Definition of Abstractedness: The abstractedness trait shows where people prefer to pay attention: simple and practical or big-picture and abstract. Those who score on the high end of this scale tend to be oriented towards internal ideas and mental functions. They have ease in generating new ideas, so this scale is related to creativity. Those who score on the low end tend to be oriented on practical matters. The two values are:
Practical: Individuals who easily capture the essentials of a situation. On that basis, they define how they fit into their plans and act, making sure not to stay lost in details. More than just looking at how things could be, they look at how they really are. Practical people reach conclusions faster, take decisions quickly, can measure things in the correct perspective faster, and have a greater understanding of common sense. In the workplace, they are considered people who get the work done.
Descriptors: grounded, prosaic, solution-oriented, steady, conventional
Imaginative: Individuals who are imaginative are prone to be inventive and original. People who are imaginative can develop a unique solution to a problem or issue. At times, their solutions may not be realistic. In the workplace, they are usually considered to be innovative contributors.
Descriptors: abstract, absentminded, impractical, absorbed in ideas
The interview questions listed below can draw revealing answers and get you on your way to finding whether employees are practical or imaginative. These interview questions assess the degree of how abstract a candidate may be.
Top 2 questions and expected answers (*there is no right or wrong answer, the answer you are seeking is based on what best fits the role and your company culture):
1. When have you taken an existing process and used your own creativity to make it better?
How this question will help you: the goal of this question is to understand how someone can take a current process and further build it. For example, there may be a process in place for the organization that has become quite mundane. The scope is to add more value to this process and make it more accepted within the organization. The solution may be to implement a new communication plan to make it more attractive for employees to follow the 'mundane' process, and to understand it’s value.
2. How do you prioritize your work?
How this question will help you: the purpose of this question is to be able to understand how the individual organizes their work. For example, will they be committed to getting the job done? Perhaps it's not a realistic approach for the situation.
3. What is the most creative or innovative project you have worked on?
4. Tell me about a time when you created a unique idea or solution and it was rejected by your colleagues. How were you able to bounce back?
5. Creative people seem to offer fresh insights frequently. Give me an example of when one of your insights was well received by others.
6. What is your work-style like?
7. Describe the steps you take when assessing a project that has been assigned to you by your manager. What do you do first?