How to assess for collaboration

Working collectively allows teams to use each person’s strengths, complementing gaps while encouraging learning. But what are the downsides of collaboration – and can you spot red flags?

What does collaboration mean?

Collaboration entails working with others in order to create or produce something.

That sounds unequivocally good – but is it really that simple? In this discussion with Airbnb’s Lilian Tham, Newell Brands Technical Apparel’s Deanna Fleming, and Grand Rounds’ Nick Gorski, LinkedIn’s Brendan Browne uncovers the different styles of collaboration, and how to tell if a candidate works well independently, too.

Meet the experts

of employees and executives cite lack of collaboration for workplace failures

of employees and executives believe lack of alignment within a team impacts the outcome of a task or project

of employees and executives cite lack of collaboration for workplace failures

of employees and executives believe lack of alignment within a team impacts the outcome of a task or project

Interview questions to asses for collaboration

Question 1

Tell me about a time when you worked closely with colleagues to achieve a certain goal. What was your specific role?

What to listen for

The actions candidates walked their team through, plus a firm grasp of how they contributed to the group’s success
A healthy mix of “we” and “I” pronouns, indicating the candidate’s individual role and recognition of what the group achieved as a whole

What this question assesses

Ability to take the initiative to play an integral role in driving a project to completion, rather than sitting on the sidelines
Shared sense of success in the team’s accomplishments, while also demonstrating ability to identify the specific part they played

Question 2

Tell me about a time when you disagreed with a coworker on a project. How did you resolve the disagreement and what was the outcome?

What to listen for

Approaching disagreement as an opportunity to share different ideas and offer constructive criticism, rather than turning the situation into a shouting match
Sharp judgment in knowing when to stand behind their idea and when to concede for the good of the project

What this question assesses

Willingness to put their own ego aside to focus on the bigger picture
The type of team your candidate was previously part of (ex: a flat vs. a rigid hierarchy) and whether they’ll work well with your team

Question 3

Do you prefer to work independently or as part of a team – and why?

What to listen for

An understanding of the benefits of both approaches and the different situations in which they work best (ex: working independently during focused sessions and collaborating to brainstorm ideas and gather feedback)
Fluidity and comfort working either independently or in a group setting

What this question assesses

Ability to take initiative when working solo, and to build rapport and foster constructive and effective relationships with teammates
Leaning too heavily on the team for direction if they signal that they struggle to work alone

Get the checklist for assessing collaboration

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Additional resources

Top skills for retaining winning teams

Learn how the best companies prevent their employees from quitting.

Build and keep your A-team

Effective work requires teaming

This is how high performance arises when teams are encouraged to take risks.

Create a collaborative environment

Additional resources

Top skills for retaining winning teams

Learn how the best companies prevent their employees from quitting.

Build and keep your A-team

Effective work requires teaming

This is how high performance arises when teams are encouraged to take risks.

Create a collaborative environment

Additional resources

Top skills for retaining winning teams

Learn how the best companies prevent their employees from quitting.

Build and keep your A-team

Effective work requires teaming

This is how high performance arises when teams are encouraged to take risks.

Create a collaborative environment

Featured speakers

Brendan Browne
VP of Global Talent Acquisition

Brendan Browne leads recruiting for LinkedIn. Prior to joining LinkedIn, he led recruiting and HR at Microsoft, Northwest Mutual, and Sapient. A 15-year industry veteran, Brendan is passionate about nurturing high performing, healthy, scaleable companies.

Lilian Tham
Head of Global Executive Search

Lilian Tham drives executive hiring at Airbnb, where she’s excited to help steer the company through their IPO and post-IPO growth. Lilian previously led executive hiring for Google and Howard Fischer Associates, and managed marketing at American Express.

Nick Gorski
Engineering Manager

Nick Gorski leads data engineering at Grand Rounds. Previously, he was an engineering manager at Twitter and a software engineer at TellApart, which Twitter acquired in 2015. Nick specializes in data platforms, machine learning, and distributed computing.

Deanna Fleming
Head of Global Sales and Business Development

Deanna Fleming leads the sales organization at Newell Brands Technical Apparel (NBTA). Prior to joining NBTA, she was the vice president of marketing and innovation at Harmless Harvest, where she managed the company’s expansive growth.