How can you measure a candidate's potential?

2 Use multiple methods

One of the best ways to measure potential is to use multiple methods and sources of information. You can combine different types of assessments, such as cognitive tests, personality tests, situational judgment tests, and work samples. You can also use structured interviews, behavioral questions, and role-playing scenarios to observe how candidates think, act, and communicate. Additionally, you can ask for references, feedback, and endorsements from previous employers, colleagues, and mentors. The more data points you have, the more accurate and reliable your evaluation will be.

3 Focus on growth

When assessing potential, it's important to focus on a candidate's growth mindset and learning orientation. To get an understanding of how they approach new challenges, handle failure and mistakes, and keep their skills up-to-date, you can ask questions such as: 'How do you cope with uncertainty and ambiguity?', 'How do you deal with change and innovation?', and 'How do you collaborate and influence others?'. Additionally, look for evidence of their achievements, progress, and impact in their previous roles and projects. This will help you identify individuals who are willing and able to learn, develop, and succeed in various contexts.

4 Compare and contrast

The final tip to measure potential is to compare and contrast candidates based on your criteria and methods. You can use a scoring system, a rating scale, or a ranking order to evaluate and compare candidates objectively and fairly. You can also use a panel of interviewers, assessors, or decision-makers to avoid bias and ensure diversity of perspectives. You can then discuss and review the results, strengths, and weaknesses of each candidate and select the best match for your organization and role.

Measuring a candidate's potential is not an easy task, but it can help you hire the right talent for your organization. By defining your criteria, using multiple methods, focusing on growth, and comparing and contrasting candidates, you can evaluate their ability to grow, adapt, and perform in different situations and roles. This way, you can find candidates who are not only qualified, but also have the potential to excel and contribute to your team's success.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?