1. Analytical thinking

Strategic thinking requires analytical thinking when data is encountered. Analytical thinking involves breaking down data to understand the facts and being critical about the details.

The employee might analyze risks, problems, costs, benefits and processes. Taking an analytical approach often helps employees find patterns or relationships between data. It also helps employees challenge assumptions to improve the accuracy of their decisions.

How to hire for analytical skills

Customize your job description to focus on analytical skills with these tips:

• Detail the type of data the candidate will analyze as part of the job.

• Be specific about additional skills or duties related to analytical thinking, such as research, data collection, brainstorming and trend analysis.

Assessing the skill

Ask interview questions that focus on analytical thinking, such as how they use data to make a decision or determine which metrics to use. Another option is to have candidates take an analytical reasoning test to help measure their skills.

Roles where this skill excels

Roles where analytical thinking skills are critical often include:

• Business Analyst: A business analyst evaluates reports and data to strategize solutions for organizational issues.

• Economist: Economists use their analytical thinking skills to advise organizations on economic topics.

• Logistics Manager: A company’s logistics manager analyzes data about the movement of all the company’s goods, products, supplies and other assets.

• Investment Banker: Investment bankers use analytical skills to advise on financial decisions, perform financial modeling and assess risks.

2. Problem-solving

Strategic thinking skills often help you deal with business issues, and problem-solving skills are an important part of the process. Employees might also encounter problems as they strategize a solution.

For example, they might discover the original solution is too expensive for the budget. It’s essential to recognize those issues, brainstorm solutions and work through them with the team.

How to hire for problem-solving

The following tips can help you create a job description to hire for problem-solving:

• Assess the typical problems the role solves and include them in the description.

• Detail how much control the position has to problem solve and implement solutions.

• Mention how the position solves problems, such as by making data-driven decisions or collaborating with the team.

• Describe what type of collaboration the role might have in problem-solving. For example, an IT team member might need to collaborate with other departments to solve their IT problems.

Assessing the skill

There are several ways to assess problem-solving skills, starting with your interview questions. Behavioral interview questions related to challenging situations let candidates describe how they’ve used problem-solving skills in the past.

You can also present a mock work situation and ask the candidate to create a solution. For example, you might ask a project manager candidate to come up with solutions for a mock project that’s over budget and behind schedule.

Roles where this skill excels

Roles where problem-solving skills are essential include:

• Computer Programmer: Computer programmers use programming languages to develop software that performs certain functions. They may encounter difficulties getting it to function properly, and they have to fix bugs found in the testing stages.

• Accountant: When accountants find inaccurate data, they have to problem-solve to correct it.

• Detective: Detectives gather and use evidence to solve crimes, which requires problem-solving skills.

• Mechanical Engineer: Mechanical engineers develop devices, which requires them to analyze problems, fix issues with prototypes and find solutions for faulty equipment.

3. Communication

Effective communication skills allow employees to share information with collaborators and team members that can help them make strategic decisions. Active listening is also essential—it enables the person to gain information and assess it objectively.

Written and verbal communication skills allow employees to collaborate on strategic decisions. It helps keep everyone aligned on the same goals and overcome barriers when strategizing.

How to hire for communication

Your job description can emphasize the need for communication skills with these tips:

• List forms of communication the candidate will use, such as writing reports, meeting with stakeholders, brainstorming with team members and emailing project participants.

• Mention the types of presentations the role requires, such as presenting ideas to clients or facilitating meetings.

• Describe why strong communication skills are needed to support strategic thinking and how communication will benefit the role.

• Discuss varying audiences the role interacts with, emphasizing any adaptations they might need to make in their communications with different parties.

Assessing the skill

Focusing on how well the candidate expresses themselves in interview questions helps you evaluate their communication skills. You can ask specific strategic thinking interview questions related to communication, such as how the candidate shares information with team members. If the role involves extensive written communication, you might ask them to complete a writing sample relevant to the role.

Roles where this skill excels

Communication skills are important in these roles:

• Sales Representative: Sales representatives need to listen to their clients carefully and ask them questions to determine their needs and wants. This helps them strategize the best sales approaches to close the deal.

• Attorneys: To represent their clients well, attorneys must communicate with them regularly to get the necessary information to form a legal strategy. They also communicate with lawyers, judges, police officers, experts and others involved in the case.

• Managers: Managers at all levels, including general managers, use communication skills to gather information from their team, other managers and additional stakeholders to make strategic plans for the business.

• Social Worker: A social worker listens to the needs of their clients and uses strategic thinking to connect them with the best possible resources.

4. Creativity

Creativity and innovation are strategic thinking skills that enable employees to develop new solutions for persistent problems. Creative individuals help set your company apart by coming up with things other companies aren’t doing. They can be more strategic when they look beyond traditional, expected options.

How to hire for creativity

To emphasize creativity in your job description, consider these tips:

• Highlight your company’s focus on innovation.

• Mention the role’s freedom to be creative.

• Include specific creative duties, such as writing or designing content.

Assessing the skill

Listening for creativity in the candidate’s answers helps you assess their innovation. You might ask for a portfolio of previous work or have the candidates complete a creative assignment related to the role.

Roles where this skill excels

Positions where creativity often helps with strategic thinking include:

• Social Media Specialist: Creativity helps social media specialists strategize unique and effective campaigns to set your company apart.

• Marketing Strategist: A marketing strategist uses established marketing principles but adds creativity to campaigns to offer fresh marketing ideas.

• Video Game Designer: Video game designers need to be creative to develop unique games that draw attention.

• Environmental Scientist: Many types of scientists come up with creative ideas to solve specific problems. For example, an environmental scientist looks for innovative solutions to environmental issues.

5. Planning and implementation

Another important strategizing skill is the ability to create a step-by-step plan to implement ideas. This allows the employee to take action on a solution. Planning requires the ability to look to the future and anticipate challenges that might arise. It also requires realistic goal-setting and task delegation.

How to hire for planning and implementation

To include planning skills in your job description, use these tips:

• Describe goal-setting responsibilities for the role.

• List specific planning and implementation tasks, such as creating a budget or identifying project milestones.

• Detail any team members who will help with the planning and implementation process.

Assessing the skill

Ask behavioral interview questions about planning and implementing solutions to assess the skill. Alternatively, you can give each candidate a job-related scenario with a specific goal or outcome and ask them to plan the steps to achieve that task.

Roles where this skill excels

Positions where planning and implementation are necessary include:

• Financial Planner: Financial planners look at their clients’ financial situations, help them set financial goals and develop steps to achieve them.

• Operations Manager: An operations manager oversees all aspects of a company’s operations. They strategize how to run the company to maximize efficiency and develop plans to implement changes.

• Interior Designer: Interior designers help their clients create a design plan, often with strategic solutions to challenges, such as small spaces or poor lighting. They plan all aspects of carrying out the design.