This is a common debate across workplaces, of course business needs must be met, but is there scope to learn on the job?
That’s something we tend to ask our clients.
While experienced hires bring immediate specialist knowledge, hiring for potential can bring a different perspective and support long-term growth.
In this day and age there’s scope to hire for both. There are benefits to each approach and they can transform businesses in different ways.
Why you should hire for potential
Look at the market, look how things are moving. Skills and day-to-day responsibilities that were once crucial have since been made redundant. We can thank AI for this.
Many workers are now looking how they can future-proof their skillset and grow with the changing markets rather than stay complacent and specialist in one area.
High-potential candidates often bring a different dimension to businesses.
Mindset
They’re driven to be ambitious and adaptable; thus, they’ll fit into the gaps which might be visible in your current team. They’re often willing to pick up those extra tasks which experiences hires might not want to do. These soft skills are on rise, according to LinkedIn’s 2025 Future of Skills report, 60% of top-performing employees cite adaptability as their most valuable trait.
Long-term business growth
With their clear, driven mindset, they can grow in various positions as your business needs change. It will be easier for you to retain staff and increasing internal promotions which will save future hiring time.
Perspective
Hiring for potential can lead to gathering an outside perspective which you may have not considered, this is particularly important within product development… who knows you may have a technological breakthrough.
Research conducted by McKinsey in 2024 showed that diverse thinking correlated to a 25% higher chance of breakthrough innovation.
Cost-effective
Candidates who may not come with the complete skillset are often cheaper. They’re also willing to prove their worth and climb the ladder which leads to a higher ROI. This is not to say don’t pay their worth, but the salary will be significantly less to an individual with 10 years’ experience.
So, what happens if you hire for experience?
It’s often seen as low risk, but is it actually?
Yes, sometimes business matters require experienced hires but more times than not, you can learn on the job.
Higher salary expectations
As previously discussed, experienced professionals demand higher salaries. If you’re working for a startup or SME, this can hugely impact your budget and reduce the flexibility in future hires.
Resistance to change
Those with more experience may resist new ways of working and rely on past practices and what has previous worked for them.
Cultural misalignment
Technical capabilities don’t always mean alignment with company values and practices. Hiring individuals who may not be the best cultural fit can disrupt the team dynamic
Limited growth
If they’ve already come with a depth of experience, there will only be so much they could potentially grow within your business depending on the seniorities above them.
Of course, business requirements need to be met, sometimes this calls for an experienced employee, sometimes an individual can learn on the job.
To ensure you get the most out of working with a recruiter, make sure to know exactly what you’re looking for, or be open to a consulting conversation to better understand your business needs.
If you need help filling out the gaps in your talent team, get in touch.
0117 450 7700
