Hiring practices are changing. In early 2025, The Business Times reported that nearly 80% of job listings in Singapore no longer prioritise academic qualifications. Employers are focusing less on paper credentials and more on real capability.
Education Minister Desmond Lee echoed this at the launch of the Centre for Skills-First Practices, noting that when companies rely on qualifications alone, they risk “missing out on capabilities and experience that formal documents can’t capture.”
Singapore now ranks 12th globally in skills-first adoption. Initiatives like Skills Framework 2.0 and SkillsFuture Singapore’s TalentTrack tools are helping employers identify and match talent by skills rather than titles. More leaders are realising that the best candidates often bring the right mindset, adaptability, and transferable skills.
What it means to hire for potential
A more “intangible” form of talent acquisition, hiring for potential values transferable skills and personal attributes over experience. It means looking beyond what a person has done, to what they can do, especially in the right environment. It’s about spotting qualities like curiosity, initiative, teamwork, and resilience.
This approach also expands the talent pool. By considering candidates from non-traditional backgrounds, companies build more diverse, inclusive teams while easing talent shortages. Candidates might take a little longer to find their rhythm, but once they do, they often outperform expectations.
What skills signal potential
Employers often highlight three capabilities that show a candidate’s growth potential:
- Communication – expressing ideas clearly and building trust
- Problem-solving – staying calm and resourceful under pressure
- Strategic thinking – connecting daily actions to the bigger picture
As FastJobs notes, these skills are hard to teach but easy to spot in action. They’re what help people adapt as industries evolve.
From the ground up
For Jonathan Wan, Managing Director of Access Safety Rescue and Spear Access, hiring for potential is essential.
“Operational competency isn’t just about technical know-how,” Jonathan says. “It’s about confidence, courage, and being able to work well with people, especially in challenging environments like scaffolding.”
For SMEs, where roles are fluid and budgets tighter, “potential” can mean different things, from learning agility to cultural fit.
“It’s important to know what you want and what exactly you’re looking for in a candidate,” Jonathan adds. “And sometimes, you just have to trust your instincts.”
Why this matters
Industries are evolving faster than training pipelines can keep up. The ability to learn, adapt, and collaborate has become the real competitive edge. Technical skills might get someone through the door, but it’s mindset, curiosity, and resilience that keep them growing once inside.
A World Economic Forum report found that half of all employees will need reskilling by 2027. Today’s perfect technical fit might be outdated tomorrow. Hiring for potential means future-proofing your workforce — bringing in people who can grow with the business rather than be replaced by it.
It also builds trust and inclusivity. When people know they were hired for their potential, they feel seen, valued, and motivated to perform. That sense of belief drives retention, engagement, and teamwork.
For SMEs and larger firms alike, hiring for potential widens access to mid-career switchers, returning professionals, and candidates with transferable skills who might otherwise be overlooked.
In the end, the most valuable employees aren’t always the ones who already know everything, but those eager to learn what’s next. At SHRI, we believe potential is the foundation of performance — and that every great hire starts with the vision to look beyond credentials.
Join the conversation
Learn how leading employers are redefining hiring at our upcoming event, Winning with People – Hiring for Potential. Hear from Jonathan Wan and other business leaders on how to identify, nurture, and hire for potential in a changing world of work.
Have a question or a perspective to share?
Drop us a message on LinkedIn or email marcom@shri.org.sg. Your thoughts could inspire our next Winning with People discussion!
