That’s likely why 92% of talent professionals say soft skills matter as much or more than hard skills when they hire people, while 80% say that soft skills are increasingly important to company success, according to LinkedIn’s Global Talent Trends 2019 Report. When you screen job candidates solely on résumé-worthy experiences, you can miss out on top talent or end up choosing people who won’t be around for the long haul. It doesn’t show you who the person is based on cultural fit, job fit, and personality. It’s a brief, often glorified summary of a candidate’s experiences, skills, and awards. The Perfect Candidate Has a Personality Beyond a RésuméĪ résumé is a poor proxy for future success. To make positive changes and inspire those in your own organization, it’s worth thinking about expanding what it means to be…perfect. Her idea that the perfect candidate isn’t always someone with a typo-free résumé or an advanced education has been inspiring to HR professionals, employers, recruiters, and workers. Since then, the post went viral, garnering more than 8,3000 comments.īowman’s words of wisdom speak to a shift that’s changing the way organizations view the “perfect” candidate. TEDx and keynote speaker and author of You Can’t Do That at Work, Natasha Bowman, recently posted that on LinkedIn. He was way smarter, innovative, and creative than me.” I hired someone without a college degree.

She was the most detailed-oriented person I’ve ever worked with. “I hired someone with three typos on their résumé.

Typo in email to interviewer