles. But in today’s hiring world, those things don’t always predict success.

I’ve learned that the best candidates aren’t just experienced. They’re adaptable. They can learn fast. They can unlearn too. That’s called learning agility.

It’s a buzzword, sure. But it’s also a powerful predictor. Studies show that people with high learning agility are 18 times more likely to be highly engaged at work. That’s not a small number. And companies with agile leaders are 25% more profitable. That’s even bigger.

So why don’t we lead with it?

Experience Is Overrated

Let me say something recruiters don’t say enough: experience is overrated. Not always. But often. A long résumé can’t beat a sharp learning curve.

I’ve seen candidates with “perfect” résumés struggle in new roles. I’ve also seen early-career professionals thrive because they’re hungry, curious, and open. They ask better questions. They adapt faster. They don’t assume they already know the answer.

That’s what learning agility looks like in real life.

What Learning Agility Really Means

Learning agility isn’t just being smart. It’s how a person reacts when things don’t go as planned.

Can they pivot? Do they ask questions? Can they accept feedback without getting defensive? Are they curious about better ways to do things?

Here’s the tricky part: most candidates won’t come out and say “I’m learning agile.” You have to uncover it.

How to Spot It in an Interview

Forget the canned questions. I like to ask candidates about a time they failed. Not in a “gotcha” way. I genuinely want to know how they handled it.

I listen for self-awareness. Not blame. Not perfection. I want to hear what they learned—and what they changed.

I also ask how they stay current. What are they learning right now, outside of work? If they don’t have an answer, that’s a clue.

And I ask them to explain something new they had to pick up fast. A new tool. A new process. A new team culture. Whatever it was, I want to hear how they handled it.

Some of my favorite candidates are the ones who admit they struggled at first—but figured it out anyway.

The Power of Unlearning

Here’s a twist. Learning is good. But unlearning? That’s next level.

The best hires know when to let go of old ways. They don’t say, “Well, at my last job we did it like this.” They say, “I’m open to learning how you do it here.”

That kind of flexibility matters. Especially when companies are changing fast. Technology moves. Processes shift. The way we communicate evolves. Rigid thinking can slow a team down.

I once hired someone who had zero industry experience. Zero. But they had a great attitude and incredible curiosity. They read nonstop. Took online courses. Asked for feedback early and often.

Within six months, they were outperforming peers with twice their background. Why? Because they were willing to unlearn and relearn. That’s learning agility.

Feedback is The Secret Skill

Another sign of agility is how someone handles feedback. Do they ask for it? Or avoid it?

If someone’s open to feedback, they grow fast. They don’t wait for annual reviews. They seek input and adjust quickly.

I ask, “What’s the most useful piece of feedback you’ve ever received?” Their answer tells me how reflective they are. And how willing they are to improve.

Some candidates light up with great stories. Others stumble. That tells me something too.

Learning Agility Beats Cultural Fit

You’ve heard of “culture fit.” But I’m a bigger fan of “culture add.” I want people who bring something new to the table—not just more of the same.

Learning-agile candidates stretch teams. They ask better questions. They challenge assumptions in healthy ways. They make us all better.

That’s more valuable than someone who just fits in.

How We’re Changing the Way We Hire

In my own hiring process, I’ve started to emphasize learning agility more than ever. Résumés still matter. But I spend more time on how people think than on where they’ve been.

I’m also encouraging hiring managers to reframe their must-haves. Instead of “5 years with X software,” how about “Can learn new systems fast”?

That opens the door to a broader, more diverse talent pool. And that’s good for business.

Why It Matters Now More Than Ever

The world is changing faster than ever. AI, remote work, global teams, shifting markets. If your team isn’t adaptable, you’ll fall behind.

That’s why hiring for learning agility is so important. It’s not about where someone is today. It’s about how fast they can get where you need them to go.

And most of the time, the people who grow the fastest aren’t the ones with the longest list of skills. They’re the ones who know how to learn.

Final Thought

Don’t underestimate the curious ones. The ones who ask “why” and then ask again. The ones who admit what they don’t know—and then go figure it out.

They may not check every box on the job description. But they’ll grow into the role—and likely grow your team along the way.

And in the long run, that’s what great hiring is all about.

— Kallie Boxell - the smart hire podcast.