Hiring for Potential, Not Just Experience
Recently, our CEO Viv Maher shared an important reminder. With the Leaving Cert complete, it’s worth remembering that exam results are just one chapter, not the whole story.
Leaving Cert in Ireland usually means two things: the weather suddenly gets better and thousands of students are sitting exams believing that these results will decide their future.
Most adults know that’s not how life works.
If we could give our 18-year-old selves one piece of advice, it would probably be this: there is rarely just one path to success.
In fact, many of the best people working in media, advertising and sales today never planned to be here. They found their way through a chance conversation, a temporary role, a recommendation from a friend or an opportunity they decided to take.
They were curious, creative and willing to learn. Someone spotted their potential and gave them a chance.
But it raises an important question.
If some of today’s industry leaders were applying for entry-level roles now, would they even get an interview?
Have We Made Entry-Level Roles Too Hard to Access?
Many junior roles now ask for qualifications and experience that seem out of reach for someone just starting their career.
We regularly see requirements such as:
- Two years’ experience for an entry-level position
- A Master’s degree in a very specific subject
- A strong personal brand before someone has had the opportunity to build a professional one
At the same time, employers say they want fresh ideas, diverse perspectives and new ways of thinking.
Yet recruitment processes often favour candidates who have followed a very specific path.
When that happens, we risk overlooking talented people simply because they don’t tick every box.
Potential Doesn’t Always Show Up on a CV
The next generation of talent is already out there.
They’re creating content, building online communities, spotting trends, learning new skills and finding creative ways to connect with audiences.
Many have a natural understanding of digital media and consumer behaviour because they’ve grown up immersed in it.
But if their degree isn’t in the “right” subject or if they don’t have the exact experience listed in a job description, they can be filtered out before anyone gets to know what they could bring to a role.
That’s a missed opportunity for employers as much as it is for candidates.
Looking at Talent Differently
The media industry has always been shaped by people with different backgrounds, experiences and career journeys.
Some planned their route. Many didn’t.
What they shared was curiosity, creativity and the ability to learn.
Before finalising the next job brief, it’s worth asking a simple question:
Are we hiring based on potential, or are we hiring based on what we’ve hired before?
The talent is out there.
We may just need to look at it differently.
At Think Differently, we help media, sales and marketing businesses connect with talented people who may not follow a traditional path but have the skills, mindset and potential to make a real impact.
