Unlocking Tomorrow's Talent: Why Hiring for Potential is the Future

  • 2024-11-27
  • Evija Celma, Head of Roche Services & Solutions (RSS) Riga

In today’s fast-evolving job market, the traditional focus on hiring individuals based on their current skill set is giving way to a new trend: hiring for potential. Companies are increasingly recognizing that the capacity to learn, grow, and adapt is just as important—if not more so—than a candidate's existing technical expertise. In a world shaped by technological advances, an aging workforce, and global talent shortages, hiring for potential allows businesses to future-proof their teams by focusing on individuals with long-term promise.

The global centre of a biotechnology leader—Roche Services & Solutions—has embraced this hiring philosophy, looking for candidates who show not only the skills needed today but also the traits that will allow them to thrive in an unpredictable future. This approach ensures we can meet the demands of a changing workforce and business environment.

What Does Hiring for Potential Mean?

At its core, hiring for potential means identifying individuals with the capacity for growth and impact. These candidates may not yet have mastered every skill required for the role, but they exhibit qualities that signal they will learn quickly and thrive in a dynamic environment. For us there are four key traits that define a candidate’s potential: Growth Mindset, Grit, Intelligence Quotient (IQ), and Emotional Intelligence (EI).

- Growth Mindset: A growth mindset reflects an individual's openness to learning. These individuals are curious, eager to embrace new challenges, and continuously seek opportunities to develop their skills. In this context, employees with a growth mindset are seen as those who will evolve alongside the company and its ever-changing technological landscape.

- Grit: Grit refers to passion and perseverance, especially in the face of failure. It’s about having a long-term vision and staying committed to a goal, even when obstacles arise. We value grit in our employees because it reflects resilience and the ability to keep pushing forward, which is essential in a fast-paced, high-stakes industry like biotechnology.

- Intelligence Quotient (IQ): Cognitive intelligence remains an important factor in assessing potential. IQ includes skills such as problem-solving, quantitative reasoning, and short-term memory. Candidates with strong IQ scores are those who can apply analytical thinking and adapt it to a wide range of scenarios.

- Emotional Intelligence (EI): EQ, or emotional intelligence, is increasingly important in today's collaborative work environments. Employees with high emotional intelligence can understand and manage their own emotions while perceiving and responding to the emotions of others. This trait fosters strong teamwork, communication, and leadership—all crucial in sustainable organizations.

Why Are Employers Shifting to Hiring for Potential?

Several global trends are driving the shift toward hiring for potential rather than just current skills.

1. Aging Workforce

Every day, thousands of workers are reaching retirement age, especially in developed countries. This creates a significant gap in the workforce that younger, educated workers may struggle to fill fast enough. To ensure future success, we are focusing on hiring candidates with the capacity to learn and grow, filling critical roles with talent that can evolve over time.

2. Technology and Automation

As technology continues to transform industries, jobs themselves are changing. Automation and digitalization require employees who can adapt and acquire new skills continuously. For example. we prioritize hiring individuals who can grow their skill sets in response to this transformation, ensuring that its workforce remains agile and capable of managing new technologies.

3. Global Talent Shortage

The global talent market is more competitive than ever, with a shortage of workers equipped with the skills businesses need. By hiring based on potential, companies can set themselves apart, developing talent from within by providing opportunities for learning and development.

4. Demand for New Skills

No longer are companies hiring individuals solely for a defined set of existing competencies. Instead, they are seeking out people who have the ability to adapt to learning new skills and meet the market's evolving demands. 

For us this means hiring employees who can pivot as the needs of the healthcare industry evolve and grow with the organization. For example, we are hiring individuals with growth mindset and grit—two traits that enable employees to persist through challenges and continuously evolve. By valuing candidates’ ability to learn and adapt, we first of all ensure that its workforce remains resilient, adaptable, and capable of taking on the ever-evolving challenges of the healthcare sector.

The Role of VUCA in Hiring for Potential

Today's business world is increasingly defined by VUCA—an environment that is volatile, uncertain, complex, and ambiguous. Navigating this kind of environment requires employees who can stay focused and adaptable, even when faced with unpredictable changes. These VUCA conditions demand a workforce that is flexible, curious, and capable of managing new challenges as they arise.

In a VUCA world, hiring for potential is crucial because it ensures that organizations are not just filling roles based on current needs, but preparing employees to handle roles and responsibilities that may not even exist yet. Employees who have the ability to think critically, collaborate across disciplines, and adapt to evolving technologies are indispensable in this context.

The trend of hiring for potential is gaining momentum as businesses recognize that the skills required for success today will not necessarily be the same skills needed in the future. Companies like Roche Services & Solutions are leading the way by hiring individuals who exhibit qualities like growth mindset, grit, intelligence, and emotional intelligence. By focusing on these traits, the companies ensure that they are building a workforce that is not only equipped for current challenges but also prepared to adapt and thrive in an unpredictable future.