Hiring the right person for the job is one thing. Hiring someone who can grow with your company? That’s a whole different task, and let’s be honest, not always easy to spot on a resume.
In today’s hiring market, employers don’t just need warm bodies in seats. They need adaptable, invested, high-potential employees who can level up, stick around, and make a long-term impact.
But how do you tell the difference between someone who’s just looking for a job and someone who’s looking to build a career?
We’re here to break it down.
Why Spotting High-Potential Employees Matters
Turnover is expensive. Wasted time is frustrating. And rehiring for the same role 6 months later? No one has time for that.
If you want to build a sustainable, successful team, it’s worth learning how to identify high-potential employees from the start.
These are the folks who take initiative, ask great questions, grow quickly in their roles, and help move the business forward, even when no one’s watching.
They’re not just doing the job. They’re owning it.
Signs You’ve Got a High-Potential Employee in Front of You
Spotting high-potential employees during the hiring process isn’t always easy, especially when resumes all start to blend together.
But there are a few consistent behaviors and mindset cues that tend to show up when you’re talking to someone who’s ready to learn, grow, and stick around for the long haul.
Here’s how to identify high-potential employees in your next interview round:
They’re Curious (In a Good Way)
High-potential employees ask thoughtful questions, not just about the role, but about the company, the team structure, and the big-picture goals.
They’re not just focused on what they’ll be doing next week. They’re already thinking ahead.
You’ll often notice them steering the conversation toward impact: how the role contributes to the organization, how success is measured, or what opportunities exist to collaborate across teams.
Curiosity like this shows they’re trying to connect the dots and envision how they can grow with the company, not just in it.
Here’s a question you can ask to gauge employee curiosity: “What’s something about our company you’re eager to learn more about?”
This open-ended question gives the candidate space to ask thoughtful, specific questions—and shows whether they’ve done their homework or are just winging it.
They’ve Grown in Past Roles
Look for signs of progression, even in short stints.
Did they take on more responsibility? Get promoted quickly? Lead a new initiative? Past growth is a strong indicator of future potential.
You don’t need a perfect promotion ladder to spot this. Sometimes it looks like a candidate who stepped into a leadership void, mentored a teammate, or volunteered for cross-functional projects. These are the folks who raise their hand before they’re asked, and that initiative is a strong signal of a high-potential mindset.
Here’s an example question to help you spot growth in past roles: “Tell me about a time you saw an opportunity to go above and beyond your role. What did you do, and what was the outcome?”
You’ll learn whether the candidate naturally looks for ways to take initiative and how proactive they are when growth opportunities arise.
They’re Open to Feedback (And Actually Use It)
It’s one thing to say, “I’m open to feedback.” It’s another thing to actually put said feedback to good use.
Candidates who respond well to coaching and show a willingness to improve are golden. Growth requires humility and adaptability, two traits high-potential employees tend to have.
In interviews, listen for specific stories about a time they received constructive feedback and used it to level up.
The best candidates aren’t just open to change – they actively seek it out because they want to get better, not just get by.
Here’s a good interview question for gauging how a candidate handles feedback: “Can you share a piece of constructive feedback you’ve received in the past and how you responded to it?”
This gives insight into the candidate’s emotional intelligence, growth mindset, and ability to reflect and improve (not just defend or deflect).
They Ask About Growth Within the Role
If a candidate is genuinely interested in where they could go in your organization (and not just what they’ll be doing on day one) that’s a great sign.
It means they’re already envisioning a future with your company, which is often half the battle.
They may ask about development programs, team structure, or what career paths have looked like for others in the role. These questions aren’t just about ambition. They show intention, commitment, and a desire to invest in the long game.
Here’s a question you can ask to identify a high-potential employee: “What would growth look like for you in this role over the next year or two?”
This helps you see if they’ve thought seriously about how they want to evolve professionally, and whether they’re considering your company as a place to do it.
Red Flags: When “Eager” Doesn’t Equal “High Potential”
Just because someone says they’re a “go-getter” on their résumé doesn’t mean they’re built for long-term growth.
Here’s what to watch out for:
- Lots of lateral moves with no upward trend
- No questions about team dynamics or company goals
- Vague answers about past performance or career goals
- Job-hopping with no clear reason why
It doesn’t mean they’re not a great candidate – it just means they may not be the best long-term bet.
If a candidate struggles to articulate how they’ve evolved in past roles or why they’re looking to make a move now, it may be a sign they’re still figuring things out (and that’s okay!).
But if your goal is to build a team that sticks, scales, and contributes beyond the job description, you’ll want someone who can clearly connect the dots between where they’ve been and where they’re going.
What You Can Do to Attract (and Keep) High-Potential Employees
Indianapolis candidates, especially those we serve in HR, admin, customer service, and accounting, have options. And high-potential employees are getting snatched up quickly.
To stand out in today’s market, your job postings and interview process need to do more than list tasks. They need to show real opportunity.
Here’s how to position your open roles to appeal to high-potential employees from the start:
Room for Growth
If your admin role has the potential to evolve, say that clearly.
High-potential employees are drawn to opportunities where they can grow their skill set, take on new responsibilities, and contribute to something bigger. If you have internal examples of someone who started as an admin and is now in a senior role, share that story. It shows there’s room to grow and a roadmap to follow.
Training or Mentorship Opportunities
Professional development doesn’t have to mean fancy leadership seminars.
Whether it’s shadowing a manager, regular check-ins with a mentor, or even access to online learning tools, high-potential candidates want to know you’re invested in their growth.
Competitive Pay (We Can Help With That)
We can’t say it enough: compensation still matters. Offering a “growth opportunity” won’t land if the pay is significantly below market.
Not sure what’s competitive in Indy right now? Our 2026 Indianapolis Salary Guide has the latest benchmarks for admin roles, so you’re not left guessing.
Don’t Forget the Benefits
Today’s candidates care just as much about the job benefits as they do the paycheck. Flexible scheduling, generous PTO, mental health support, and learning stipends all go a long way in making your offer stand out.
If you’re curious about what other local employers are offering, our Hiring + Benefits Guide can help with that.
Partner with a Staffing Agency That Spots High-Potential Talent Daily
At That’s Good HR, we’ve been matching Indianapolis employers with top-tier talent for over two decades.
We know how to read between the lines, dig deeper in interviews, and spot high-potential employees who can grow with your company, not just fill a role temporarily.
If you’re hiring in HR, admin, customer service, or accounting, we’ve got the local know-how, candidate relationships, and market insight to help you find the right person—not just the first one available.
Visit our website and get in touch with us today! We’ll help you build a team that grows with you.
