Hiring Myths: Five Things Managers Believe That Are Not True
Many hiring mistakes come from a few common beliefs that sound reasonable and quietly lead managers to pass on great people.
Common hiring myths include that the best résumé makes the best hire, that more experience always means better performance, that a great interview predicts a great employee, that culture fit means hiring people like you, and that a candidate’s past decides their future. In reality, traits such as humility, drive, emotional intelligence and integrity often matter more than experience, and behavioral questions reveal more than polished interviews.
I hire for traits over experience. One of the best hires I have made was a recruiter whose prior work did not relate to the role at all. We trained him, he excelled and he went on to win top producer awards. If I had hired based only on his résumé, I would have passed on him.
Experiences like that have taught me that many common hiring beliefs do not hold up.
Five hiring myths
- Myth: the best résumé wins. Reality: traits often predict success better than credentials.
- Myth: more experience is always better. Reality: we can train experience. Traits are much harder to teach.
- Myth: a great interview means a great hire. Reality: polished interviews can hide a lot. Behavioral questions reveal more.
- Myth: culture fit means people like us. Reality: look for shared values, not shared backgrounds.
- Myth: the past decides the future. Reality: what someone has done so far does not decide what they can become.
Traits over résumés
Humility, drive, emotional intelligence and integrity are some of the strongest predictors of success I know, and none of them appear clearly on a résumé. Look for them in how candidates describe challenges, mistakes and other people. See How to Hire for Traits Over Experience.
Interviews can mislead
Some candidates are excellent at interviewing and average at the job. Others are nervous in interviews and outstanding once they start. Behavioral questions about real past situations, such as what is the hardest thing you have done in your life, reveal far more than general questions. See Behavioral Interview Questions That Reveal Character.
Shared values, not shared backgrounds
Culture fit is often used to mean people who remind us of ourselves. That narrows your talent pool and weakens teams. Instead, look for people who share your values, such as how they treat others and how they handle responsibility, while bringing different experiences and perspectives.
Do not judge only by the past
What someone has done so far, whether that is a lack of experience, no college degree or a rough patch earlier in life, should not be the only thing that decides whether they can succeed with you. Many of the best people I have worked with were given a chance that a résumé alone would not have earned them.
Hiring the right people is part of You Are Capable of a Better Culture. See also How to See Hidden Potential in People and Reference Check Questions That Get Honest Answers.
Many hiring mistakes come from myths. The best résumé is not always the best hire, experience can be trained while traits are harder to teach, interviews can mislead, culture fit should mean shared values and someone’s past does not decide their future.
Frequently asked questions
What are common hiring mistakes?
Is experience the most important factor in hiring?
What does culture fit really mean?
How do you avoid hiring mistakes?
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