Recruiting is both an art and a science and recruiting is an inherently difficult task. Considerations include education, skill, energy, engagement, experience and cultural fit.
It is easy to get lost in resume reading and there are more efficient ways to find a good fit. And a bad fit is bad for both employer and employee.
I often recommend one of a variety of personality profiling exams to ensure the candidate has the proper foundation for the role. These exams can test a variery of traits that can be crucial to success in a role. Introverts often have trouble in sales roles and extroverts often have challenges with highly repetitive skilled roles, as an example.
Next, breakdown the job description element by trait and chose interview questions that shed light on strengths and weaknesses of the candidate to these elements. Have multiple interviewers ask variants of the same questions to get consistent scoring.
Further, don’t judge books by covers. The most interesting candidates I have hired didn’t look good on paper.
Last, I will often prioritize skills, ability and energy over pedigree and experience. Smart, motivated and engaged but inexperienced candidates have surprised me over the more experienced and seasoned candidate. Keep your eyes and ears open.