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Hiring for potential

For many HR managers, hiring has been a linear process – a candidate seems fit for a role if they had previous work experience and existing skills to do the job. However, we no longer live in a linear world. Rampant change and dynamic shifts from crashes of international markets, the effects of climate change, geo-political shifts and global pandemics. These have a significant impact on a candidates ability to cope, be productive and maintain personal and professional form at work, in the face of uncertainty.

Adapting to change and to the changing demands of a role, the company, the workplace and the marketplace is becoming a critical consideration for HR managers. They need to ‘hire for potential’, looking beyond skills and experience to fill open roles.

But how do HR managers build a hiring strategy around identifying potential?

Potential, means the inherent ability or capacity for growth, development, future success. Hiring for potential means recruiting based on what you think they can do, rather than what they have already done.

The meaning of potential may differ across roles. In a managerial role for a pharmaceutical company, the potential to lead and innovate may be critical. In a similar managerial role for a tech company, the potential to collaborate, problem-solve, and drive change could be key.

When searching for candidates to fill a role, based on potential, the hiring process is open to a more diverse candidate pool. Vetting candidates can also happen more organically.
If a significant amount of work experience was not a job requirement, hiring for potential may allow an HR manager to search for candidates who demonstrate the personality and soft skills for a role, rather than focusing on just work experience.
An HR manager can also look at candidates from other industry’s, to gain a more diverse view and to identify candidates otherwise overlooked.
The interview process can also be more fluid, asking candidates for specific examples of coping during adversity professionally, and using references to check on these examples cited.

The candidate pool is vast. Matching people to culture and passion to purpose is not simple.

At Talent Trace, we specialise in the search, recruitment and placement of senior executives and equity candidates.

We focus on the right fit, first time.

We believe, that’s when candidates and companies succeed.