How to Hire Based on Potential
- Carolina Aguilar
- Feb 11
- 3 min read
"Hiring on Potential" I know, I know, it sounds scary, and at times, hiring managers don't want to take a chance on someone based on targets and deadlines that need to be met. But the reality is, the best hires aren't always the ones who meet every requirement - they're the ones who can grow into the role, adapt to challenges, and drive long-term success. I like to call this my 80/20 rule: does this person meet 80% of the requirements? If so, the remaining 20% can be learned.
This, of course, depends on where your company is: Are you a start-up that has the resources to train and develop someone? If the answer is no, but you have budget constraints and find a great candidate with drive and potential, it might be worth taking this risk.
Are you a well-established company with a large sales team where others can lead team members to learn from? Then the risk is smaller, and we can diversify our talent pool.
Why Hire on Potential?
Expands Your Talent Pool – If you focus solely on candidates with a perfect track record, you might miss out on high-potential talent who can bring fresh ideas to your team.
Future-Proofs Your Business – Employees who demonstrate the ability to learn and adapt will be more valuable as your company evolves.
Drives Diversity and Innovation – Hiring based on potential allows you to tap into a more diverse group of candidates who may have unconventional career paths but bring unique perspectives.
What to Look for When Hiring on Potential
Since potential isn’t always obvious on a resume, assessing it requires a different approach. Here are the key traits to evaluate:
Growth Mindset: Does the candidate demonstrate a willingness to learn, improve, and take on new challenges?
Problem-Solving Ability: Can they think critically and adapt to new situations?
Resilience & Grit: How have they handled setbacks in the past?
Curiosity & Initiative: Do they go beyond their current role to explore new skills or responsibilities?
Coachability: Are they open to feedback and willing to improve?
How to Assess Potential in Interviews
Hiring on potential requires structured interview questions and practical assessments. Here’s how you can do it:
1. Behavioral Questions
Instead of asking about past achievements alone, focus on how candidates approach challenges. My take : The S.T.A.R method is perfect for these situations and brings out a fair assessment when interviewing candidates that provide many scenarios that allow the hiring team to not just focus on results. Examples of questions:
“Tell me about a time you had to learn something completely new. How did you approach it?”
“Describe a situation where you faced a major obstacle. How did you overcome it?”
2. Case Studies
Give candidates real-world scenarios to assess how they think and solve problems. For example:
Present a business challenge and ask how they would tackle it.
Give a short written or presentation task to evaluate their analytical and communication skills.
Balancing Potential with Immediate Business Needs
While hiring on potential is powerful, it’s crucial to balance it with the immediate needs of your business. Consider:
Non-Negotiables – Identify the must-have skills or knowledge required from day one.
Training & Support – Ensure you have the resources to develop high-potential hires.
Cultural Fit & Values Alignment – Potential is best realised in an environment that fosters learning and growth.
When hiring for a role, it's important to distinguish between your "Nice to Have" traits and your "Must Haves." This will allow you to be introduced to candidates who might have been overlooked if you were trying to tick every single box in the job description. Hiring based on potential doesn't have to be seen as a huge risk—as long as you have a streamlined interview process and the right questions in place, you might find that the potential 80/20 candidate becomes the best hire you've made.
Looking to hire great Go-To-Market talent? Get in touch! hello@optimyze1.com
Comments