3 min read

Don’t Waste Time with 'Perfect' Resumes—Hire for What Actually Matters

TriCom Technical Services January 30, 2025

Looking at the Person behind the Paper

In the competitive landscape of hiring, it's tempting to focus on resumes that appear flawless. A "perfect" resume, loaded with prestigious institutions, recognizable company names, and an impeccable timeline can easily steal the spotlight.

But a polished resume doesn’t always lead to a quality hire. First and foremost, you should focus on what really matters: a candidate’s ability to deliver results, solve problems, and fit seamlessly into your team’s dynamics.

Here’s how you can shift your focus to what actually drives success in hiring.

The Pitfalls of Prioritizing Perfect Resumes

At best, a resume is a curated snapshot of someone’s professional life. At worst, it’s an embellished narrative that may not reflect the reality of their skills or achievements. The pressure to stand out often leads candidates to inflate job titles, cherry-pick successes, or omit less favorable experiences.

A resume boasting a degree from a top university or a stint at a Fortune 500 company may not indicate the person’s true capabilities. The actual contributions, adaptability, and day-to-day work ethic are often hidden behind the veil of polished formatting and buzzwords.

Although experience is important, it’s not the sole indicator of future success. Many companies have hired “experienced” professionals only to find them underwhelming when faced with real challenges. On the other hand, candidates with non-linear career paths or unconventional backgrounds often bring fresh perspectives and untapped potential.

What Actually Matters in Hiring

Instead of being mesmerized by a seemingly perfect resume, consider these elements that genuinely contribute to a candidate’s success:

Skillset Over Credentials

Focus on the candidate’s actual skills. Can they truly do the job? Practical, measurable abilities often outweigh the allure of credentials. For example, someone who has hands-on experience managing complex projects or solving real-world problems can be more valuable than someone with a lofty degree but no track record.

Pro Tip: Use skills assessments or problem-solving exercises as part of your hiring process to evaluate candidates beyond their resumes.

Cultural Fit and Team Compatibility

A candidate’s ability to align with your team’s values is critical. Even the most qualified employee can derail projects if they clash with the company culture or struggle with communication.

Pro Tip: Incorporate behavioral interviews or group exercises to gauge how well a candidate meshes with your team.

Adaptability

The modern workplace evolves rapidly. Look for candidates who demonstrate a willingness and ability to learn new skills, adapt to changing circumstances, and take initiative. These qualities often matter more than a resume's list of past achievements.

Pro Tip: Ask situational interview questions to uncover how candidates handle change and last-minute project needs.

Results-Oriented Mindset

A results-driven candidate focuses on outcomes rather than just completing tasks. When assessing resumes, look for measurable achievements that demonstrate impact—for example, "increased sales by 25%" or "streamlined operations to save $100,000 annually."

Pro Tip: During interviews, ask candidates to share specific examples of how they’ve solved problems or delivered value in their previous roles.

How to Rethink Your Hiring Process

Start with a Clear Job Description

Write job descriptions that prioritize skills over credentials. Instead of asking for "10 years of experience in X," consider specifying the outcomes you expect, such as "ability to manage a cross-functional team to deliver projects on time and within budget."

Use Blind Screening Tools

Blind screening tools can help reduce biases by removing identifying details from resumes. This ensures that candidates are evaluated based on their qualifications and experience rather than factors like prestigious company names or Ivy League universities. More importantly, meet everyone on a Zoom call to get a sense of their nonverbal communication and soft skills.

Incorporate Work Samples or Tests

Rather than relying solely on resumes, invite candidates to demonstrate their skills through tests or sample projects, such as the online assessments IKM offers. For instance, you could also ask a software developer to complete a coding exercise.

Leverage Structured Interviews

Structured interviews, where every candidate is asked the same set of questions, provide a fair and consistent basis for evaluation. This reduces the risk of subjective judgments and helps you compare candidates without bias.

Involve Multiple Perspectives

Involving team members from different departments in the hiring process can provide a more holistic view of a candidate’s potential. Diverse perspectives often reveal insights that a single interviewer might miss.

Looking at the Person, Not the Paper

Perfect resumes may look impressive in theory, but they’re not a one-size-fits-all guarantee of success. By shifting your focus to what truly matters, such as skills, adaptability, cultural fit, and results, you can build a team that not only performs but thrives.

Next time you’re tempted to judge a candidate solely by their resume, remember that you’re not hiring a piece of paper. You’re hiring a person—someone who can contribute meaningfully to your company’s success.

If you have any more questions about the hiring process, then contact TriCom today. We’d love to hear from you.