Adam Grant on Hiring: Proving Growth in Interviews

Hiring for technical competence only solves yesterday's problems. In an interview, proving that you learn quickly and handle setbacks with maturity matters far more than reciting a list of past job duties.

Organizational psychologist Adam Grant argued on CNBC that interviewers should focus on two qualities above all others: character and growth potential. Grant recommends looking beyond credentials to see whether a candidate displays humility, curiosity, and an appetite for improvement. Shifting an interview in this direction requires deliberate preparation from both candidates and interviewers.

How do you show character and adaptability as a candidate?

Most candidates respond to behavioral questions by disguising an easy win as a struggle. To show real character, discuss an actual error in judgment, explain how you uncovered it, and detail the system you built to prevent it from happening again.

• Acknowledge the mistake cleanly: Do not blame external factors, poor leadership, or unclear requirements. State what you misjudged in plain terms.
• Show the adjustment: Explain the exact feedback you received and what you did within 48 hours to change course.
• State the enduring habit: Share the operating habit or checklist you still use today because of that experience.

Here is an example of how to answer a question about a project failure: "Early in my career, I missed a product rollout deadline because I waited three weeks to raise a blocker with our database team. I assumed I could engineer around it alone. When our engineering lead pointed out the delay, I owned the misstep, set up daily fifteen-minute dependency check-ins, and shipped the release two weeks later. Since then, I flag cross-team blockers the same afternoon they emerge."

If you want to refine how you speak about past projects, you can brief Destava once on your work history and run the elevator pitch skill to produce focused, honest narratives that highlight how you solved tough situations.

What questions reveal growth potential?

Standard interview questions often prompt rehearsed answers. Hiring managers and candidates alike can steer conversations toward growth potential by asking targeted questions that surface self-awareness.

• "What is the most critical piece of feedback you received in the last year, and what did you change?" Strong hires recall the criticism immediately, explain why the critique was valid, and describe their behavior change. Candidates who say they cannot recall recent critique usually resist coaching.
• "What is something you believed early in your career that you now think is wrong?" This tests whether a professional updates their mental models when presented with new evidence.
• "Tell me about a time you gave away credit for a project you led." High-character candidates speak comfortably about elevating peers and highlighting work done by others.

Candidates can also ask the hiring manager: "When someone on this team makes an honest miscalculation, how does the team address it?" Their answer will tell you whether the organization values psychological safety and continuous learning, or simply looks for someone to blame.

How can you prepare before the interview?

Character is revealed in how you think, not just what you claim. Before walking into an interview room or jumping on a video call, audit your career stories.

• Write down three distinct moments: a time you changed your mind after seeing data, a time you supported a colleague through a difficult sprint, and a project that failed despite your best efforts.
• Talk through your answers with one of Destava's Experts, such as a career coach, to ensure you are highlighting how you adapted rather than sounding defensive.

Skills can be acquired quickly when an employee is curious and open to correction. Demonstrating that you recognize your own blind spots will set you apart faster than any polished script.