By Ayanda Orrai
If recruitment were a sport, most organisations would still be playing it the same way they did 20 years ago. Submit your CV, hope it looks impressive, sit in an interview, and say the “right” things. If you have mastered the art of sounding competent for 30 minutes, congratulations, you’re in.
But here’s the uncomfortable truth: being good at interviews is not the same as being good at learning, adapting, or solving real problems. At d-lab, we’ve learned this the hard way and then decided to do something about it.
The Problem With “Polished” Recruitment
Traditional recruitment often rewards three things: access to opportunities that build confidence, comfort in formal environments, and the ability to present yourself convincingly.
But what about the candidate who hasn’t had exposure to those environments? The one who hasn’t had the chance to practise interviews, engage in professional spaces, or learn how to “perform” readiness?
If we only recruit based on what is visible, we miss what is possible. And potential, unlike a CV, doesn’t always come formatted.
So, What Do We Look For Instead?
We look for what we call “shining eyes”. Not literally (although sometimes, yes, literally).
We are talking about:
- Curiosity
- Energy that shows up even when someone is unsure
- The quiet determination behind “I don’t know… but I want to try”
Because in a world that’s constantly changing, the ability to learn is more valuable than the ability to perform. And now, with AI reshaping how work gets done, this matters even more.
When information is always accessible and answers can be generated in seconds, the advantage is no longer what you know, it’s how you think.
Designing Recruitment as an Experience, Not a Filter
From the moment a candidate applies, we are not just asking, “Are you good enough?” We are asking, “Who could you become in the right environment?” That’s why our process doesn’t stop at a form and an interview. We create multiple moments for candidates to show up differently.
Instead of relying on a single CV or interview, we have intentionally designed a multi-phase recruitment experience that creates multiple opportunities for candidates to demonstrate their potential.
This includes:
- Tasks that prioritise thinking over memorisation
- Group environments where collaboration is visible
- Activities that reveal how someone approaches a problem, not just whether they solve it
- Conversations that explore mindset, not rehearsed answers
Each phase is designed to uncover something deeper because potential doesn’t reveal itself in one format alone. We do not filter at any of these phases, as we feel it is important to see how people show up in the different phases.
What You Learn When You Watch People Closely
Something interesting happens when you shift recruitment this way. You start noticing things that a CV would never tell you.
- The candidate who supports others in a group task
- The one who asks better questions instead of rushing to answers
- The one who struggles but doesn’t disengage
- The one who listens, adapts, and tries again
These are not always the loudest candidates. They’re not always the most polished, but they are often the ones who grow the most.
Recruiting for Potential Is Messy and Worth It
Let’s be honest: recruiting for potential is harder. It takes more time, more observation and more intentional design. There are no shortcuts.
You can’t skim a CV and “spot” potential. You have to create the conditions where it can show up. When you get it right, the impact is different because you’re not just selecting candidates,
You are opening doors to people who might never have been seen in a traditional system.
From Selection to Transformation
At d-lab, recruitment is not the end of the journey. It’s the beginning of it. We don’t expect candidates to arrive fully formed. We expect them to arrive ready to grow.
And when you start with potential, with “shining eyes,” something powerful happens.
A Question Worth Asking
So maybe the real question isn’t: “Who is the most impressive candidate in the room?” But rather: “Who, if given the right opportunity, could surprise us all?” Because sometimes, the best candidate is the one who doesn’t yet know how good they could be.