Stuck or scaling: AQ makes all the difference in the workplace

Technological developments, hybrid working and market volatility make adaptability an increasingly important criterion in talent selection. The so-called adaptability quotient (AQ) indicates the extent to which someone can adapt to change - and this turns out to be a strong predictor of future success.  

Yet according to recruitment specialist Robert Walters, AQ is still often underestimated. Organisations that do consciously pay attention to it in their selection and development processes build resilient teams that switch faster, show less resistance and actively contribute to innovation.  

Assessing AQ during the hiring process

There’s no standardised test for AQ like there is for IQ or EQ, but it can be assessed, if you know what to look for. Here are three proven strategies for hiring managers and recruiters:

1. Ask behavioral and situational questions 

Use STAR-based questions (Situation, Task, Action, Result) to explore how a candidate handles change. For example:

• “Tell me about a time you had to shift strategy unexpectedly. How did you respond?”
• “What do you do when you’re asked to work with unfamiliar technology in a project?”
• “How do you respond to feedback that challenges your usual approach?”
   

2. Pay attention to language and attitude 

Candidates with high AQ tend to speak in terms of learning, adapting, trying new things or embracing change. Even when discussing setbacks, their tone is open and curious. In contrast, resistance to change often reveals itself through rigid or defensive phrasing like “That’s how we’ve always done it” or “I prefer clear instructions.”

3. Look for experience outside the comfort zone 

Has the candidate worked in fast-changing environments, international teams, start-ups or project-based roles? These are strong indicators that they’ve built up adaptability in real-life settings.

AQ in your current workforce

Adaptability isn’t just a hiring filter. It’s also a valuable guide for internal talent development. Mapping out AQ within your teams allows for more targeted investment in training, coaching and career mobility.

1. Use pulse surveys or 360° feedback 
   Short, targeted questionnaires and peer feedback can reveal how employees respond to uncertainty and change. Key indicators include learning agility, creative problem-solving, flexibility, and collaboration in unfamiliar contexts. 
   

2. Observe reactions during change initiatives 
   Who takes initiative when the organisation is going through change? Who stays effective under pressure? Who adopts new tools or systems without resistance? These behavioral cues offer real-world insights into someone’s AQ. 
   

3. Introduce simulations or role plays 
   Assessment exercises that simulate sudden change, or unexpected challenges are excellent tools to evaluate adaptability in real time, both during recruitment and internal development.
    

Why AQ is becoming increasingly important 

Adaptability is becoming a decisive factor in an increasingly fast-changing labour market. Especially in functions where digitalisation, customer expectations or innovation are central, AQ is crucial. It is therefore not just an individual talent, but a strategic lever for organisations that want to build strong, resilient teams in a future-oriented way.

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