HIRING FOR POTENTIAL OR EXPERIENCE?
Recently, I've been reading more and more about hiring for potential over hiring for a person's experience.
Let's face it: interviewing is hard. It's tough to assess a candidate's potential, and all too easy to rely on job requirements and experience.
If you're looking to improve the quality of hire, focusing on potential and a candidate's ability to grow within your organization could give you better results than just looking for the required experience, right?
Think beyond a candidate's current skills during the assessment process. It's where people are going, not where they are that's most important.
Which makes me wonder: in a behavioral-based interviewing world that "predicts" future behavior on past actions, how do we assess for the potential that will truly unlock the creativity we need to grow businesses?
https://www.linkedin.com/feed/update/urn:li:activity:6897551629063643136/
Recently, I've been reading more and more about hiring for potential over hiring for a person's experience.
Let's face it: interviewing is hard. It's tough to assess a candidate's potential, and all too easy to rely on job requirements and experience.
If you're looking to improve the quality of hire, focusing on potential and a candidate's ability to grow within your organization could give you better results than just looking for the required experience, right?
Think beyond a candidate's current skills during the assessment process. It's where people are going, not where they are that's most important.
Which makes me wonder: in a behavioral-based interviewing world that "predicts" future behavior on past actions, how do we assess for the potential that will truly unlock the creativity we need to grow businesses?
https://www.linkedin.com/feed/update/urn:li:activity:6897551629063643136/