Hiring In Tech: Potential Over Experience

Every growing and advancing company seeks to recruit additional staff to handle and further their growth. In that light, companies usually seek the best minds and hands in the fields they intend to hire from. One such field is that of Tech; in which likely recruits fall into the categories of either those with experience in the industry or those with little/no experience but with potentials.

During the recruitment process, employers are usually faced with the question of whether to choose someone with experience over one with potentials or to do otherwise. This choice, of course, isn’t a straight forward one, as both categories of likely recruits each have their advantages and their drawbacks, and depends on what the company values most at the point of recruitment. But then, we will look into why tech companies should choose potential over experience.

Companies spend a lot of resources in order to get top talent for hire and have always favored those with experience. The reason for this isn’t far-fetched, as many think it is obvious that those with experience in the field will be able to handle more tasks and challenges and thus, are better suited for the job. But this approach no longer serves the best interest in today’s job market, as experience is not everything.

Potential is the capacity to develop into something great and everyone in the tech space will understand that jobs in this field are very competitive and need to be creative and innovative in order to stand out. These key areas of innovation and creativity are better handled by recruits with little experience but high potential than the experienced folks.

Also in the tech industry is the need for flexibility, adaptability to change, and diversity. These qualities are better found in recruits who have high potentials, as they are more willing to explore new options in the field; which is relatively new to them. This enables them to be able to effectively function and succeed not only in their current roles but also in sideways or upward roles within the company.

As mentioned earlier, hiring for experience definitely has its own benefits, as companies who recruit them can expect fewer errors in jobs, and better character and hindsight. But for a tech company whose main drive is insight and innovation, it is more advisable to go for the ones with potential over those with experience.

Sure enough, recruits with just potentials and little or no experience will have their own drawbacks, but with adequate support and training will be able to continuously improve over time. All the companies need to do is capitalize on the curiosity, motivation, and determination of these recruits to help them learn as much as they can. With this approach, the employers will be able to better understand them over time and give them more appropriate roles where they can function best.

Having said all that we have, we can confidently conclude that for long-term investment and future growth of tech companies, the choice of potential over experience in hiring is the way to go!