The classic chicken-and-egg scenario springs to mind. How can someone gain experience if they need experience to get the job in the first place?

So, should recruiters focus on potential rather than experience? Or should they consider both? Experience can certainly reduce risk and provide reassurance that a candidate has the skills and knowledge required to succeed. However, potential can often be the factor that sets one candidate apart from another.

The answer largely depends on context. What is the employer looking for? What level is the role? A senior position may require a proven track record and industry expertise, while an entry-level role may benefit more from enthusiasm, adaptability and a willingness to learn.

Experience undoubtedly helps candidates stand out. It gives recruiters and employers confidence that an individual has demonstrated the necessary skills and qualifications in a real-world environment. Yet potential can be the X-factor employers are searching for: initiative, a positive attitude, resilience, curiosity and a growth mindset.

In today’s rapidly changing business landscape, skills can become outdated, but the ability to learn and adapt remains invaluable. Employers who look beyond experience alone may uncover talented individuals who can grow with the business and bring fresh perspectives to the team.

For employers, the key is to strike the right balance. Don’t overlook potential simply because a candidate lacks extensive experience. For candidates, ensure your CV highlights not only what you’ve done, but also your willingness to learn and develop. Include relevant courses, certifications, projects and achievements that demonstrate your commitment to personal and professional growth.

Perhaps the real question isn’t whether you should recruit for experience or potential—it’s whether you’re looking closely enough to recognise both.