How to Spot People with a Growth Mindset in an Interview

People with a growth mindset see learning as a lifelong journey, not just a way to get promoted. They look for value beyond money and aim to grow from every opportunity. After interviewing thousands of candidates, here are 7 clues to spot real lifelong learners:

1. They are thoughtful and strategic about learning

A good question to ask is: “What’s the last thing you taught yourself, and how did you do it?” People who are always learning develop their own strategies. For example, when I needed to learn marketing for Lupa, I listened to many podcasts, identified key experts, dug deeper into their material, sought advice from other experts, and applied what I learned. Having a system for learning and being able to explain it is crucial.

2. They are resilient

I look for people who show true resilience—the ability to withstand or quickly recover from difficult situations, which are common in any job. If you see problems merely as problems and not as challenges, you’re setting yourself up for trouble. I want people who, when faced with something tough, think, “I don’t know how to do this, but I’m going to learn a lot.” It’s all about the mindset—embracing perseverance, not fearing failure, and not breaking down when things go wrong.

3. They are open to feedback

Cultivating a growth mindset means being uncomfortable a lot because you’re always asking for feedback and genuinely listening without being defensive. It sucks to get feedback—nobody likes it, especially when you’re not used to it. However, someone who is very receptive to feedback usually has a strong growth mindset because they don’t think they know it all.

4. They are adaptable

I use case studies during interviews to assess adaptability. I present a scenario and then change the conditions to see if candidates adjust their answers. For example, I once asked three data analysts: “Imagine you took a taxi here and wondered if it’s better to be a taxi driver or an analyst. How would you figure out how much money the taxi driver makes?” Then, I changed the scenario from Bogota to New York City or Cali. The exact answer isn’t important—it’s their thought process and attitude that matter. Someone with a growth mindset accepts new variables and adapts their solutions. Junior candidates often stick to initial instructions, but true adaptability means changing your approach based on new information. It’s crucial to see if candidates can adjust as they learn more.

5. They have a problem-solving mindset

To identify candidates with a problem-solving mindset, I use situational and behavioral questions. For instance, asking, “Imagine you are working on a critical project, and a key team member suddenly leaves. How would you handle the situation?” reveals their adaptability and strategy. Presenting real-life case studies also helps gauge their analytical skills and creativity. Questions like, “Describe a situation where you identified a major problem in your previous job. How did you handle it?” provide insight into their methodical approach and learning ability. These methods help find candidates who thrive on solving complex challenges.

6. They take ownership of their mistakes

When asked about a project that didn’t go well, those with a growth mindset discuss their actions, not what others did. Once I interviewed a junior candidate who had an internship for a year and a half. I asked him why he didn’t get an offer. Instead of reflecting on his own performance, he blamed the market. This lack of self-awareness lost me immediately. A spectacular intern would have received an offer. I prefer candidates who talk about what they learned and what they would do differently. This shows they understand they can change themselves, which is key to growth.

7. They see their past mistakes as lessons, not failures

When candidates talk about their past experiences, I look for reflections on what they learned, where they were right, and where they were wrong. If someone claims they were always right or can’t identify mistakes, that’s a red flag. Sometimes I ask candidates who worked at their last job for a few years what they would have done differently or a mistake they wish they hadn’t made. If they say “nothing,” it’s time to end the conversation. No one is perfect, and the most destructive people in an organization are those who can’t see or admit their mistakes.

Not sure if they are genuine or just selling themselves in the interview? The first five minutes are likely rehearsed, but a few twists can reveal their true selves. Here are some things I do:

Ask unexpected questions

I like to ask surprising questions when I feel someone is rehearsing and not speaking from the heart. Sometimes I’ll ask random things like, “When was the last time you cried?”. These unexpected questions reveal more about the candidate. Even rehearsed answers can be insightful; it’s about how they approach the question, not just what they objectively say.

Ask about their mistakes

Discussing mistakes is key to uncovering genuine growth. If candidates can’t explain why something was a mistake and what they learned, it’s a red flag. Questions about weaknesses or mistakes are essential because they reveal a growth mindset and how someone handles errors. Everyone makes mistakes, but the key is learning from them quickly. Intelligence, to me, is defined by how quickly someone learns from their mistakes. This ability to adapt and grow is crucial in any role.

See how their responses evolve

I like to ask case study questions and then tweak them slightly. For instance, after asking them to walk me through how they’d figure out how much a taxi driver makes, I might follow up with how much a pizza shop owner makes. If their structure and methodology improve from one question to the next, it’s a good sign they’re fast learners. People with a growth mindset are typically fast learners because they’re constantly adapting and learning. The more you practice learning, the better and quicker you get at it. Learning itself is a skill, and you can get better at it over time.

Now, you know how to identify a growth mindset in a candidate during an interview, but how do you add this element to your process? Guide yourself with these simple steps:

1. Define clear criteria of what a growth mindset means to you and your company: Write a list of things you look for in a candidate and project how you want your people to grow along with your organization.

2. Structure your interview questions carefully: Not just defining your questions, but also thinking about what a good or bad answer is.

3. Train your interviewers: They must be very perceptive and know how to read candidates appropriately.

4. Have a growth mindset about your interview process: The most important ingredient of all; practice what you preach. Regularly review and improve your process. Learn from the good and the bad. You will naturally get better at this over time.

Surrounding yourself with employees who have a growth mindset will not only result in more honest and accountable workers but also make your company a place where people want to grow and stay. This leads to increased productivity, faster results, innovation, better problem-solving, and stronger collaboration, both within the company and with clients.

So I leave you with my last advice, especially for leaders who are the ones to look up to: 

Lead by example—don’t be afraid to admit when you are wrong.

Provide opportunities for your employees to train and grow.

Foster a strong feedback culture where people see it as a blessing.

Recognize those who have a growth mindset—not for their abilities but for their willingness to learn and improve every day..

I love sharing experiences, thoughts, and ideas about building an effective interview process. Reach out to me here—I’d be happy to help.