How to Spot Learning Potential in Developers (Not Just What They Already Know)
When hiring developers, it’s tempting to focus solely on their existing skills and past experience. After all, you want someone who can hit the ground running, right?
But here’s the thing: the tech world is constantly evolving. Languages, frameworks, and tools that are essential today might be obsolete tomorrow. What truly sets a successful developer apart isn’t just what they know — it’s their learning potential.
So how do you assess for learning potential in devs? Let’s dive in.
Why Learning Potential Is More Important Than Ever
The pace of technological innovation is relentless. New languages, tools, and methodologies emerge all the time. A candidate who’s an expert in one skill today might struggle to adapt if they lack the curiosity and adaptability to keep up with industry changes.
That’s where learning potential comes in. Developers with a growth mindset — the belief that abilities can be developed through dedication and effort — are more likely to thrive in an ever-changing environment.
Instead of resting on their laurels, they actively seek out opportunities to grow. And for your business, that translates to long-term value.
The Risks of Hiring Based on Skills Alone
Hiring someone purely for their current skill set might seem like the safe choice, but it can come with hidden risks:
- Stagnation: A developer who isn’t keen on learning new things might struggle to keep up as your tech stack evolves.
- Limited Versatility: They may excel in one area but lack the flexibility to adapt to different challenges or roles.
- Higher Turnover: Developers who don’t grow with your company may feel out of place as your needs change, leading to more frequent rehiring.
On the flip side, hiring for learning potential can future-proof your team and ensure you’re ready for whatever the industry throws at you.
How to Assess Learning Potential in Developers
So, how do you spot a candidate who’s not just skilled but also primed for growth? Here are some key strategies:
1. Evaluate Their Curiosity
Curiosity is a strong indicator of learning potential. Look for candidates who ask thoughtful questions during the interview. Are they genuinely interested in your company, your tech stack, and your challenges?
You can also ask about times they’ve proactively learned something new. For example, “Can you tell me about a project where you had to pick up a new technology or skill on your own?” Their answer can reveal how driven they are to expand their knowledge.
2. Test Their Problem-Solving Skills
Throwing a complex coding challenge at a candidate can show you how they approach problems. But instead of focusing solely on whether they solve it perfectly, pay attention to their process:
- Do they ask clarifying questions?
- Are they open to feedback and willing to tweak their approach?
- Do they show resilience when faced with a tough problem?
A developer who’s willing to learn from mistakes and adapt their strategy is someone who can grow with your team.
3. Look for a Growth Mindset
During the interview, ask questions that reveal how they view challenges and setbacks. For example:
- “Tell me about a time you faced a difficult problem at work. How did you overcome it?”
- “What’s a skill you’ve struggled to learn, and how did you go about mastering it?”
People with a growth mindset see challenges as opportunities to improve, not as insurmountable obstacles. This mindset is invaluable in any fast-paced tech environment.
4. Assess Their Adaptability
Adaptability is critical in an industry where change is the only constant. Ask about situations where they’ve had to pivot quickly:
“Have you ever had to switch to a new tool or framework mid-project? How did you handle it?”
Their response can give you insight into how they deal with uncertainty and change — a key trait for long-term success in tech roles.
5. Check Their Track Record of Self-Development
Finally, look for evidence of self-directed learning. This could be:
- Online courses or certifications they’ve completed on their own.
- Personal projects or contributions to open-source work.
- Engagement in tech communities, like attending meetups or participating in forums.
These activities show they’re not just waiting for opportunities to learn — they’re actively seeking them out.
How Coburg Banks Can Help You Find Growth-Oriented Developers
Spotting learning potential takes effort and expertise, especially in a competitive field like tech. That’s where Coburg Banks’ IT Recruitment division comes in.
With over 20 years of experience, Coburg Banks specialises in sourcing developers who not only have the right skills but also the curiosity, adaptability, and drive to grow with your organisation.
What Sets Coburg Banks Apart?
- Tailored Recruitment: We don’t just fill roles — we find candidates who align with your company’s goals and culture.
- Deep Tech Knowledge: Our team understands the nuances of IT and knows how to identify candidates with a growth mindset.
- End-to-End Support: From sourcing to onboarding, we handle the entire recruitment process so you can focus on running your business.
- Proven Success: We’ve helped countless companies across various tech industries secure top talent quickly and efficiently.
Whether you’re hiring junior developers or seasoned experts, we’ll help you find individuals who are ready to learn, adapt, and thrive in your team.
Future-Proof Your Business with the Right Talent
By prioritising learning potential in your recruitment process, you’re not just filling roles — you’re building a team that can grow and evolve alongside your business.
With Coburg Banks by your side, you can feel confident in your hiring decisions, knowing you’re bringing on developers who are as future-ready as your company strives to be.
Ready to find your next growth-oriented hire? Learn more about our IT recruitment services or book a call with us today.
