We see this all the time in hiring.
You write the job ad, review the CVs, and shortlist a few candidates. But something’s off. The ones who look great on paper don’t quite fit. And the ones you ruled out? They might actually be the ones you need.
Here’s the thing. Most hiring processes reward familiarity, not potential. We’re taught to look for neat CVs, big-brand names, and linear careers. But those things don’t always mean impact, adaptability, or long-term success.
It’s time to stop chasing unicorns. Start spotting potential instead.
1. You’re filtering out great talent too early
The issue:
Most hiring still screens for experience. We look for years in similar roles, familiar titles, and tools. The so-called “safe bet.” But this approach rules out strong candidates before they even get a shot.
What to do differently:
Instead, look for learning agility. Pay attention to stories of growth, resilience, and adaptability. Ask yourself, “Could this person succeed with the right support?” Often, your top performer isn’t the obvious one.
2. You’re hiring for polish instead of performance
The issue:
Some of your best hires won’t have perfect CVs. They might not nail the interview either. But they’ll show up, work hard, and exceed expectations.
What to do differently:
Don’t mistake slick communication for skill. Add working sessions or problem-solving tasks to your process. Ask how someone learns—not just what they know. Potential doesn’t shine. It builds, slowly and quietly.
3. You’re limiting diversity of thought
The issue:
Hiring from the same circles leads to the same ideas. Same schools, same companies, same ways of thinking. That limits innovation.
What to do differently:
Open the door to different paths. Value what someone brings because of their background. Not despite it. Look for self-awareness, empathy, and growth mindset. These traits often lead to stronger, more flexible teams.
Fresh thinking brings momentum. That’s what drives change.
4. You’re slowing down your business
The issue:
Waiting for the “perfect” hire slows everything down. Projects stall. Teams get stretched. Deadlines slip.
Worse still, it’s expensive. Harvard research shows that long delays in hiring can cost more than hiring someone with potential and training them up.
What to do differently:
Look for coachability and motivation. Train for capability. Build an onboarding process that helps new hires deliver quickly. It’s faster to support the right person than to wait for a unicorn.
Speed matters. So does long-term value. Hiring for potential gives you both.
Final thought: Hiring for potential is a competitive edge
Spotting future stars isn’t a “nice to have.” It’s a smart move. The companies get this right? They win.
But it takes more than a job ad. It takes insight. Curiosity. And a bit of belief.
At Brightbox, we help you find those people. Whether you’re hiring under pressure, growing a team, or searching for someone who can step up—we’ll help you spot the right ones early.
👉🏼 See how we work with clients here.
👉🏼 Let’s talk.
