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Potential vs experienced

Writer's picture: Anne OngAnne Ong

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This recruitment took place when I was in corporate HR.


A hiring manager, Z, was looking for her first team member. The team was in an engineering support function.


Z and I narrowed to 2 candidates, J and K. Both were required to complete a mini-test comprised of case studies set by Z.Ā 


J was a very experienced candidate. He aced the interview and completed the test ahead of time.


K could not answer all questions in confidence. He completed the mini-test with the requested extended time. He was trying his very best throughout. He passed the test with a gap from J.



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Based on the performance during the interview and test, J was the clear winner.


Z studied the answer sheets and reviewed the interviews.Ā K, who did not win in scores, was selected for the role.


I was puzzled and asked Z why K was selected instead. She explained that she could see K's efforts. K was not as experienced as J, but Z saw her potential and positive attitude.Ā She felt that K was a better fit for her team then.


Today, K is still with the organization with the same team. K has risen to a mentor and works well with the project team.



ššØš¢š§š­šžš«š¬:


šŸ’”Hiring managers need to find a balance and identify the required skill sets within the team

šŸ’”Experienced candidates outgrow the role faster while potential candidates have a longer runway

šŸ’”Don't underestimate the value of transferrable skills from other industries.



š‘øš’–š’†š’”š’•š’Šš’š’š’”


1ļøāƒ£In your experience, how do you weigh potential versus experience when hiring?

2ļøāƒ£What signs do you look for during the interview process that indicate a candidate's potential for growth?



image credit: smartexe


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