Tuesday Tuneup- #57
Hiring for Potential vs. Experience: A New Approach to Building Strong Sales Teams
Happy Tuesday everyone!!
I’m so excited to have a guest writer this week and it happens to be my good friend Liana who has helped me hire 100’s of sales people and leaders throughout the years. If you are looking for a high caliber recruiter to help with your hiring, she is exceptional.
What better topic for Liana to spotlight, than the concept of hiring “Potential” in the sales team.
After all, we all started somewhere and you’ll always appreciate the person that gives you your big break. Some of my favorite hires ever, are people we lifted up and challenged into roles they never had before. You just have to be willing to be a great mentor and support them in the right ways.
Thank you Liana for the insights and sharing your wisdom with us!
Hello Everyone!
Liana here from People MVR. I’m excited to join you for this special guest edition of The Tuesday Tuneup!
As a consultant helping business owners in the home improvement industry grow their teams, one of my favorite topics is hiring for potential rather than just experience.
As the business landscape continues to evolve in 2025, many organizations are at a crossroads when it comes to hiring new sales talent. Traditionally, companies have placed significant value on experience, believing that candidates with years of industry-specific expertise could hit the ground running and require minimal onboarding. However, with new technologies, shifting customer expectations, and evolving sales strategies, this mindset is being challenged. More and more, businesses are asking:
“Should we prioritize potential, over experience when hiring sales talent?”
In this guest edition, we’ll explore why this shift is happening, the advantages of hiring for potential, and how companies can effectively integrate this approach into their recruiting process.
The Changing Sales Landscape
Gone are the days when sales was just about cold calls and high-pressure tactics. The role of a salesperson has transformed, especially with new technologies. Today, the modern salesperson must be proficient in a range of tools—from CRM systems to data analytics and social media outreach—while fostering consultative relationships with clients.
Experience alone isn’t enough in this new environment.
While experienced candidates may bring knowledge, they may not have the adaptability needed to excel in today’s technology-driven sales world. For instance, systems like Salesforce and HubSpot offer tools such as lead scoring and analytics that require individuals who can quickly learn and leverage them effectively.
Additionally, the sales cycle has shifted. Customers are more informed and have higher expectations, which means salespeople must be agile and able to adapt to ever- changing client needs. This is why many companies now value talent with the capacity to learn and grow alongside industry trends, rather than simply hiring individuals with experience.
The Advantages of Hiring for Potential
Why should companies focus on hiring for potential? Here are some key reasons:
1. Long-Term Growth Potential
Hiring for potential is an investment in a candidate’s future. While experienced candidates may contribute immediately, those with high potential can be shaped and developed over time. These individuals are likely to grow within the company, taking on new responsibilities and advancing into leadership roles, which provides long-term value for the organization.
2. Diverse Perspectives and Innovation
While experience is valuable, it can sometimes lead to a fixed mindset. Experienced professionals may be resistant to change or less inclined to think outside the box. Hiring individuals with potential brings fresh perspectives and innovative thinking. They are more likely to question traditional approaches, offering new ways to solve problems and drive growth.
3. Better Cultural Fit
When hiring for potential, you’re more likely to find candidates who align with your company’s values and culture. Instead of focusing only on past accomplishments, you can assess how well a candidate fits within the organization’s mission and vision. This cultural alignment leads to better employee engagement, higher morale, and longer retention rates.
4. Adaptability to Change
The sales profession is constantly evolving. As technology advances and consumer behavior shifts, adaptability is critical. Candidates who have demonstrated a willingness to learn new skills or adapt to changing circumstances will be better equipped to handle future changes in the sales process, making them invaluable assets to your team.
How to Effectively Hire for Potential
Hiring for potential requires a shift in approach. Here are a few strategies to help identify candidates with the capacity to grow:
1. Focus on Core Attributes, Not Just Experience
Instead of focusing solely on years of experience, look for core attributes such as curiosity, emotional intelligence, resilience, and a growth mindset. Does the candidate show a desire to learn? Are they open to feedback and challenges? These qualities are often more predictive of future success than experience alone.
2. Utilize Behavioral Interviewing
Behavioral interviews are a great way to understand how candidates have responded to challenges in the past. Ask for specific examples where they demonstrated problem- solving, adaptability, or resilience. This provides insight into how they might handle similar situations in the future and how well they might fit into your team.
3. Assess Learning Agility
Learning agility is a key indicator of potential. During interviews, ask candidates about experiences where they quickly adapted or learned something new. High learning agility suggests that a candidate can rapidly acquire new skills, which is crucial in the fast-evolving world of sales.
4. Leverage Assessments and Simulations
Sales simulations or assessments provide valuable insights into a candidate’s abilities in real-world scenarios. These tools test problem-solving, communication, and resilience—essential qualities for success in sales. They also help evaluate how candidates perform under pressure.
5. Invest in Onboarding and Continuous Development
Once you hire someone with potential, it’s crucial to support their development. A strong onboarding process, along with ongoing training, mentorship, and performance feedback, will help them refine their skills and achieve their full potential. This continuous investment in development ensures they remain engaged and committed to growth within your organization.
The Future of Sales Recruitment
As the sales world continues to change, companies need to adapt their hiring strategies to stay competitive. Hiring for potential allows organizations to tap into a broader pool of talent and find individuals who will thrive in a dynamic, fast-paced environment.
At the end of the day, hiring for potential isn’t about disregarding experience—it’s about recognizing that the best candidates for today’s sales roles may not have the most extensive resumes but possess the drive, adaptability, and learning capacity to succeed. Embracing this approach will help companies build stronger, more innovative sales teams capable of navigating the evolving sales landscape.
If you are interested in chatting more about this topic or seeing how People MVR (Most Valuable Resource) can help you grow your team, please reach out to me via email at liana@peoplemvr.com