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How to assess data-driven candidates
People with this elusive trait typically go beyond gut feelings to understand the numbers and use them to tell the story. Learn how to identify data-driven candidates, and why it matters.
What does it mean to be data driven?
Data-driven people don’t just follow their intrinsic nature. They go beyond merely observing data and proactively use it to make informed recommendations.
How can teams balance creativity with data to fuel innovation? What does being data driven mean for different companies? These are just some of the questions that LinkedIn’s Brendan Browne discusses with Lilian Tham, Nick Gorski, and Deanna Fleming.
Meet the experts
of hiring managers say critical thinking and analytical reasoning is very important in candidates
of organizations assess critical thinking in candidates (but only 51% rate their employees above average in this skill)
Interview questions to assess being data driven
Question 1
How did data help guide certain decisions you made in your previous role?
What to listen for
- Collecting information, interpreting the evidence, and taking the appropriate action
- An understanding that each of these steps is integral to coming to a holistic, informed solution
What this question assesses
- Astute judgment in knowing important decisions don’t happen without first seeking and assessing relevant information
- Ability to gather data efficiently and extract the necessary components to back up or refute an option
Question 2
How do you navigate decision-making in the absence of quantitative data?
What to listen for
- Utilizing alternative forms of data – like focus groups, one-on-one interviews, existing records, and observation – in the absence of hard numbers
- Effective decision-making using what’s available, supplemented with logical intrinsic knowledge
What this question assesses
- Ability to be a resourceful leader, not just a number cruncher
- Ability to identify and analyze quantitative and qualitative data to make balanced decisions
Question 3
Tell me about a time when you had a measurable impact on a job or organization.
What to listen for
- Results-focused outcomes, such as driving increased revenues, curbing inefficiencies, and reducing costs
- Detailed actions, citation of specific stats, qualitative results, or anecdotal feedback
What this question assesses
- Systematic focus in their approach to identifying gaps and utilizing data as part of a solution
- Acute, invested awareness of the impact of their actions
Get the checklist for assessing data-driven candidates
Additional resources
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.
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