Resilience is one of the ten most valuable skills needed in any workplace. The ability to face challenges, adapt, and keep going despite difficulties sets future-ready employees apart. More than ever, businesses are realising that hiring for resilience—rather than just looking for a flawless career path—results in teams that can thrive under pressure and confidently navigate uncertainty.
"When we recruit, the conversation is around the scars on your back: What were the setbacks, and how did you handle those? Because that’s much more important to me than how you achieved something when the wind was in your back."
This perspective challenges the idea that the best employees have had uninterrupted career success. Instead, these challenges highlight the importance of problem-solving, adaptability, and perseverance—qualities that can’t be taught but are developed through real-world experience.
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Why Hiring for Resilience Matters
A joint report by McKinsey and the World Economic Forum found that 84% of organisations feel they aren’t investing enough in resilience. Yet, employees who have overcome difficulties tend to be:
✔ More adaptable when facing change
✔ Stronger problem-solvers under pressure
✔ More engaged and committed to their work
✔ Better leaders in uncertain situations
Many traditional hiring processes have prioritised candidates with consistent career progression. But research now shows that those who have navigated career challenges, switched industries, or built new skills during setbacks often bring greater long-term value.
This is particularly relevant when hiring skilled mothers who demonstrate resilience daily—balancing multiple responsibilities, managing complex demands, overcoming significant life changes, and continuously adapting to new challenges.
A New Generation of Resilient Graduates
Another group of candidates demonstrating exceptional resilience is the new generation of graduates who completed their schooling and tertiary education during the COVID-19 pandemic. These young professionals navigated remote learning, digital collaboration, and economic uncertainty while adapting to new ways of working and studying. They have developed strong self-motivation, problem-solving, and adaptability skills—all essential for the modern workplace.
Employers should be on the lookout for this emerging talent pool, as they bring fresh perspectives, digital fluency, and the ability to thrive in uncertain conditions. By hiring graduates who have already overcome significant educational disruptions, businesses can hire future-fit employees who are quick to learn, adaptable, and ready to tackle challenges head-on. Agencies like RecruitAGraduate specialise in sourcing graduate talent.
How to Recruit for Resilience
1. Rethink What Makes a Strong Candidate
Instead of filtering for perfect CVs, look for signs of resilience:
- Has the candidate overcome a professional challenge, such as retrenchment or an industry shift?
- Have they successfully adapted to career transitions or personal setbacks?
- Have they taken the initiative to upskill, pivot, or create opportunities for themselves?
- Have they bounced back after a career break?
A perfect track record may seem impressive, but the ability to recover from difficulties and keep going makes an employee truly valuable.
According to the RecruitMyMom Working Women Report 2024, 57% of women reported having had a career gap at some point in their professional journey.
This highlights the importance of recognising career breaks as a common and transitioning part of many women’s careers rather than viewing them as a disadvantage in hiring. Many of these women return to the workforce with valuable soft skills, adaptability and resilience, making them perfect candidates for businesses looking to build diverse and resilient teams.
2. Use Interviews to Uncover Resilience
Hiring for resilience means asking the right questions. Consider incorporating these into your recruitment process:
- “Tell me about a time when you faced a major professional challenge. How did you handle it?”
- “Have you ever had to adapt to an unexpected situation at work? What did you do?”
- “Can you share an example of a time you failed at something? What did you learn from the experience?”
Candidates who take ownership of their setbacks, focus on solutions and demonstrate personal growth are likely to be the ones who will thrive in demanding roles.
3. Recognise Career Gaps and Transitions as Strengths
Gaps in employment, career shifts, or entrepreneurial ventures often come with real-world learning experiences that shape a person’s resilience.
For example, mothers—whether running households, managing finances, or pivoting between professional roles—develop skills that translate directly into leadership, problem-solving, and adaptability. These candidates often bring impeccable time management, crisis management, and prioritisation abilities, all essential in today’s workplaces.
4. Build a Workplace That Nurtures Resilience
Hiring resilient employees is just the start. Businesses that actively support and encourage resilience see long-term benefits. This includes:
- Providing opportunities for continuous learning and career growth
- Recognising employees for overcoming challenges and adapting to change
- Creating flexible work environments that help employees balance responsibilities effectively
Resilient Teams Lead to Stronger Businesses
Resilience is a muscle that needs to be built. And unless you keep that muscle in shape, it will atrophy.
The best employees are not just those who succeed when things are easy but those who rise to the occasion when faced with challenges. Businesses that hire for resilience will build teams that can navigate uncertainty, stay motivated under pressure, and lead with confidence.
By valuing resilience in recruitment, businesses can tap into a wider talent pool—including skilled mothers—who bring strength, adaptability, and problem-solving skills that drive long-term success.
