Why Experience Isn’t Always Enough

📜 1. Experience ≠ Innovation
Being a veteran in the ETF space doesn’t guarantee fresh ideas. In fact, too much reliance on “we’ve always done it this way” can stall progress. Talented candidates with less experience often bring creativity, curiosity, and innovative problem-solving to the table.

The Fix: Find balance. While experience is valuable, leave room for candidates who challenge the status quo and bring new perspectives.

⚡ 2. Adaptability Beats Tenure
The ETF landscape is evolving – AI, automation, and sustainability are reshaping the game. A candidate with 10+ years of experience might not adapt as quickly as someone newer, hungrier, and ready to learn.

The Fix: In interviews, prioritize a growth mindset. Seek out candidates eager to evolve with the role and industry shifts.

🤔 3. Comfort Zones Kill Progress
Hiring for extensive experience can feel safe, but playing it safe rarely drives innovation. Candidates with potential are often more willing to take calculated risks and challenge outdated processes – exactly what the ETF industry needs to thrive.

The Fix: Take a chance on ambitious candidates who may not check every box but have the energy and vision to grow into the role.

What ETF Firms Lose by Overvaluing Experience

💡 Fresh Ideas: Less-seasoned candidates bring new perspectives to old challenges.

💻 Tech Savvy: Younger professionals often embrace modern tools and platforms more readily.

🚀 Long-Term Growth: Hiring for potential helps you secure talent ready to grow alongside your company, reducing churn.

When you lean too heavily on experience, you risk creating a team great at maintaining the status quo – but not equipped to lead the ETF industry into its future.

How to Hire for Potential in ETFs

1️⃣ Rewrite Job Descriptions: Skip rigid requirements like “10+ years of experience.” Focus on passion, problem-solving, and eagerness to learn.
2️⃣ Ask Forward-Looking Questions: In interviews, explore creativity and adaptability. What’s their approach to tackling a problem they’ve never faced before?
3️⃣ Use Skills-Based Assessments: Evaluate candidates’ abilities through practical exercises, not just their resume.
4️⃣ Spot a Growth Mindset: Ask about how they’ve adapted, learned, or innovated in their previous roles.

Think Forward – Hire for the Future

In the ETF industry, where change is constant, hiring for experience alone won’t cut it. Potential – the ability to adapt, innovate, and grow – is your most valuable asset. By focusing on what candidates can do tomorrow, instead of what they’ve done yesterday, you’ll build a team ready to tackle the challenges of today’s markets and tomorrow’s opportunities.

👉 Future-proof your hiring strategy. The best ETF talent isn’t always in the past – it’s in the potential.