Today, we’re tackling a hiring debate that could shape the future of your company: Should you hire for experience or for potential? We’ll explore why hiring for potential is often the smarter move, especially in today’s evolving job market, and how you can spot high-potential candidates who will grow into valuable long-term assets for your business.
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The Traditional Hiring Mindset
Most companies have long prioritized experience in hiring. The logic seems sound: someone with years of industry experience should be able to hit the ground running, require less training, and make fewer mistakes. But is this always or even usually true?
The reality is that hiring strictly for experience can lead to stagnation. Just because someone has done the job before doesn’t mean they’ll innovate or adapt to your company’s unique needs. Plus, experienced professionals often come with established habits—some good, some not-so-good—that may not align with your company culture or mission. I like to say, not all experience is good experience. Not all experience is the right experience. And not all experience is situationally high in value. Some advice I often give business leaders and hiring managers (sometimes solicited, sometimes unsolicited advice) … Stop being so obsessed with experience!
Beyond that, there's a risk of hiring candidates who may not be as engaged or motivated as someone who sees the role as a significant growth opportunity. Someone who’s "been there, done that" might not bring the same level of enthusiasm and drive as a candidate who is eager to prove themselves and take on new challenges.
When the wrong hire hurts more than turnover.
The Case for Hiring Potential
Now, let’s talk about potential. Hiring for potential means identifying candidates who have the skills, motivation, and capacity to grow into a role—even if they don’t check every box on your job description.
Here’s why this approach often pays off:
- Adaptability: High-potential employees are typically eager to learn, making them more adaptable to industry changes and company-specific processes.
- Fresh Perspectives: They bring new ideas and creativity, unburdened by outdated industry norms.
- Stronger Loyalty: Employees given opportunities to grow often feel more engaged and committed to their employers.
- Cost-Effective: Less experienced candidates often have lower initial salary expectations, and investing in their development can yield high returns.
- Better Cultural Fit: When you focus on character, attitude, and motivation over just experience, you often find employees who better align with your company’s vision and values.
Many of today’s most successful business leaders were hired not because of their deep experience but because someone recognized their raw potential. Think about companies that hired innovative thinkers before they had the perfect resume—those are often the hires that drive the most long-term value.
Employee turnover is expensive but retention without engagement is even worse.
How to Identify Potential
So, how do you spot high-potential candidates in a sea of resumes? Here are a few key traits to look for:
- Growth Mindset: Do they demonstrate a willingness to learn and improve? Ask about times they’ve had to pick up new skills quickly.
- Problem-Solving Ability: Can they think critically and handle challenges, even if they don’t have direct experience?
- Passion & Drive: Are they genuinely excited about the industry and the role?
- Soft Skills: Communication, teamwork, and adaptability can sometimes outweigh technical expertise.
- Coachability: Are they open to feedback and willing to grow under mentorship?
- Initiative: Have they taken on projects, challenges, or learning opportunities on their own?
When interviewing, behavioral questions are key. Ask candidates about a time they faced an unfamiliar challenge and how they handled it. Their response will tell you a lot about their adaptability and problem-solving skills.
A business is nothing more than the sum of its people.
Finding the Right Balance
Of course, there are some roles where experience is essential—specialized technical positions, leadership roles, or jobs requiring deep industry knowledge. The key is balance. When hiring, consider which skills are truly non-negotiable and which can be taught.
One great strategy is to create a hybrid hiring approach—bring in experienced professionals for leadership or specialized roles and hire for potential in areas where learning on the job is feasible.
Your brain surgeon should probably be hired based on experience and a proven track record. But very few careers need to fall into this category of placing such importance on experience over potential. Most businesses and hiring managers would benefit from taking a close look at a candidate’s potential over just their experience.
A great way to apply this in your hiring process is to rethink your job descriptions. Are they overly focused on experience requirements? Could they be rewritten to highlight qualities like problem-solving ability, adaptability, and passion for the industry?
Recruiting without retention is very expensive.
Closing Thoughts
So, next time you’re hiring, ask yourself: Are you looking for someone who can do the job today, or someone who can grow into a top performer for years to come?
By focusing on potential, you open the door to a more dynamic, innovative, and loyal workforce.
Until next time, keep building strong teams one good hire at a time!
