In today’s job market, the hiring process is often the biggest barrier to securing top talent. Long interview cycles, strict resume requirements, and outdated hiring methods can cause businesses to overlook great candidates.

I recently had a client looking for someone with graphic design skills. An associate applied directly, but the client rejected her based on her resume. I took the time to interview her, asking the right questions—and discovered she had designed marketing materials for multiple local businesses. That same client hired her on the spot in her interview once they realized the true depth of her skills—something her resume didn’t reflect.

This is why we need to rethink how we evaluate talent.

The Problem with Resume-First Hiring

Relying too much on resumes can cause businesses to miss out on hidden talent:

• Too Many Filters: A single corporate job opening receives an average of 250 applications, but over 80% of resumes don’t make it past the initial screening.

• Resumes Don’t Show the Full Story: Many candidates undervalue their own experience, leaving relevant skills off their resumes.

• Overlooked Potential: Candidates who are self-taught, freelancing, or have non-traditional experience may not make it past the resume stage—but that doesn’t mean they lack the skills.

Skills-Based Hiring: The Better Approach

Many companies are ditching traditional hiring methods in favor of skills-based hiring:

✅ Over 70% of employers say skills-based hiring is more effective than resume-based hiring. (assets.cftassets.net)

✅ 84% of companies are open to hiring and training candidates who lack certain skills but show potential.

Instead of filtering candidates out based on what’s missing on paper, start by identifying what they CAN do.

How to Streamline Your Hiring Process & Uncover Hidden Talent

1️⃣ Ditch the Multiple-Round Interview Process – Keep it efficient and focused. If a candidate has the skills, culture fit, and drive, don’t let red tape delay the decision.

2️⃣ Ask the Right Questions – Instead of just scanning a resume, dig deeper in interviews:

• “Tell me about a project you’re most proud of.”

• “What’s a challenge you solved creatively?”

• “Have you worked on anything outside of your past job titles?”

3️⃣ Use Real-World Assessments – Instead of relying on a resume, give candidates a small test project or assessment related to the role. This lets you see their skills in action.

4️⃣ Leverage Recruiting Partners Who See Beyond the Paper – A great recruiter doesn’t just read resumes—they uncover hidden potential, just like I did with the graphic designer my client initially passed on!

The Bottom Line

If your hiring process is turning away the right people, it’s time to rethink it. By focusing on skills, potential, and real-world experience, businesses can fill roles faster, find better talent, and build stronger teams.

Have you ever been overlooked for a job because your resume didn’t tell the whole story? Or have you ever passed on a candidate based on their resume alone, only to later realize they were exactly what you needed?

I’d love to hear your experiences! Share a time when the traditional hiring process almost cost you—or your company—an incredible opportunity. Let’s start a conversation about how we can hire smarter! 👇