Hiring the right person for your team can be a daunting task. With countless resumes flooding in, it’s easy to get dazzled by fancy formatting, buzzwords, and impressive credentials. But if you want to build a strong, cohesive team that drives your business forward, you need to look beyond the resume and focus on what truly matters. Here’s why you shouldn’t be fooled by fancy resumes and what you should prioritize instead when hiring.
The Resume Trap: Why You Should Look Beyond the Paper
Resumes can be deceiving. A well-crafted resume can make almost anyone look good on paper, but it doesn’t always provide an accurate picture of a candidate’s true abilities or character. A candidate’s qualifications, skills, and experience are important, but they are not the only factors that determine whether someone will be a good fit for your team.
Character, coachability, and cultural fit are far more important than a perfectly polished resume. You want to hire someone who not only has the potential to do the job but also fits well with your company culture and values. A candidate with the right character and a willingness to learn can often outperform someone who simply checks all the boxes on a skills checklist.
The Power of Interviews: Getting a True Sense of Character
One of the best ways to get a sense of a candidate’s character is through in-person or virtual interviews. Unlike resumes, which can be embellished, interviews provide an opportunity to see the person behind the paper. You can observe their demeanor, communication style, and how they handle questions and discussions.
Interviews allow you to gauge a candidate’s soft skills, such as communication, problem-solving, and adaptability, which are often just as important—if not more so—than technical skills. These soft skills are crucial for team dynamics and collaboration and can be the difference between a good hire and a great one.
During interviews, ask open-ended questions that encourage candidates to share their experiences, challenges, and on the spot thought processes. This will give you a better sense of their character, work ethic, and how they approach problem-solving.
Don’t Shy Away from Overqualified Candidates
Another common mistake is dismissing candidates who appear overqualified for the role. Many hiring managers fear that overqualified candidates will quickly become bored, feel underutilized, or leave for a better opportunity. However, it's important to let the candidate make that decision.
An overqualified candidate may be looking for a change of pace, a different work environment, or a better work-life balance. They might also bring a wealth of experience, new perspectives, and a level of maturity that can be incredibly valuable to your team. If they are enthusiastic about the role and willing to commit, their overqualification should be seen as an asset.
The key is to have an open discussion with overqualified candidates about their motivations and expectations. Understand why they are interested in the role and how they see themselves contributing to your team. Acknowledge that you, as a leader, know that they are overqualified for the role and show curiosity around understanding their reason for their interest in the role. If their goals align with your needs, having an unjustified fear of them being overqualified should not be a factor in deciding to hire them or not. You cannot predict the future, but what you can do is position your team and your business in the best possible position to succeed.
Coachability and Desire to Learn: Key Qualities to Look For
While specific skills and experience are important, coachability and the desire to learn are far more critical in today’s fast-paced work environment. The landscape of most industries is constantly evolving at a rapid rate, and the ability to adapt and learn new skills is essential. Hiring someone who is eager to learn and open to feedback can often be more valuable than hiring someone who ticks every box on a skill set list.
When interviewing candidates, pay attention to how they respond to questions about past mistakes, learning experiences, and feedback. Look for signs that they are reflective, open to growth, and willing to adapt. These qualities are often indicative of a candidate who will thrive in a dynamic work environment and contribute positively to your team. I’ve personally seen experienced new hires effectively raise the entire team up.
Consider Remote Staffing Solutions
In the era of remote work, geographical limitations no longer have to restrict your hiring options. That is especially beneficial in this time when finding qualified talent is such a challenge. If you are a small business or looking for a cost-effective way to scale your team, consider outsourcing remotely through a staffing solution like SOLVO.
Remote staffing offers several benefits:
Access to a wide range of talent: With remote staffing, you have access to a global talent pool, allowing you to find candidates with the right skills, traits, and experience, regardless of their location who work in your desired time zone.
Cost-effective: Hiring remotely is more affordable than hiring locally, particularly when considering the costs associated with office space, equipment, benefits, work comp, liability, and other overhead. In fact, you'll find college-educated, bilingual professionals at about 60% less than their US-based counterparts.
Scalability: Remote staffing solutions provide the flexibility to scale your team as needed, making it easier to adapt to changing business needs.
SOLVO, for example, offers a wide range of career options and specializes in helping businesses find the right talent quickly and affordably. They have filled over 600 unique job descriptions on behalf of the US companies they serve. By partnering with a remote staffing solution, you can focus on finding the right person for your team, rather than being limited by geography or budget constraints. If you’re interested in booking a call with the SOLVO team to explore your options, click here to find a time that works for you.
Hire for Character and Potential, Not Just Credentials
Hiring the right person is about finding a candidate whose values, character, and potential align with your company’s needs and culture. Don’t be fooled by fancy resumes—they’re just one piece of the puzzle. Focus on what truly matters: character, coachability, and cultural fit.
By looking beyond the resume and considering candidates’ personalities, motivations, and potential for growth, you can build a stronger, more dynamic team. And don’t forget to explore remote staffing options, which can provide a cost-effective way to access a broader talent pool and scale your team.
Comments