How to Maximize Job Candidate Potential

I hired 100s of people in my career. The best hires aren’t the most experienced.   They’re the ones no one bets on.   Here's the truth: Most jobs can be taught. But mindset, ambition, and resilience? Those take years to master.   When you hire for potential, you get: ↳ People who share your vision ↳ People who grow with your company ↳ Diverse perspectives that drive innovation   Here’s why hiring for potential is your smartest move:   1/ Mindset Beats Experience Skills can be learned. The right mindset is rare. ↳ Trust that skills can be developed ↳ Hire for attitude, curiosity, and energy ↳ Look beyond credentials - spot their drive   2/ Opportunity Unlocks Rock Stars Raw talent becomes unstoppable when given a shot. ↳ Create pathways for passion-driven roles ↳ Provide mentorship to help them flourish ↳ Recognize that passion outshines polished résumés   3/ Diversity Fuels Innovation Your best hire might not look like you. ↳ Seek candidates with unique backgrounds ↳ Focus on what they bring, not what they lack ↳ Encourage fresh ideas through diverse teams   4/ Hunger Outperforms Experience Ambition is more valuable than tenure. ↳ Reward effort, not just outcomes ↳ Give them the space to prove themselves ↳ Prioritize candidates who are persistent learners   5/ Great Culture > Perfect Résumé The right people shape the right culture. ↳ Hire for alignment, not just technical skills ↳ Invest in development, not just recruitment ↳ Provide feedback and celebrate their wins   6/ Potential > Perfection You’re overlooking your best hire. ↳ See value in adaptability and grit ↳ Give people time to grow into roles ↳ Remember: greatness starts with opportunity   7/ Belief Creates Loyalty People never forget who believed in them. ↳ Build a culture that fuels growth ↳ Trust them before they’ve fully proven themselves ↳ Offer guidance, not micromanagement The best teams aren’t built on perfect résumés. Give people a chance. Believe in potential. And people will rise beyond expectations.   When did someone prove you wrong in the best way? Let me know in the comments! 👇   ♻️ Share this to inspire someone to take a chance. ➕ Follow me for more insights on leadership.

We need someone with 10 years of experience. Really? Let me challenge that thinking. The most successful hires I've seen aren't always the most experienced - they're the ones with the highest potential. Here are 8 uncommon traits that signal high potential in candidates (backed by research): 1. Aspiration & Self-Leadership - Takes initiative without constant direction - Aligns personal goals with company objectives 2. Learning Agility - Adapts quickly to new situations - Applies new skills effectively 3. Emotional Intelligence - Shows high self-awareness - Demonstrates genuine empathy 4. Strategic Thinking - Makes informed decisions - Thinks beyond current role 5. Growth Mindset - Seeks learning opportunities - Views feedback as development 6. Cultural Alignment - Builds trust naturally - Contributes to positive workplace dynamics 7. Resilience - Thrives in uncertainty - Maintains performance under pressure 8. Self-Motivation - Consistently delivers results - Goes beyond job requirements While technical skills can be taught, these character traits and potential indicators are much harder to develop. The next time you're hiring, look beyond the years of experience.  Focus on these traits instead. Your future top performers might not have the perfect resume - but they'll have these qualities in spades. Agree?  Disagree?  Share your thoughts below. 👇

Over the last 15+ years, I’ve had the privilege of hiring talent at all levels—from new grads to seasoned executives, spanning non-profits & large corporations. In that time, I’ve seen the same biases emerge that hinder both candidate potential & organizational growth: 📌 Longevity Bias: When someone has been in a role too long, they’re often seen as stagnant or resistant to change. 📌 Job-Hopping Bias: Frequent job changes lead to questions about commitment, loyalty, & growth potential. 📌 Privilege Bias: Candidates with the "right" connections or credentials often get preferential treatment, even if their experience doesn’t fully align with the job. These biases persist as we search for the elusive "unicorn candidate"—the one with the perfect experience, background, & ability to tick every box. Yet, we often overlook the most critical factor in building strong teams: potential. Today, as I navigated my 'Working-Mom Sunday Routine'—laundry, bills, family calendar, & email cleanup—while my husband made pancakes (as he does every Sunday), I reflected on Mel Robbins' The Let Them Theory. This theory challenges us to rethink how we approach hiring & to embrace authenticity—not just for candidates, but for hiring managers too. The "Let Them" theory urges both hiring managers & candidates to show up authentically. For hiring managers, this means giving candidates the space to express their true selves, free from biases related to gender, race, age, or background. By removing these biases, hiring managers can assess candidates based on true potential & relevant skills, rather than assumptions based on resumes. For candidates, the theory supports showing up authentically—not trying to project an image they think the hiring manager wants to see. This authenticity helps candidates align naturally with company culture & creates a stronger foundation for success. What if we stopped chasing unicorns and instead: ✅ Hired candidates who met 80% of the most important requirements. ✅ Invested in training them on the other 20% of missing skills. ✅ Let them show their true strengths and areas for development. Too often, we hold out for the "perfect" hire, but today’s talent market is about prioritizing growth over perfection. The organizations that succeed build high-performing teams by investing in people for the long term & enabling continuous development. As Simon Sinek wisely said, "People don’t care how much you know until they know how much you care." Let’s stop forcing fit & start letting candidates show their growth, adaptability, & authenticity. When we do, we don’t just fill roles—we build careers.

The perfect candidate doesn’t exist. But the right one can be built. Hiring managers: You weren’t born knowing everything you do today. Someone took a chance on you. Yet, so many companies still chase the elusive "perfect candidate" someone who checks every box, has every skill, and requires no training. But the truth is: ✅ 95% of jobs can be taught. ✅ Skills can be learned. ✅ Knowledge can be acquired. What can’t be taught? ↳ Curiosity ↳ Work ethic ↳ Adaptability Great hires aren’t just those with the “right” experience—they’re the ones with potential. If you’re a hiring manager: ✅ Look beyond resumes and credentials. ✅ Find people who can learn and grow. ✅ Invest in training, and you’ll build stronger, more loyal teams. If you’re a job seeker: ↳ Show how you learn fast. ↳ Highlight transferable skills. ↳ Prove your problem-solving mindset. A company willing to invest in people wins in the long run. Let’s rethink hiring. Who’s with me? ⬇ ♻️ Repost to encourage better hiring practices. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next one.