For decades, one of the first things hiring managers have looked at on a resume is experience.
It was often seen as the most reliable predictor of a candidate’s ability to succeed in a given role. However, there has been a significant shift towards hiring for potential and aptitude in recent years.
In this article, we will delve into the reasons behind this transition and illustrate how to implement these new practices into your hiring process successfully.
The Changing Hiring Landscape
The job market is in a state of flux, driven by ongoing technological innovations and shifting workplace dynamics.
Traditional roles are being reshaped, some even becoming obsolete. Today’s job market demands more than just experience—it calls for skills that can keep pace with its rapid evolution.
In the face of these changes, a candidate’s previous experience in a specific role might not be a reliable indicator of their future performance, especially when the job requires adaptability and an innovative spirit.
That’s why the spotlight has moved from experience to potential – the innate ability to learn, grow, and successfully navigate the potential hurdles that tomorrow’s job market may throw up.
Finding candidates who show promise in these areas may feel like uncovering a winning lottery ticket, making the ever-changing hiring landscape a land of opportunity rather than a challenge.
The Case for Potential Over Experience
When recruiting, you’re likely seeking out qualities that would make a candidate successful in your role. Sometimes, a candidate might fall short of having the exact experience desired, but their hidden potential could more than compensate for it.
Experience can be limited and static, defined by the confines of previous roles and workplaces. This reliance on past performance might not be relevant or sufficient when a role demands tackling unusual challenges or innovating beyond established norms.
On the other hand, identifying potential and aptitude, although intangible, can be achieved through tangible indicators. A candidate’s success in a similar field, their knowledge of a relevant tool, or the story behind their achievements in a completely different area can reveal patterns and abilities that could transfer to the role you’re hiring for.
How Do You Evaluate Potential and Aptitude?
Assessing a candidate’s potential and aptitude can seem daunting, but mastering the right tools can make this process significantly easier.
Well-structured assessments can offer valuable insight into a candidate’s adaptability and learning capacity through data. Cognitive and personality tests, for instance, can shed light on their problem-solving capabilities, flexibility, and willingness to learn.
Incorporating a behavioral interviewing approach can also be instrumental. You can glean deeper insights by prompting candidates to share past experiences of tackling significant obstacles.
It’s equally important to examine the candidate’s history of learning. Signs of successful adaptation to new roles or speedy acquisition of new skills can be concrete indicators of high potential. Reference checks can add another layer of understanding.
However, it’s crucial to exercise caution — these assessments should not be the sole basis for your hiring decision. While they offer valuable insights, use them as navigational aids rather than definitive answers. They can help filter out candidates who are a complete mismatch for your role and manage those who demonstrate strong potential in some areas but weaknesses in others.
The collective insights from assessments, behavioral interviews, and reference checks can inform your decision-making process, providing a comprehensive understanding of the candidate’s potential beyond what their resume might imply.
Achieving a Balance in Hiring
While the focus on potential and aptitude is key, it is equally important to maintain a balance when considering experience.
Experience shouldn’t be disregarded entirely; instead, it should be integrated into a comprehensive hiring equation that also values potential and aptitude.
To strike an effective balance, you need to take into account the specific requirements of the role and your organization’s unique needs. There might be roles where adaptability trumps particular skills. Conversely, other positions may mandate specific indispensable skills that only experience can offer.
Key questions like, ‘Can training quickly fill any experience gaps?’ and ‘Does the role require a trailblazer or a seasoned expert?’ should guide your hiring decisions. Incorporating assessments and actively seeking potential during interviews can help achieve a balanced hiring approach, meeting immediate needs while also preparing for future success.
While experience was once the gold standard in hiring decisions, many forward-thinking companies now recognize the immense potential in hiring for aptitude and potential.
Simply put, experience doesn’t always equate to success in a new role. The fact that someone has done a particular job before doesn’t guarantee they’ll excel at it in a different environment or circumstances.
On the other hand, candidates who demonstrate a strong aptitude for learning and adaptability may be better equipped to evolve with the demands of the role and the company. As we explored in this article, this doesn’t mean we should completely disregard experience, but rather that it’s essential to strike a balance.
I hope the above has given you some good food for thought. However, if you’d like to discuss this in more detail, feel free to message me on LinkedIn or contact the Insight Recruitment team here.