“I want to hire someone who has potential,” Sam described. “But, I need them to hit the ground running today.”
“What do you mean when you say, potential?” I asked.
“You know, they have the ability to grow, so as things get more complicated, they don’t get lost,” Sam replied.
“I need you to be more specific. You used the word, grow. Do you mean grow taller, measured in inches? You used the word, lost. Do you mean lost in the woods? If you really want to find someone with potential, your language will lead you to the qualities you look for in a candidate.”
“Yes, but you know what I mean,” Sam flatly stated.
“I can make assumptions, but they might be wrong.” I stopped, then started again. “Instead of looking at the person, let’s look at the work, specifically the context of the work. What does hit the ground running mean? Please use terms related to capability, decision making and problem solving.”
“Okay,” Sam was slow to piece things together. “The role, today, has certain problems to be solved and decisions to be made.”
“Stop,” I interrupted. “So, the candidate has to possess the actual capability to solve problems and make decisions without significant input or direction from you, today.”
“Yes, but, the candidate will still need some initial direction from me, just to find out how things work around here. We have certain processes unique to our company, so the person will need some orientation, initial training.”
“And, how long will you give them to learn this stuff in the beginning?”
“Easy,” Sam said. “Training last two weeks. If they haven’t demonstrated some initial capability by then, we might counsel them out during a probation period.”
“So, you cannot see the performance on day one, but you expect to see performance after two weeks, benefit of the doubt, four weeks or eight weeks? In that period of time, has their potential changed?” I pressed.
“No, potential doesn’t change that fast,” Sam responded.
“So, on day one, you see their actual capability, in a raw state, it is what it is. You need this person to learn and learn quickly, so that two weeks, four weeks, eight weeks from now, the candidate’s decision making and problem solving will be at a higher level, meaning they have current potential. The difference between actual capability today and current potential two weeks from now is initial orientation and training.”
“Yes, but I want more than that,” Sam said, almost complaining.
“Of course you do,” I furrowed my brow. “What you really want is future potential. Potential is not something that can be trained, it can only mature. And, you want to see that in a candidate?”
“It sounds like a tall order, but yes, that is what I want.”
“Then, what questions will you ask?”