7 signals of high-potential candidates you might be missing

Not all potential is obvious on paper. Many high-potential candidates fly under the radar because traditional hiring overlooks the qualities that really matter.

Here are seven key indicators to look for—and how to uncover them reliably during the hiring process.

1. Learning agility

Can they quickly grasp new concepts, adapt to unfamiliar tasks, and apply knowledge in different contexts?

Why it matters: People who learn quickly and flexibly can thrive in changing environments and upskill for future needs.

• Include assessments – Use cognitive ability or problem-solving tests early in the process
• Ask – “Tell me about a time you had to learn something completely new in a short period. How did you approach it?”
• Look for transitions – Non-linear career paths or successful shifts across roles or industries
• Use simulations – Case studies or job previews to observe live adaptability

2. Cognitive problem-solving

Do they demonstrate structured thinking, critical analysis, and the ability to connect information under pressure?

Why it matters: High cognitive ability strongly predicts job performance across most roles.

• Use structured tests – Verbal, numerical, and logical reasoning assessments
• Observe thought process – Present complex scenarios and focus on how they solve, not just what
• Ask – “When faced with a problem you’ve never seen before, how do you break it down?”
• Score methodically – Rate their thinking clarity and creativity alongside accuracy

3. Self-awareness

Are they conscious of their strengths and blind spots, and open to feedback?

Why it matters: Self-awareness improves team dynamics, development, and leadership readiness.

• Ask – “What feedback have you received that surprised you? What did you do with it?”
• Listen for growth stories – Candidates who speak openly about mistakes and learning
• Request references – 360-style feedback from former colleagues or managers
• Use personality tools – Cross-check self-reported traits with assessment results

4. Intrinsic motivation

Are they driven by curiosity, purpose, or growth—not just external rewards?

Why it matters: Internally motivated people show more initiative and long-term engagement.

• Ask – “What kind of work energises you the most? Why?”
• Check for self-driven learning – Courses, side projects, or voluntary growth experiences
• Review their career arc – Look for purpose-led rather than purely upward moves
• Use behavioural inventories – Explore what truly drives them to perform

5. Adaptability under ambiguity

Can they remain effective when the rules change or information is incomplete?

Why it matters: In dynamic, hybrid, or matrixed environments, adaptability is essential.

• Use scenario questions – “You’re given a vague brief and limited direction. What’s your next step?”
• Simulate uncertainty – Immersive tasks with evolving variables
• Scan past roles – Start-ups, cross-functional projects, crisis response
• Debrief reactions – Ask how they felt during shifting requirements

6. Team orientation

Do they thrive in shared goals, listen well, and support others?

Why it matters: High-potential employees are often force multipliers—they elevate others.

• Ask – “Tell me about a time you helped someone else succeed, even when it wasn’t part of your role.”
• Observe team tasks – Roleplay or collaborative assessments in group settings
• Check peer feedback – Ask about their impact on team morale and cooperation
• Measure empathy – Psychometrics that highlight collaboration and social cues

7. Values alignment

Do their personal values resonate with your organisational culture?

Why it matters: Misalignment in values often leads to early attrition, even if skills match.

• Ask – “What kind of environment brings out your best work?”
• Use SJT tools – Situational judgement tests model culture in realistic scenarios
• Share real dilemmas – Explore reactions to ethical or strategic tensions
• Link to EVP – Map alignment with your Employee Value Proposition

Bonus tip: structure creates fairness

Potential isn’t just about instinct—it’s about consistency. Use structured scoring rubrics and defined criteria across all candidates. This reduces bias, increases transparency, and helps you find the right person—not just the most polished CV.