Human-Centered Hiring: Why Potential and Team Fit Matter More Than Just Skills

Sarah Bodo
16 minutes ago
3 min read

In today’s evolving workplace, hiring managers are under pressure to find the “perfect” candidate fast. But when we focus only on immediate skills, we miss out on something bigger: the potential to build inclusive, future-ready teams.

When I was building a new innovation team to expand our U.S. presence, I knew I had to think beyond job descriptions and qualifications. I asked myself not only what skills we needed in the short term, but what kind of people would truly help the company grow over time. Who would bring the right energy and mindset to the team? Who could evolve with us?

Years later, I’d still hire each one of them again. They weren’t just a match on paper — they were aligned with the bigger vision. That long-term lens made all the difference.

But today, I see brilliant, capable people—friends and former colleagues—struggling to find roles. Not because they aren’t talented, but because hiring processes have become increasingly rigid and automated. The rise of AI in hiring means many candidates are filtered out before anyone gets to know them. Instead of being evaluated for growth potential, they’re being screened against narrow lists of technical requirements.

And that’s not just unfortunate—it’s a missed opportunity.

I’ve seen firsthand what someone can become when given a chance. I’ve witnessed how a person with the right mindset, curiosity, and work ethic can thrive in a role they were never “perfectly qualified” for on paper. It’s one of the most rewarding parts of leadership: watching people grow into their full potential.

So what can we do differently?

Here are a few shifts that have made a big impact in my own hiring approach—and that I believe can support more inclusive hiring practices and stronger, more resilient teams:

1. Hire for trajectory, not just track record.

Skills can be taught. What’s harder to cultivate is mindset, resilience, and adaptability. Especially in fast-changing environments, those traits matter more than perfect past experience.

2. Look at the whole person.

What energy do they bring into the room? What are their values? How might they help the team thrive—not just complete tasks?

3. Don’t let imperfect CVs fool you.

There’s often a story behind a career gap, a pivot, or a non-traditional path. Ask about it. You might find exactly what your team needs.

4. Think beyond the now.

What might this role look like in six months or a year? Will this person still be engaged and growing? Are they open to learning what’s next?

5. Prioritize diverse perspectives.

Especially in innovation and change-driven environments, different backgrounds and ways of thinking create stronger ideas and better decisions.

One of my closest friends — fiercely loyal, deeply thoughtful persons — have been passed over for several roles because their CV doesn’t tick every box. If I could sit in those interviews with them, I’d tell the stories no algorithm can read: the way they go above and beyond, the way they mentor others, the way they adapt and contribute in any environment.

A note to those who are hiring right now:

If someone applies to your role and seems just a little outside what you had in mind. Pause.

Ask yourself:

Could they learn this? Could they add something unexpected to our team? Could they grow into a role we haven’t even fully imagined yet?

Hiring isn’t just a transaction. It’s an investment in people, potential, and the kind of culture you want to build. The best hires I’ve ever made were people I believed in — not because they were perfect, but because they were ready to grow.

Let’s not let rigid systems or checklists get in the way of building the teams our future needs.

And to those who are applying right now

You’ve got this. 💪🏻🚀

I know it can be frustrating, disheartening, and even demoralizing at times—but don’t let automated filters or cold processes make you doubt your worth. The value you bring may not always be visible at first glance, so help people see it.

If you're missing a specific skill, don’t hide it—explain your curiosity and desire to learn it. Share how you've already tackled steep learning curves in the past. For example, talk about a skill you didn’t know in your last role and how you not only mastered it, but created impact with it.

Don’t wait to be discovered. Expand your network so people can get to know you beyond your CV. Be open. Be bold. Be specific about the value you offer, the kind of environment you thrive in, and where you want to grow next.

✨ Most of all, believe in yourself. Your potential matters! ✨

Find Your Wave,

Sarah 🌊