1. Time management

Time management is the practice of organizing schedules so tasks get finished on time. Employees who plan their day often start with pressing tasks and move on to other work to avoid last-minute strain on projects.

How to hire for time management:

• Ask candidates how they handle multiple tasks with conflicting due dates and whether their method aligns with your company. For example, some may structure them in order of importance, set a timer for each project or make a daily to-do list.

2. Organization

Organization means creating clear systems for tasks, documents, workflows and tools. Employees with strong organizational skills may keep detailed calendars or create simple checklists.

How to hire for organization:

• Assess whether candidates have experience with various project management tools.
• Provide an interview exercise that asks candidates to sort items or scan a short project outline for missing steps.

3. Decision-making

With strong decision-making skills, employees can weigh urgency, time and outcomes to set task order. For example, they may focus on a task requested by a client first and move on to a standard report due later.

How to hire for decision-making:

• State in the job listing that the position requires handling tasks with limited direction.
• During interviews, present candidates with a scenario involving two urgent tasks. Ask which they would do first and their reasoning for choosing that order.

4. Goal setting

Goal setting is about identifying targets and planning the steps to reach them. Employees who set goals tend to focus on tasks that support these goals. For example, if a team aims to increase product output by a set amount, they may start each day by addressing tasks tied to that target.

How to hire for goal setting:

• Include language in your posting that highlights the need for creating and tracking milestones.
• Ask candidates to describe a time they set a clear goal and how they knew when each milestone was achieved.

5. Delegation

Delegation means assigning tasks to people who can manage them well. It allows managers and supervisors to focus on duties that need their direct input. When done effectively, delegation can help all employees work at a steady pace.

How to hire for delegation:

• Mention in the job description that the role includes dividing projects among team members.
• Ask leadership candidates to describe a situation where they assigned tasks based on skill or timeline needs.

6. Adaptability

Adaptability involves shifting plans when business needs change. An adaptable employee is flexible with changing procedures and can switch tasks if an unexpected issue arises or if priorities are updated.

How to hire for adaptability:

• Inquire about a time the candidate had to learn a new skill to complete a task.
• Ask whether the candidate is flexible and willing to assist different departments when needed.

7. Communication

Communication helps employees clarify which tasks are the most urgent. They may also give updates about task progress to avoid delays. If an employee sees that a client request is pressing, they can let the rest of the team know so everyone focuses on that task first. Likewise, if the delay is going to affect the customer, they can communicate it in a timely and professional manner.

How to hire for communication:

• In your listing, mention that the role requires discussing schedules, responsibilities and deadlines with different groups.
• Ask communication interview questions, such as how they collaborate with others on shared projects or how they might verbally encourage frustrated customers or colleagues.

How to assess prioritization skills at each stage

Once you identify the prioritization skills that matter most for your organization, you can begin measuring how well candidates and employees demonstrate them. Below are methods for assessing these skills at different stages, from initial interviews to long-term performance reviews.

1. During interviews

You can start assessing prioritization skills right away during the interview stage. Ask candidates for examples of how they handle multiple deadlines and observe whether they reference any forms of prioritization, such as order of importance, the purpose and result of each task or which benefits the organization most.

Behavioral or situational interview questions can also be applicable, such as asking if they’ve ever had to switch projects last-minute due to an adjusted timeline or how they’ve responded to missing deadlines.

2. At the onboarding stage

In the first few weeks, introduce new hires to your company’s frequently used software, applications, messaging platforms and workflows. This can help prepare them for success early on while sharing tools to potentially refine their prioritization skills.

3. After short-term tenure first three to six months

Once employees have acclimated to their new job responsibilities, consider conducting a short survey about how they prioritize tasks or what methods they use to keep track of deadlines. From the responses, you can determine whether the prioritization tools in place are effective or whether implementing new tools or processes may be needed.

If someone seems to struggle, consider offering support during 1:1 check-ins. Provide advice on helping employees balance their workloads and prioritize tasks.

4. Ongoing prioritization performance during long-term tenure

Over time, team members who excel at prioritization might start to contribute to advanced projects. You can use annual reviews to consider employees’ long-term goals or opportunities for career advancement and how prioritization skills can help them achieve that.

For example, an employee might have a long-term goal in mind but be unsure how to get there. Prioritization can help them break down the individual steps required.

Build a priority-focused workforce

Prioritizing skills help employees focus on urgent tasks, meet deadlines and adjust to changing requirements. This can improve overall productivity and help your organization use time and resources more effectively.

Hiring people who excel in the prioritization skills listed above can strengthen your team. Providing ongoing assessments and training helps employees refine these skills, which may lead to stronger project outcomes and a more efficient work environment.

FAQs about prioritization skills

How can you use skills-based hiring to look for candidates with prioritization skills?

Skills-based hiring emphasizes candidates’ abilities instead of their past achievements, including education and professional experience. By searching for candidates with skills that contribute to prioritization, you may find quality candidates. Consider looking for candidates who demonstrate organization, decision-making or analytical skills.

How can you create a work culture that values smart prioritization?

Good prioritization starts with clear communication and consistent practice. Begin by outlining simple guidelines that define which tasks are most important and why. Provide basic training on methods like using a prioritization matrix or simple to-do lists. Encourage team members to share tips and review their progress together.