Hire for Potential
Not Just Experience
Welcome to The People Perspective, a series where we share quick insights on hiring, managing, and leading teams.
In each article, we’ll explore one theme that leaders should keep in mind when it comes to building high-performing, human-centred workplaces. Because at the end of the day, people make or break a business.
So let's jump in.
When scanning CVs, it’s tempting to focus on who has the longest list of achievements, the flashiest job titles, or the biggest brand names.
Experience does matter but it’s not the whole picture.
Some of the most impactful hires don’t tick every box on paper. What they bring instead is curiosity, adaptability and the drive to grow into a role.
In today’s rapidly changing industries, hiring for potential is no longer a “nice to have.” It’s essential.
Why hire for potential?
Skills can be taught — mindset can’t. Technical gaps can be closed with training, but curiosity, resilience and growth mindset are much harder to develop.
Potential unlocks future value. Someone who actively seeks challenges will evolve with your business, rather than stagnating once they’ve mastered the basics.
Adaptability is the new currency. With industries shifting under the influence of AI, regulation and customer demand, adaptability is worth more than tenure. Read more on adaptability from our CEO here.
Spotting potential in interviews
The challenge is that potential doesn’t always shout from a CV. You need to design your hiring process to uncover it. A few practical ways:
Ask candidates how they’ve solved problems outside their comfort zone.
Look for evidence of self-driven learning, such as courses completed, new skills picked up, or side projects undertaken.
Notice whether they ask curious questions about your business. Genuine interest in your challenges often signals growth mindset.
Balancing potential and experience
Of course, experience still matters.
You wouldn’t hire a financial controller who’s never touched a budget. The key is balance: pair solid baseline skills with an eye for who can grow. Consider shaping job ads and interview panels to value qualities like adaptability, rather than listing endless technical requirements.
At Parity, we’ve seen firsthand that the candidates who grow with a business are often the ones who take it further than leaders thought possible. They’re the “truffles”, the rare, high-value people who might be overlooked if you only skim CVs for familiar job titles.
If you’d like help finding those high-potential candidates for your team, we’d love to talk. Connect with our team here.
Why partner with us?
Business leaders need top-tier talent to exceed expectations and drive growth.
At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.
With years of earned trust, Parity specialises in unearthing those perfect truffles. These are candidates in Product Management, Development & Governance; Digital, Marketing & Communications; Data, Analytics & AI, who will elevate your organisation while ensuring quality always trumps quantity.
Our equitable and transparent placement process is trusted by clients and candidates alike.