If your company has faced major hiring challenges over the last few years, you’re not alone. In a recent SHRM survey, 69% of HR professionals reported having difficulty filling full-time roles. The number isn’t quite as stark as it used to be (reaching an all-time high of 91% in 2022), but finding the right talent is still a big problem for the majority of organizations in the U.S.
The most frequently cited issues include fewer applications and competition from other companies. But another common concern is one that actually has a solution: finding candidates with the right skills.
Rather than concentrating on a strict checklist of qualifications, forward-thinking companies are instead hiring for promise. That means they’re not waiting to find the “perfect fit.” They’re hiring based on potential while simultaneously investing in upskilling programs to create their own quality talent pools.
Don’t be alarmed if this feels like a radical approach. Read on to understand why holding out for the perfect hire is reducing productivity, and how a talent strategy that hires for promise and upskills can create an internal workforce that’s ready for the needs of tomorrow.
Why waiting for the “perfect candidate” hurts productivity
You may be inadvertently creating a workforce bottleneck simply by falling into the traditional hiring mindset. You know the routine: your recruiting team limits their search to candidates who check every box, often at the request of the hiring manager. Even internal candidates are subjected to the same rigorous list of qualifications.
But the result is long hiring times and a huge missed opportunity in building a workforce with the drive to grow within the organization. You’re creating long-term losses in hopes of short-term gains; and even those are tempered by the amount of time it takes to fill positions and the overall cost of vacancies.
The average time-to-hire is 44 days, and the interview process alone averages 23 days. So it’s no surprise that 60% of applicants quit in the middle of the application period because it takes too long. These extended timelines increase cost-per-hire and add to the burden of your existing team, who are more susceptible to burnout or have to put projects on hold until that “perfect” candidate with the right experience and qualifications is discovered.
The truth is that hiring for experience can slow down the organization. But hiring for potential opens the door to entirely new possibilities, both in the short term and long term. By investing in internal talent development, companies not only reduce external recruiting costs but also build a resilient workforce aligned with long-term business goals.
Hiring for promise? Here’s what it means
Instead of focusing solely on experience and existing skills, hiring for promise shifts the focus to other attributes, such as aptitude, learning ability, cultural fit, and motivation. The goal is to identify candidates with growth potential in order to increase internal mobility within the organization.
Hiring for promise is especially impactful in the healthcare industry where organizations upskill administrative staff into critical clinical roles. This hiring strategy is also well-suited for industries that are facing fast-paced changes, whether due to technology or a lack of worker interest. The added bonus is that by hiring for skills and retaining with education benefits increases employee loyalty and engagement.
So what traits does a candidate with promise actually bring to the table? They typically have a growth mindset and enthusiasm for learning. This demonstrates that they're willing and able to learn new skills as company needs evolve, which future-proofs your business. These candidates should also have innate problem solving skills and be open to coaching in order to reach their full potential.
The most attractive part of hiring for promise is the track record of results. A 2024 Gartner survey revealed that employees that are hired based on promise rather than proficiency are 1.9 times more likely to perform effectively at work.
As the need for new skills grows faster than ever, companies need to examine hiring practices in order to make the most of their internal talent.
How to identify high-promise candidates
How do you figure out which candidates have the potential to grow within your organization? A few simple alterations to the screening process can offer plenty of insights. Here are some ideas for new questions to add to the interview:
- Behavioral attributes: Include interview questions that identify a candidate’s willingness to learn and adapt, which are key traits in someone with growth potential.
- Problem-solving skills: In addition to discussing their experience, ask questions about situations where they proactively solved problems. If they don’t have any, provide a hypothetical situation they can respond to.
- Future goals: Ask questions about their professional goals. A high-promise candidate should demonstrate ambition and an interest in professional development.
On top of these interview questions, adjust your reference conversations to ask about these forward-thinking attributes as well.
Maximize employee potential with internal upskilling programs
Hiring for promise can be extremely successful, but you’ll experience the best results when you have the right support systems in place. After all, you’ve selected candidates that thrive on growth and development. It’s the organization’s role to provide those opportunities, especially in a way that’s in alignment with company goals.
The first step is to make sure leadership has clearly defined existing skills gaps as well as the roles they hope to fill in the future. That helps the organization build out the right type of programs.
There are several types of upskilling programs you can implement. Some common examples include:
- Skill-based learning networks: Leverage the expertise of managers, subject matter experts, and learning and development staff to train high-potential employees in prioritized skill sets.
- Mentoring: Match employees with mentors across departments based on their skills and interests. Employees may have upskilling fears and not know where to start, and connecting them with mentors can prioritize a culture of learning.
- Academic and career coaching: EdAssist coaches help employees explore external learning opportunities, especially when employers provide education benefits. This reduces the pressure on managers to be career coaches.
- Certification programs: Employer-sponsored training or non-degree programs are specifically designed to encourage employees to grow their skills in the areas that matter most to the company’s future.
- Microlearning opportunities: Adult learners respond well to brief, interactive learning. 69% of people prefer short videos for learning and microlearning can significantly increase long-term retention.
Looking ahead by hiring for promise
In a world where skills evolve faster than job titles, hiring for promise and upskilling with education benefits is your competitive advantage. By identifying high-potential candidates and investing in targeted upskilling, organizations can build agile, future-ready teams that drive innovation and growth.
Don’t wait for the perfect candidate. Build them.
EdAssist partners with leading employers to design and deliver upskilling programs that align with business goals and empower employees to thrive. We can help your company develop impactful education benefits programs that protect against many of the hiring challenges facing most industries today.
Let’s work together to transform your talent strategy from reactive to resilient.
