INSIGHTS
POTENTIAL
IT'S WHERE PEOPLE ARE GOING, NOT WHERE THEY HAVE BEEN, THAT MATTERS
The tech transformation and AI affect all companies and the jobs of the future. Some calculations show that within 20 years, technology will replace 2.5 million jobs in Sweden. 65% of the jobs that Generation Z will perform have not yet been invented. Exciting future. But what does that mean in the context of recruitment?
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This means that we cannot continue to recruit based on previous experience and knowledge alone, but we must get better at recruiting based on potential.
WHAT DOES RECRUITMENT BASED ON POTENTIAL MEAN?
To look past the obvious such as hard skills via education, work experience and other CV history and instead look for abilities that can be developed. Instead, consider "learning quotability" - the ability to learn new things and develop.
WHY IS IT GOOD TO RECRUIT ON POTENTIAL?
According to CoGig's survey, 7 out of 10 people want 40-60% of the new job to be new and challenging. People recruited on potential are likely to thrive and stay longer.
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By recruiting based on potential, you can find as yet undiscovered talent that strengthens your company's competitiveness.
DEFINITION POTENTIAL
By potential we mean a person who has the conditions to continuously develop herself into something more and has the conditions to create long-term value within the organization.​
WOMEN AND MEN
There are several studies that show that women are recruited to a greater extent based on their actual experience, while men are recruited based on their potential. Simply put, have you led a project before (experience) or do you have the ability to lead a project (potential)?
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As a woman, it places higher demands on YOU to CLEARER highlight your potential, your abilities and your experiences that are in demand for the role. Furthermore, it also means that you as a woman need to know your own potential and exemplify it with previous experiences and results.
POTENTIAL VS PERFORMANCE
It is important to remember that while potential and performance often overlap, good performance and high potential are not the same thing. A person can perform well in their role and even achieve top results without necessarily being a person of high potential.
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Some people with high potential may perform at an average level. Not due to a lack of ability, but rather due to understimulation. They excel when given interesting and complex tasks that force them to think outside the box. Simple, routine work for too long is often frustrating and leads to motivational problems that hide their true nature. Don't overlook these people. They might surprise you with what they can accomplish if only given the right tasks.
It is important that the business receives support in the form of tools so that the work of identifying, assessing and developing potential is facilitated
