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Ask candidates to map out how they'd move a specific metric from X to Y. If they can trace the actions needed and explain how each drives the outcome, they think in results. If they can't, they're task-focused and won't scale.
Ask candidates to map out how they'd move a specific metric from X to Y. If they can trace the actions needed and explain how each drives the outcome, they think in results. If they can't, they're task-focused and won't scale.
In hiring, we have task-based people and outcome-based people. So the simplest thing you can do to find out, can this person actually rise up to your level of expectation, go to them and say, okay, you're great at doing these tasks, but now what I want you to think about is how do we change this metric? We need to optimize this metric. It's at X, we need to get it to Y. Do you know the series of tasks that must be completed to achieve that? If they do, if they can tell you, and if you're confident, you have somebody who can ascend. If they don't, you probably have a task-based person, not an outcome-based person.
