​In our many years of experience partnering with growth-focused FMCG businesses, we've noticed from the leaders and hiring managers we speak to that there's a big shift that happens.  

You go from product first to people first. And with that comes ongoing important strategic decisions, which you could be making as a planned decision in advance, or because someone has left unexpectedly, and you now have to replace them… Who do I hire next is the decision.

Every business wants to hire the best. Us included. The person who's got demonstrable success with similar companies. The "finished article" with a great CV, worked with great brands, and can not only talk the talk, but walk the walk too… dreamy.

But here's the truth: sometimes, the 'perfect' candidate on paper might not be the one who'll grow with your business.

In fact, hiring for potential might just be the smartest decision you can make for long-term growth.

Why the Best Candidate on Paper Isn't Always the Best for You

We see candidates that tick all the boxes that some of our clients want, but before you get giddy and start imagining yourself at the next Christmas party with this person, ask yourself:

• Will they be adaptable to your fast-moving, Founder-led, or SME culture?

• Will they be excited by the challenge of building, not just executing?

• Will they want to stick around…or move on to the next shiny opportunity in12 months?

Hiring someone who has the exact length of experience, skills, and success in the role might seem like a safe bet, but it can come with hidden risks:

• Mismatched expectations

• Lack of motivation

• Limited appetite for learning something new

And in high-growth Founder-led/ SME's, those things really matter.

The Case for Hiring Potential

Here's a stat worth knowing:

87% of millennials prioritise development opportunities when choosing a job (https://www.gallup.com/workplace/236438/millennials-jobs-development-opportunities.aspx)

That's massive. Especially if you're hiring Junior talent or looking to build loyalty and retention in your team.

When you hire for potential, you're not just filling a gap. You're bringing in someone who's excited and motivated to grow into the role and with your business. They bring fresh energy, curiosity, and a mindset of continuous improvement. And often, they're far more likely to stick around long-term if you invest in their development.

So, How Do You Spot Potential?

Let's be clear - hiring for potential isn't just about gut feel or "taking a chance". There are clear, coachable qualities you can look out for that signal someone's ability to thrive in a growing business like yours.

To download our free guide on how to assess fit, over skill, click here.

Why This Matters to FMCG Founders and SME Leaders

Let's be honest, hiring for potential takes a bit more time and thought.  You're not just ticking off your wish list; this is about the long game. Get it right, and the payoff can be massive. You might need a little extra work up front, but you'll have someone who wants to grow with your company, sticks around, and evolves alongside your business.  

So the next time you're hiring, don't just ask, "Who's done this before?" Ask instead, "Who could become brilliant at this - with the right support, in this business, at this time?"

Because that's the kind of hire who'll fuel your long-term growth, and stick around to see it through.

How Can We Help?

If you're intrigued by hiring for potential for your next recruitment process, either download our free screening guide above, or give us a call for some no-obligation advice.