How to Identify High-Potential Candidates Without a Perfect CV
Posted on:
by Namratha Ambat
CV Assistance
When you’re hiring for technical roles, especially in fast-paced environments like software development or data centre operations—it's easy to default to the checklist: 5+ years of experience, specific tools, certain certifications, and ideally someone who’s “done it all before.” But in today’s market, finding that perfect fit on paper isn’t always realistic or even the best approach.
After speaking with our senior recruiters here at GemPool, one clear insight emerged: Some of the best hires aren’t those who tick every box. They’re the ones who grow into the role and often end up exceeding expectations. We’ve seen this in our own team—people who came from completely different backgrounds, with no recruitment experience, but had the right mindset and transferable skills. They jumped in, learned fast, and are now thriving. Sometimes, it’s just about spotting potential and being willing to take that leap.
So how do you spot high-potential candidates, even when they don’t look “perfect” on paper? Here’s what we’ve learned.
Why Potential Matters More Than Ever
Let’s face it—technology moves fast. Whether it's the rollout of AI-enhanced tools in software teams or increasing automation in data centre environments, hiring for yesterday’s skillset can limit your team’s future capabilities.
A growth-oriented candidate may come in missing one or two core skills, but if they’re adaptable and driven to learn, they’ll get up to speed quickly and often contribute in unexpected ways.
Here’s the big advantage: You’re not just hiring for what someone can do today. You’re hiring for what they’re capable of doing tomorrow.
Key Traits of High-Potential Candidates
Our recruiters emphasised that there are four core traits they look out for when evaluating someone’s mindset:
-
Curiosity
Are they asking smart questions about your team, systems, or tech stack? Candidates who demonstrate curiosity tend to ramp up faster and adapt well to changing environments.
Couple of example questions we’ve heard from candidates:
- “What does success look like in this role after six months or a year?”- “What are some challenges the team is currently facing that this role would help solve?”
- “How does the company support learning and development?”
-
Self-Awareness
Do they openly discuss past mistakes or learning curves? A candidate who can reflect on their growth journey is more likely to improve continuously on the job.
-
Drive
Look for signs of initiative—whether it’s side projects, self-taught coding, volunteering on cross-functional teams, or taking courses on their own.
-
Adaptability
Have they switched industries, taught themselves a new language, or pivoted to a new technology stack in the past? In the data centre world, we’ve seen technicians quickly upskill from basic site support to controls engineering roles simply because they had the drive and flexibility to learn.
Interview Questions That Reveal Mindset
Here are some of the most effective questions our recruiters use to uncover potential beyond the CV:
-
“Tell me about a time you had to learn something completely new on the job.”
-
“What’s a piece of critical feedback you’ve received—and how did you respond?”
-
“If you were starting this job tomorrow but didn’t know our systems, what would your learning plan look like?”
-
“What’s something you’ve taught yourself outside of work?”
These questions are designed to bring out stories of resilience, initiative, and problem-solving. Look for energy, reflection, and structure in their answers—not perfection.
Real-World Assessments: Let Them Show You
Instead of relying solely on CVs or job boards, our team recommends testing candidates in real-world environments.
In Software Development:
-
Have them walk through how they’d approach a user story.
-
Pair them with a senior dev for a live coding session and observe collaboration.
-
Present a real, current challenge your team is facing – This gives the candidate a clear sense of the work they’d be doing, while giving you a chance to observe how they approach problem-solving, communicate their thinking, and whether their approach aligns with your team’s workflow.
In Data Centres:
-
Hands-On Hardware Task: Assess their ability to handle servers, components, and cabling safely and confidently.
-
Troubleshooting Walkthrough: Present a common issue and evaluate their diagnostic approach and escalation logic.
-
Shift Prioritisation Scenario: Give multiple tasks — see how they prioritise, manage time, and follow protocols.
Sometimes, a junior or mid-level candidate might outperform a “perfect” applicant when it comes to practical logic and problem-solving.
Trial Contracts: A Smart Hiring Strategy
If you’re unsure about taking a chance on a high-potential candidate, there’s another route: hire them on a contract-to-perm basis.
This works especially well in the data centre and software space where team needs can change quickly. For example:
-
A candidate who’s great on paper but lacks specific exposure to your tech stack can work on a 3-6 month project.
-
If they show high engagement, learn quickly, and contribute meaningfully, you can convert them to a permanent hire.
-
If not, the risk is contained—and you’ve filled a temporary gap in the meantime.
We’ve seen this approach work really well in practice. In fact, 88% of our short-term contractors ended up going full-time with one of our clients. By bringing them in on a 3–6 month contract, the company got the chance to see them in action, show them the ropes, and give them the right support. So when the full-time opportunity came up, the candidates were already fully prepared and ready to hit the ground running.
The Bigger Picture: Why This Mindset Shift Matters
As a hiring manager, you’re likely facing more pressure than ever—tight budgets, high expectations, and constant change in tech. But here’s the thing: by widening your criteria and being open to candidates who don’t tick every single box, you open the door to long-term value. You’ll build a team of people who are eager to learn, genuinely appreciative of the opportunity, and driven to grow with your business.
If you’re planning to hire soon—or just want a clearer view of the current market—our team is here to help, let’s chat.
