Embracing Potential over Experience

At The Hardware Show in February, we had conversations with numerous employers who shared a common challenge – they are not receiving applications from candidates with the expected qualifications for their job postings. They mentioned the growing difficulty in finding candidates with the necessary professional and industry experience to fill their job openings.

In Ireland, at the moment, we have a dynamic job market and the traditional approach to hiring is undergoing a transformation. Traditional wisdom might suggest that experience is the ultimate benchmark of suitability for a role. However, skills shortages leave many employers struggling to find candidates with the precise qualifications and experience required for specialised roles. In response to this challenge, some businesses are now
turning towards a forward-thinking strategy: hiring candidates based on their potential rather than solely on their past experience.

Embracing a potential-based hiring approach involves shifting the emphasis from past achievements to future capabilities. Instead of rigidly adhering to a checklist of qualifications, hiring managers evaluate candidates based on their aptitude, adaptability, and willingness to learn. This strategy opens doors for individuals from diverse backgrounds and career trajectories who may not fit the traditional mould but exhibit a strong potential to excel in the role.

Moreover, hiring for potential cultivates a growth mindset within the company. Candidates who exhibit potential are often eager to learn, adapt, and grow within their roles. They bring a hunger for knowledge and a willingness to tackle challenges head-on. In contrast, experienced candidates may be set in their ways, resistant to change, or lacking the drive to continuously improve. During The Hardware Show, we were struck by how important innovation is to the industry. Businesses are now striving to introduce new ideas, refresh their product range, impress with marketing strategies, and highlight their sustainability initiatives. Embracing innovation is the key to these goals. By prioritising potential, businesses can build a team that is tech-savvy and eager for the latest trends. Recognising innovative thinking and a hunger for knowledge prepares teams for whatever challenges the future may bring, allowing them to adapt swiftly to industry changes.

Despite its many benefits, hiring for potential does come with its own set of challenges. Evaluating intangible qualities such as motivation, adaptability, and resilience can be inherently subjective. Additionally, there is always a degree of uncertainty involved in hiring candidates based on their potential, as not all individuals may live up to expectations or adapt as quickly as anticipated. However, with well-planned recruitment processes and using techniques like competency-based questioning, psychometric assessments, and scenario-based evaluations, you can create an interview process suited to evaluating potential. Hiring for potential impacts how you onboard a candidate. It may require a longer commitment to ongoing training and development. While high-potential individuals may possess innate talent and enthusiasm, they may lack the practical skills or industry-specific knowledge required to ‘hit the ground running’ in their roles. Providing structured training programs, mentorship opportunities, and access to resources can help bridge this gap, empowering employees to reach their full potential and contribute meaningfully to the company’s success.

Recruiting based on potential might require you to start the hiring process earlier than anticipated. For instance, if you are aware that an employee will be leaving in a year and their role could be filled by a candidate with  potential, consider hiring in advance to allow for a more extended transition period.

Many companies offer Graduate Programs to bring in promising candidates. By focusing on candidates with the right attitude and potential for these programs, companies understand that investing in them early in their careers can yield significant benefits once the program concludes. These individuals will then be well-prepared to take on crucial roles within the company. At Tactical Talent, we provide guidance on the market for specific
roles, the possibility of prioritising potential over experience, and we conduct thorough interviews with all candidates before introducing them to you. This enables us to offer you a summary of each candidate’s profile, potential, and experience before you meet them in person. Frequently, the candidates we match with our clients based on their potential often turn out to be the most successful hires. This is a significant factor that keeps our clients coming back to us regularly. Identifying high potential individuals is a crucial aspect of our work, especially in today’s competitive job market where talent is in high demand.

Contact either Vinny Kelly or Iseult McLaughlin for a discussion around your hiring needs or visit our website www.tacticaltalent.ie for more information. Vinny: vkelly@tacticaltalent.ie – Iseult: imclaughlin@tacticaltalent.ie | Phone: 01 907 9192

This Business Support article featured in the March/April 2024 issue of The Hardware Journal.