The French economist Jean-Baptiste Say defined an entrepreneur as “one who shifts economic resources from an area of lower productivity to one of higher productivity and greater yield.” This definition — which extends the literal translation of the term from French for “one who undertakes” — captures something essential about great hiring as well.
The best business builders are not just operators — they are talent scouts. They identify human potential that others overlook and create conditions for that potential to flourish. Here is a 3-part approach to finding and developing high-potential employees.
Part 1: Look Beyond the Resume
Resumes capture history, not potential. High-potential employees often have non-linear career paths, gaps, or experiences that look unconventional on paper. What you are looking for are indicators of learning agility, initiative, and the ability to grow — not just a list of prior accomplishments.
Ask yourself: Does this person have a track record of getting better over time? Have they taken on challenges outside their comfort zone and succeeded? Do they ask great questions?
Part 2: Assess Mindset, Not Just Skills
Skills can be taught. Mindset is much harder to change. When evaluating high-potential candidates, look for:
- Growth mindset: They believe their abilities can be developed through effort and learning.
- Ownership mentality: They take responsibility rather than making excuses.
- Curiosity: They ask questions, seek feedback, and are genuinely interested in improving.
- Resilience: They have bounced back from setbacks and learned from them.
Part 3: Create Conditions for High Potential to Flourish
Even the best high-potential hire will underperform in the wrong environment. Your job as a business owner or leader is to create the conditions — clear expectations, genuine development opportunities, real feedback, and appropriate autonomy — that allow talent to emerge and grow.
As a business coach, I help business owners develop their talent identification and development capabilities — because the people you bring into your business are ultimately the most important strategic decision you make.
