The case for conversations: Don’t overlook great talent

Sometimes hiring feels like a modern-day treasure hunt. In a company-driven job market, managers often receive hundreds of resumes in a matter of days. Yet, the desire for a “perfect” candidate persists, and the stacks of resumes sitting in the inbox turn out to be, shall we say, not the greatest fit.

At BIC Recruiting, we see it happen all too often — the HR department runs an ad and feels hopeful when tons of prospects enter the funnel. Then the enthusiasm wanes as every applicant is weeded out due to lack of skills, relevant experience and more. We don’t run ads and use the classic “post and pray” strategy; we sit down with the absolute best candidates and assess their career paths appropriately. When we send a resume to a client, we’re not worried about checking every box on a sheet of paper. So, what happens when the longing for a ‘perfect’ candidate obscures a manager’s vision? After all, we don’t live in a perfect world, and there’s no such thing as a perfect human. But what about the right candidate — the excellent one who will make your life easier? Fortunately, they’re often just one conversation away.

Uncovering hidden gems

Imagine this scenario: a candidate doesn’t have the exact certification that’s listed in your job description. Their resume doesn’t scream ‘ideal fit,’ but something about them — their soft skills, adaptability and passion — captures our attention. We urge the client to have a conversation, even just a quick initial call. And guess what? That candidate often becomes the hire the client can’t stop raving about.

As recruiters, we invest significant time upfront to understand not just the technical requirements of a role, but also the cultural fit and personality nuances that make someone thrive in your organization. Yet, despite this effort, many clients quickly dismiss candidates who don’t meet all the criteria on paper. It’s a missed opportunity to connect with exceptional talent that could bring fresh perspectives and unexpected strengths.

Why ‘perfect on paper’ isn’t enough

Let’s be honest: no one’s resume showcases their complete and full potential. Hiring based solely on keywords or rigid criteria is like judging a book by its cover. You might overlook a bestseller because the title didn’t grab your attention in a few seconds. The same applies to candidates. Emotional intelligence, cultural alignment and a growth mindset — qualities that truly make someone a valuable team member — don’t always stand out in the traditional application process.

Furthermore, resumes often lack context. Did the candidate’s previous position involve wearing multiple hats and going above and beyond their title? Were they responsible for initiatives that reshaped company processes? These components make someone a wonderful employee, but they’re often only revealed through a conversation.

Trust the process (and your recruiter)

We are your talent scouts, and we know how to identify potential that might not be immediately obvious. When we recommend a candidate, it’s because we see something special, something worth exploring. A single conversation can reveal:

• How a candidate’s adaptability could fill multiple roles as your organization evolves
• How their cultural alignment could enhance team dynamics
• How their unique perspective could drive innovation and problem-solving

The best teams aren’t built on identical puzzle pieces; they’re crafted from complementary strengths. Recruiters excel at identifying the pieces that fit — even if they’re not in the shape you initially envisioned. Trusting this process often results in hires that exceed expectations and contribute in ways you never anticipated.

Practical advice for smarter hiring

To make the most of your hiring process, consider these tips:

Have an initial conversation. If a recruiter is advocating for a candidate, there’s a reason. Even a 15-minute chat could uncover qualities you won’t see on a resume.

Focus on potential, not perfection. Seek candidates who align with your company’s values and show a capacity to grow into the role.

Ask meaningful questions. During interviews, move beyond technical qualifications. Ask candidates about their problem-solving approaches, their ability to adapt and what excites them about joining your firm.

Let’s rethink hiring

In our quest for perfection, we’ve overcomplicated hiring. But it doesn’t have to be this way. By trusting your recruiter’s instincts and giving every candidate a fair shot, you’re not just filling a position — you’re building a team. And who knows? Your next amazing hire might just be one conversation away. With BIC Recruiting, you can begin this process today.

For more information, visit BICRecruiting.com, email trosario@bicrecruiting.com or call (281) 538-9996.