We are hiring a new operations coordinator and want to make sure they can leverage our existing AI tools to handle a high volume of work. How do we adapt our GWC evaluation and hiring process to test whether a candidate actually has the capacity to run an AI-powered seat?

Question

Tyler Smith · Accepted Answer

When hiring for a seat that relies on artificial intelligence to hit its targets, you cannot rely on traditional resume screening or behavioral interview questions. You must adapt your GWC evaluation to test their actual capacity to work alongside machine intelligence under pressure.

To test if they Get It, look for a deep understanding of how to structure inputs to get high quality outputs. They must understand the underlying logic of the tools rather than just knowing which buttons to click.

To test if they Want It, evaluate their natural curiosity and drive to automate repetitive tasks. A candidate who wants this seat will naturally seek out ways to eliminate manual drag from their daily work.

To test their Capacity, skip the theoretical questions and run a practical, hands on trial. Provide the candidate with a messy, unorganized dataset or a complex operational scenario during the interview process. Give them thirty minutes and access to any artificial intelligence tools they want. Ask them to clean the data, identify the key operational issues, and draft a professional client update.

This test will immediately reveal whether they know how to prompt effectively, verify machine output for errors, and produce high quality work at an accelerated pace.