The Talent Initiative

One of the greatest joys in recruitment is seeing someone you took a chance on absolutely transform your business. Spotting that spark in a candidate, watching them grow into a genuine rising star is what keeps me in this game after nearly 30 years. Sure, it’s a risk. It takes a bit of courage from both the hiring manager and the business to back their gut. But when it pays off, it’s magic.

It’s easy to line up interviews with “square pegs for square holes”: people whose resumes tick every box. But honestly, the real buzz comes from finding the diamonds in the rough. The trick is working out who’s the real deal and who’s just polished up for show.

There are lots of different ways. I love this example from Heineken. Can you watch and not smile?

So, what do you look for? Here are a few traits I always keep an eye out for when I’m interviewing for potential (not just past experience):

What to Look For (Beyond the Resume)

• Ambition: Are they asking about growth, goals, and where the role could take them? I love when a candidate asks, “What career paths are possible here?” or “How do you define success in this team?” If they’re not volunteering, I’ll ask, “Tell me about a time you set a goal and went after it. Did you get there? What did you learn?”
• Curiosity: The best hires are always learning. I’ll ask, “What’s something you’ve taught yourself in the last six months?” or “What’s a skill you’re working on right now?” Their answer tells me a lot about their drive.
• Insight: Have they done their homework? Not just on the company, but on our challenges and the market? If someone asks, “How does your team tackle [insert real business challenge]?” I know they’re thinking beyond the surface.
• Quick Thinking: Life (and work) throws curveballs. I like to throw in an unexpected scenario and see how they respond. Can they think on their feet, or do they freeze?
• Determination & Work Ethic: Potential is great, but only if they’re willing to put in the effort. I’ll ask about a time they were overloaded. Did they find a way through, or just throw their hands up?

Why Hire for Potential?

Let’s be real: sometimes you just can’t find the perfect match on paper, especially in a tight labour market. Building up talent internally is often the best (and sometimes only) way forward.

• Cost: People who know they’ve got learning to do are often more affordable than the “been there, done that” candidates. With a bit of investment, you can see a much bigger return down the track.
• Talent Shortages: If everyone’s fishing in the same pond for the same skills, you’ll have to pay a premium. Sometimes, it’s smarter to hire for attitude and potential, then train for skill.

How to Spot the Hidden Stars

The secret is in the questions. Both the ones you ask and the ones they ask you. Look for those who are hungry, curious, and genuinely interested in your business, not just a job. Don’t be afraid to get creative in your interviews. Sometimes, the best hires are the ones who surprise you.

If you’re thinking about hiring for potential but not sure how to spot it, or if you’re a bit nervous about taking that leap, let’s have a chat. I’ve helped plenty of businesses find and grow their next “A players,” and I’m always happy to talk through what works (and what doesn’t) in the real world.