Every recruiter has a placement that didn’t make sense on paper.
The candidate’s résumé wasn’t packed with the “right” titles. They came from a different industry. Their career path zigged when everyone else’s zagged. If you had relied on a keyword search alone, they probably never would have made it into the interview process.
And yet, they’re the person who went on to become one of the strongest hires.
It’s a good reminder that résumés tell us where someone has been. Conversations reveal where they can go.
That’s where great recruiting makes all the difference.
Great Hires Aren’t Always Obvious
Some of the best placements happen because a recruiter saw something a résumé couldn’t capture.
A candidate’s work history tells you where they’ve been. It doesn’t tell you how quickly they learn, how they respond to adversity, or how they’ll perform when given a new opportunity.
Those qualities often become the difference between someone who simply fills a role and someone who transforms it.
That’s why interviews should do more than validate qualifications—they should uncover potential.
Look Beyond the Checklist
The next time you’re interviewing a candidate who doesn’t have the “perfect” background, challenge yourself to dig a little deeper.
Ask questions that reveal how they think instead of simply what they’ve done.
For example:
- Tell me about a time you had to learn something completely new to succeed.
- What’s the biggest challenge you’ve overcome in your career?
- Describe a situation where you solved a problem that others couldn’t.
- How have you adapted when your role or industry changed?
Answers to questions like these often reveal qualities that don’t appear in a keyword search.
Evaluate the Skills That Transfer
Experience isn’t always industry-specific.
A sales leader from healthcare may thrive in manufacturing. A project manager from construction may excel in technology. A recruiter from agency staffing may become an outstanding corporate talent acquisition leader.
Instead of asking, “Have they done this exact job before?” consider asking:
- Have they solved similar problems?
- Have they managed comparable levels of complexity?
- Can they demonstrate the ability to learn quickly?
- Do they have the mindset to succeed in a new environment?
Transferable skills are often hiding in plain sight.
Help Your Clients Think Bigger
Recruiters have an opportunity to influence hiring decisions—not just facilitate them.
When a client dismisses a candidate because their background isn’t a perfect match, help shift the conversation.
Share examples of transferable experience. Explain why adaptability matters. Point out the strengths that may not be obvious from the résumé.
Many hiring managers are focused on replacing the person who left. Recruiters can help them focus on hiring the person who will move the organization forward.
Your Next Great Placement May Surprise You
Qualifications matter. Some roles absolutely require specialized expertise.
But many hiring decisions come down to something less tangible: curiosity, resilience, coachability, communication, and the ability to grow.
Those aren’t qualities you’ll find by searching for keywords.
They’re qualities you’ll discover by asking better questions and keeping an open mind.
The next time you review a résumé that doesn’t look quite right, don’t automatically move on. It might represent the candidate who brings a fresh perspective, develops into a leader, and becomes one of your most successful placements.
Sometimes the best hire isn’t the person who checks every box.
It’s the person who shows they can build a better one.
How do you identify potential during an interview? What questions have helped you uncover great candidates whose résumés didn’t tell the whole story?