When you’re in a growth phase, building the right team can feel like a high-stakes puzzle. You’re not just hiring for the tasks at hand—you’re looking for individuals who can adapt, innovate, and grow alongside your company. The stakes are even higher when you’re competing with larger, more established companies for top talent.
And here’s the kicker, CVs only tell part of the story.
Sure, a CV can give you a snapshot of someone’s experience, but it’s rarely the full picture. High-potential candidates often bring skills, attitudes, and capabilities that don’t neatly fit into bullet points or job titles. So how do you find those game-changing hires? Let’s explore.
Look for a Growth Mindset, Not Just a Growth Resume
Experience matters, but attitude is everything. A high-potential candidate doesn’t just tick the boxes of “what they’ve done”—they bring a hunger to learn and the ability to pivot when challenges arise.
How to spot it:
– Ask about their learning curve: “Tell me about a time you took on something completely new. How did you approach it?”
– Watch for curiosity: Candidates who ask thoughtful questions about your company and role may already be thinking like a problem solver.
Growth companies thrive on innovation, and you need people who aren’t afraid to stretch beyond their comfort zones.
Assess for Cultural Alignment, Not Just Cultural Fit
You’ve probably heard the phrase “hire for cultural fit.” But for growing companies, this approach can sometimes backfire—creating a team of people who think and act too similarly. Instead, aim for cultural alignment: shared values but diverse perspectives.
Here’s how:
– Define your core values: If collaboration and agility are non-negotiable, make sure you’re evaluating candidates through those lenses.
– Use situational questions: Ask how they’d respond in scenarios tied to your values. For instance, “What would you do if a teammate’s priorities conflicted with yours?”
Dig Into Soft Skills
In a fast-growing company, technical skills can get outdated fast. Soft skills—like adaptability, emotional intelligence, and resilience—are often better indicators of long-term success.
How to test soft skills:
– Scenario exercises: Role-playing a real-life work scenario can reveal how they communicate, problem-solve, and collaborate.
– Behavioral interviews: “Tell me about a time when…” questions dig deeper into how candidates have handled challenges in the past.
High-potential candidates shine when their interpersonal skills are put to the test—not just their technical know-how.
Leverage Assessments and Tools
Sometimes, what you’re looking for can’t be uncovered in a 30-minute conversation. Skills assessments, personality tests, and even AI tools can help you identify traits that signal high potential.
Here are a few tools to consider:
– Cognitive ability tests: These assess problem-solving and learning potential.
– Work sample tasks: Simulate tasks they’d perform in the role to evaluate practical skills.
– Behavioral and personality assessments: Tools like DiSC or StrengthsFinder can highlight traits that align with your team’s needs.
These tools aren’t replacements for interviews but powerful supplements to ensure you’re seeing candidates from every angle.
Go Beyond the Usual Channels
Let’s face it—sometimes, the best candidates aren’t actively applying. They’re busy doing great work somewhere else or may not have the “perfect” background on paper. Don’t overlook:
– Utlise an employment consultancy (like us): Use LinkedIn or your network to connect with individuals who might not be looking but could be interested in the right opportunity.
– Non-traditional backgrounds: Candidates transitioning from different industries or roles often bring fresh perspectives and transferable skills.
Trust Your Gut (But Not Too Much)
We all want to trust our instincts. Sometimes, you meet a candidate, and it just “clicks.” While gut feelings can be a helpful signal, they shouldn’t outweigh objective measures. Combine intuition with structured evaluation to ensure you’re making balanced decisions.
Finding high-potential candidates for a growing team requires more than scanning CV. By focusing on mindset, soft skills, and values alignment, you’ll build a team equipped not just to handle the challenges of today but to drive your company forward tomorrow.
Remember, the perfect hire isn’t the one who checks every box—they’re the one who grows into the role and helps your company grow with them.
