RECRUITMENT
TACTICAL TALENT RECRUITMENT FOUNDER AND MANAGING DIRECTOR VINNY KELLY HIGHLIGHTS THE ADVANTAGES OF EVALUATING CANDIDATES BY APTITUDE, ADAPTABILITY AND WILLINGNESS TO LEARN…
Embracing potential over experience
In Ireland, at the moment, we have a dynamic job market and the traditional approach to hiring is undergoing a transformation. Traditional wisdom might suggest that experience is the ultimate benchmark of suitability for a role. However, skills shortages leave many employers struggling to find candidates with the precise qualifications and experience required for specialised roles. Embracing a potential-based hiring approach involves shifting the emphasis from past achievements to future capabilities. Instead of rigidly adhering to a checklist of qualifications, hiring managers evaluate candidates based on their aptitude, adaptability and willingness to learn. This strategy opens doors for individuals from diverse backgrounds and career trajectories who may not fit the traditional mould, but exhibit a strong potential to excel in the role. Hiring for potential cultivates a growth mindset within the company. Candidates who exhibit potential are often eager to learn, adapt and grow within their roles. They bring a hunger for knowledge and a willingness to tackle challenges head on. In contrast, experienced candidates may be set in their ways, resistant to change or lacking the drive to continuously improve. Businesses are now striving to introduce new ideas, refresh their product range, impress with marketing strategies and highlight their sustainability initiatives. By prioritising potential, businesses can build a team that is tech-savvy and eager for the latest trends. Recognising innovative thinking and a hunger for knowledge prepares teams for whatever challenges the future may bring, allowing them to adapt swiftly to industry changes. Despite its many benefits, hiring for potential comes with its own set of challenges. Evaluating intangible qualities such as motivation, adaptability and resilience can be inherently subjective. Additionally, there is always a degree of uncertainty involved in hiring candidates
Vinny Kelly, Tactical Talent.
based on their potential, as not all individuals may live up to expectations or adapt as quickly as anticipated. However, with well-planned recruitment processes and using techniques like competency-
At Tactical Talent, we provide guidance on the market for specific roles, the possibility of prioritising potential over experience, and we conduct thorough interviews with all candidates before introducing them to you. Frequently, the candidates we match with our clients based on their potential often turn out to be the most successful hires. This is a significant factor that keeps our clients coming back to us regularly. Identifying high-potential individuals is a crucial aspect of our work, especially in today’s competitive job market where talent is in high demand.
based questioning, psychometric assessments and scenario-based
evaluations, you can create an interview process suited to evaluating potential. Hiring for potential impacts how you onboard a candidate. It may require a longer commitment to ongoing training and development. While high-potential individuals may possess innate talent and enthusiasm, they may lack the practical skills or industry-specific knowledge required to ‘hit the ground running’ in their roles. Providing structured training programmes, mentorship opportunities and access to resources can help bridge this gap, empowering employees to reach their full potential and contribute meaningfully to the company’s success.
Contact either Vinny Kelly or Iseult McLaughlin for a discussion around your hiring needs: T: +353 (0)1 907 9192 E: vkelly@tacticaltalent.ie E: imclaughlin@tacticaltalent.ie www.tacticaltalent.ie
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