Sensitivity: The sensitivity trait measures how objective someone is in a situation and how they rely on empathy when considering what to do in a situation. The two values are:

Objective: An objective person is someone who is concerned about the facts and is not influenced by personal feelings or biases. Part of being objective is being fair in your work. They try to consider both sides of an argument and avoid making value judgments. Being objective makes your work more professional and credible.

Descriptors: utilitarian, objective, unsentimental, tough-minded, self-reliant, no-nonsense, rough

Sensitive: People who are sensitive often make decisions on aesthetic and personal values. They usually rely on empathy and sensitivity when considering what to do. Sensitive types tend to have more refined tastes and interests, are likely to be sentimental. These individuals strive to be well-respected in the workplace. 

Descriptors: sensitive, aesthetic, sentimental, tender-minded, intuitive, refined

The interview questions listed below can draw revealing answers and get you on your way to finding whether employees are objective or sensitive. These interview questions will help you assess the degree of how sensitive a candidate is. 

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. Occasionally our work is judged or criticized unfairly or our intent is misunderstood. Can you tell me about a recent situation that fits this description? How did you react? 

How will this question help you: you are seeking to which degree the candidate is able to react to criticism, how they will respond to the situation and how it affects their work performance. For example, if someone is sensitive they may not even respond to the situation and as a result will not be able to perform for the rest of the day. On the other hand, if someone is objective it will not affect their performance and will go about business as usual.

2. Describe how you would handle a situation if you were required to finish multiple tasks by the end of the day, and there was no conceivable way that you could finish them.

How will this question help you: the goal of this question is to understand the degree in which the candidate will have the ability to raise to their manager the need for an extension. You are seeking to measure the extent to which someone will raise the concern of not being able to complete the task or if someone will withhold information by not raising the concern. 

Question pool: 

3. Can you describe the situation when you had a different opinion than your boss or colleague and your opinion proved correct at the end?
4. Describe a situation where you were worried about the result of a project you were handling with a team member. How did you go about in expressing your opinion to change direction ?
5. Tell me about a day that everything went wrong at work.
6. Describe a project or idea that was implemented primarily because of your efforts. What was your role? What was the outcome?
7. Describe a situation in which you recognized a potential problem as an opportunity. What did you do? What was the result? What, if anything, do you wish you had done differently?
8. Tell me about a project you initiated. What did you do? Why? What was the outcome? Were you happy with the result?
9. Tell me about a time when your initiative caused a change to occur.
10. What has been the best idea you have come up with during your professional career? 

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