How employers can assess a candidate’s organizational skills

Though organizational skills can be more challenging to assess than hard skills, there are some ways to measure them. Here are some strategies to assess each candidate’s organization skills

1. Administering a skills test

Candidate skills tests ask a series of questions to gauge an applicant’s knowledge of a skill and determine how they might apply it at work. Using an organization skills tests as screening tools can highlight candidates who may succeed in your open position.

2. Assessing application materials

Keywords can help you identify organizational skills when reading a resume or cover letter. You might look for terms such as “coordinated,” “managed,” “planned” or “maintained.”

You can also look for previous experiences that required organizational skills. These might be leadership roles, planning committees or working in high-pressure environments. Familiarity with project management software or document management systems can also indicate organizational skills.

3. Conducting an interview

Virtual and in-person interviews provide valuable opportunities to get to know each candidate. These conversations can help you learn more about a person’s organizational skills.

• Develop a structured interview outline in which you provide all candidates with the same prompts. Asking interviewees about their strategies for handling complex challenges can help you assess their organizational abilities. You might also devise theoretical scenarios to see how each candidate responds. This could include how they would approach multiple deadlines that fall on the same day.
• Consider asking questions specific to your organization. For example, which tools or software have they used? If your open position is remote, ask about how they keep track of deadlines, organize their daily tasks or physically arrange their workspace.

Combining these interview tactics can give you a better understanding of each interviewee’s organizational skill set.

4. Using reference checks

Determining which questions to ask during a reference check can help you assess organizational skills. “How did the candidate handle challenges?” or “How would you rate the candidate’s decision-making skills?” can lead to useful insight. Don’t be afraid to ask specific questions about their level of organization, including their areas of strength and weakness.

5. Developing organizational skills

While you should consider organizational skills during the hiring process, it’s important to keep in mind that your employees will likely grow in their roles. You can help your team develop organizational skills through specific training or by letting them learn through experience.

For example, putting individuals in charge of managing projects or planning meetings allows them to exercise key abilities like navigating schedules, meeting deadlines and delegating tasks.

Understanding organizational skills

Organizational skills are a set of techniques a person can implement to increase productivity and efficiency while completing a task. They help your employees make the most out of their time, energy, space and resources.

These skills can be organizational in a physical sense—in other words, related to organizing. They might include maintaining a tidy work environment, keeping accurate and detailed records or storing important materials systematically. These habits can save time that may otherwise be spent searching for missing items or making up for lost records.

Organizational skills may also be intangible, such as the ability to manage schedules, multitask, solve problems and make decisions. Employees with these abilities make the workplace more efficient by juggling numerous responsibilities with grace and composure. These abilities are also useful when working independently or with a group, as they can be used to maintain focus and overcome challenges. Some key examples of organizational skills include:

• Neatness
• Coordination
• Managing schedules
• Documentation
• Time management
• Multitasking
• Planning
• Decision-making
• Problem-solving
• Delegation

Many of the skills listed are valuable regardless of the role. If some of these skills stand out as being particularly important for your company, consider highlighting them in your job descriptions to attract qualified applicants.

What organizational skills are important for employers?

The list of organizational skills is long. Some people may excel in certain areas more than others, but how do you decide which qualities are most important?

The answer depends on your open position and expectations for a new team member. As an employer, it’s important to assess your company’s needs to determine what your ideal candidate would bring to the role. Different jobs call for different areas of strength, and identifying the necessary skills in advance helps you tailor each job posting to attract applicants with relevant abilities.

Consider these two examples. Let’s say you work in hospitality and are hiring a new server for a busy hotel restaurant. Time is of the essence in this type of setting, so organizational skills such as time management, multitasking and the ability to prioritize tasks are necessary for such fast-paced work.

Now, imagine you work in an office setting and are hiring a new administrative assistant. Visual organization, such as a tidy desk area, may be important, as this employee likely forms the first impression for anyone visiting your business. An admin assistant may also be responsible for taking phone calls, scheduling appointments and sorting important documents. You’ll likely want someone who keeps thorough records and pays attention to detail to handle these office duties.

FAQs about organizational skills

Can organizational skills be learned?

Yes, employees can develop and strengthen their organizational skills over time. It’s a good idea to consider this when reviewing applicants, since other skills may make them qualified candidates. Depending on the candidate and the role, it may be a better investment to hire a person with other essential attributes who can practice and grow their organizational qualities.