Companies Hire on Potential—If Only They Knew What That Meant

Illustration: Photo Illustration by Lincoln Agnew; photo: Getty Images 1 Comments By Sue Shellenbarger March 12, 2019 9:38 a.m. ET It’s a familiar setback: You thought you interviewed well for a job that seemed like a perfect fit. Then you were rejected.

“A lot of organizations go astray, in that they lack clarity on exactly what is it we mean when we say potential. Potential for what?” says George Hallenbeck, a senior product developer at the Center for Creative Leadership. Brad Dockser, CEO of Green Generation, hired his Uber driver after assessing his potential in a conversation during the ride. The driver, who was also an electrician and project manager, worked out well. Photo: Marissa Rauch People who succeed at Green Generation tend to be open, curious team players who can foresee and develop solutions to problems, says Brad Dockser, CEO of the Bethesda, Md., company, which engineers energy-efficient, low-cost building systems and controls. That’s why Mr.

One trait employers try to avoid in applicants is the doom loop—a tendency to repeat the same mistake again and again because they can’t learn from feedback. Instead, hiring managers look for people with learning agility—the ability to adapt to new roles, and to listen and respond well to feedback, says Mr. Mankins, co-author with Eric Garton of “Time, Talent, Energy.”

Read up on the company’s strategy, culture and goals in its analysts’ presentations, annual report or website. Take a look at employee reviews on Glassdoor, Mr. Effron says. A: Some career or job sites, including Monster, Glassdoor and The Muse, publish periodic lists of companies with noteworthy mentoring programs. Past and present employees’ reviews on these sites can yield insights into how hard a company works to support employees’ career development. But read them with a skeptical eye, because there’s no way to evaluate the credibility of the posters.

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