How to identify hidden potential in an interview

When you’re hiring, it’s easy to focus on finding someone who ticks every box.

They’ve used the right software, worked in the same sector, and held a similar job title.

But does that always mean they’re the best person for the role?

Not necessarily.

Some of the best hires don’t arrive as the finished article. They might not have every skill or experience you’re looking for, but they have the attitude, ability and ambition to grow into the role.

The challenge is spotting that potential during an interview.

Look beyond the CV

A CV tells you what someone has done. An interview should help you understand what they could do next.

Instead of focusing purely on whether they’ve done the exact job before, look for signs that they’re ready to step up.

Ask yourself:

• Have they taken on responsibilities beyond their job title?
• Have they progressed or developed quickly?
• Have they learned new skills independently?
• Do they show curiosity and a willingness to improve?

Sometimes, the candidate with slightly less experience could have far more room to grow.

Ask how they learn

Potential often comes down to how someone responds when they don’t know something.

You can teach new systems, processes, and software. It’s much harder to teach curiosity and a genuine desire to improve.

Try asking:

“Tell me about a time you had to learn something completely new.”

“What’s a skill you’ve developed recently?”

“Tell me about some feedback that changes the way you work.”

You’re looking for self-awareness, adaptability, and a willingness to learn. Not necessarily the most polished answer.

Pay attention to the questions they ask

The best interviews are conversations, not interrogations.

A candidate’s questions can tell you a lot about how they think.

Are they asking about progression, challenges within the team or what success looks like in the role?

Questions like these can show that they’re thinking beyond simply getting the job and are genuinely interested in how they could contribute.

That said, confidence doesn’t always equal potential. Some of the strongest candidates may be quieter, so don’t mistake interview performance for capability.

Look for evidence of growth

Potential doesn’t always mean promotions.

Look for examples of someone taking ownership, stepping outside their comfort zone or gradually expanding their responsibilities.

Try asking:

“What can you do now that you couldn’t do when you started your last role?”

Or:

“Tell me about a time you took on something that felt like a stretch.”

Their answers can reveal whether they actively look for opportunities to grow.

Test how they think

Experience is important, but so is understanding how someone approaches a problem.

Give them a realistic scenario they might face in the role and ask how they would handle it.

For example:

“You notice a process isn’t working as well as it could. What would you do?”

There may not be one right answer. What matters is their thought process.

Do they ask questions? Take ownership? Think about solutions? Know when to ask for help?

These can be strong indicators of potential.

Don’t overvalue the “perfect candidate”

The perfect CV can be tempting.

But the person who has done everything before isn’t always the person who will bring the most to your business in the future.

We’ve seen this first hand-across Architecture, MEP and professional services. Sometimes, employers become so focused on finding someone with experience in every piece of software or every type of project that they overlook people who could learn those things quickly.

A better question to ask might be:

“What does this person need to know on day one, and what can you teach them?”

Separating your genuine non-negotiables from your preferences can significantly expand your talent pool.

The best hire might not be the most obvious one

Hiring for potential isn’t about lowering the bar.

It’s about looking beyond what someone has already done and considering what they could achieve with the right opportunity.

The strongest hire might not have the longest CV or tick every box on your job description.

But they could have the curiosity, adaptability and ambition to grow into someone who makes a real impact on your business.

And sometimes, that’s exactly the person you should be looking for.