Candidates Are People Too
Executive Recruiter & Partner, Angie Truitt, discusses the importance of conversation and connecting with candidates during the recruiting process.
We’ve all been there—sifting through stacks of resumes or scrolling endlessly through LinkedIn, looking for that one unicorn candidate who checks every box. But let’s pause for a moment. Behind every bullet point and buzzword is an actual human being, complete with a life, a story, and maybe even an irrational fear of driving on curvy, mountain roads.
The reason I love recruiting so much, and the reason I didn’t love lawyering, is the human connection I get to build. I get to talk to people every day and learn about them and laugh with them. I probably share far too much about my own life if you ask an “expert” their opinion. For example, everyone I’ve talked to this month knows I’m battling a rodent infestation at my house, and so far, the rodents are winning! They also probably know that I am looking for a hockey team to like because being a Dallas Cowboys fan for the past 25 years is really wearing on me. And lately, I’ve been on a quest to find those delicious Holiday Toasty M&Ms that are sold out everywhere, apparently.
TMI? Maybe according to those same “experts,” but I don’t think there’s much point in trying to match someone with a new role at a new company if you don’t really understand who they are and what’s important to them, and you do this by building your connection.
When we reduce candidates to their resumes, we miss out on the bigger picture. Sure, skills and experience matter—but so does the person bringing those skills to the table. The truth is, people are far more than the sum of their work history and degrees. They’re parents juggling daycare pickups and deadlines and managing the latest virus going around the school district, volunteers mentoring at-risk youth or fostering homeless animals (which I’m not allowed to do anymore because I keep foster-failing), avid marathon runners or hikers who love spending time outdoors, or maybe just someone trying to keep their houseplants alive (no judgment).
The Resume Trap
Resumes are great for giving us a snapshot of professional accomplishments. But they’re not a personality test, nor do they capture the grit and adaptability that people develop outside of work. A gap in employment might be someone’s time spent caring for a loved one. A sudden career pivot could be the result of discovering a hidden passion. These are not red flags; they’re chapters in someone’s story.
I spoke recently at a conference and challenged the audience to resist the urge to brand a candidate with a red flag because of a gap in employment. Life happens to us all. We can’t control when a loved one needs us any more than we can control when a company we’ve worked for over a decade restructures and eliminates the department we work in, like a candidate I spoke with this week. He’s looking for a new position and hasn’t had to do that in his entire adult life.
A very brave, young soul stood up in that session and shared with the group that he had been battling cancer for several years and his professional life was obviously on hold while fighting for his actual life. He was nervous about reentering the work force for fear of the “resume gap” judgement he expected.
I was so pleased to see the audience rally around this young man, and I talked with him afterward and offered my assistance when he was ready to begin looking for work. He was appreciative, and we’ve stayed in touch since that morning. I’m happy to report his cancer is in remission and he’s working for an incredible organization today.
Empathy Is a Superpower
As hiring managers, showing empathy during the hiring process isn’t just the right thing to do—it’s a smart strategy. Empathy builds trust, and trust attracts top talent. When you acknowledge that candidates are human, they’re more likely to be authentic in their interviews, which helps you make better hiring decisions. (And let’s be honest, no one’s best self comes out under the glare of robotic interrogation).
It can be challenging because we all come to the table with our own experiences, and frequently those experiences can color the lens with which we see people. If a candidate has lied to you in the past about their work history or qualifications or clean background check, and you find out when digging deeper that they were dishonest, you question whether the next candidate will do the same.
My first placement here at Joseph Chris Partners did not happen because the candidate was untruthful. And in a BIG way. He claimed to have graduated from a public university here in Texas, and when we tried to verify his degree, he wasn’t showing up on the rolls of that particular school. When I questioned him about it, he told me he would send me a copy of his diploma, which he did. I knew immediately it wasn’t real. The school he said he graduated from had changed names, and while he had the correct name on the document itself, he used a seal from the prior version of the school. When the client saw the doctored diploma, they withdrew the offer. Funny thing was the job didn’t even require a college degree. But it did require honesty, which he seemed to be lacking.
Still, I didn’t allow my first negative experience to impact all subsequent experiences with candidates and I still presume they’re honest people who are shooting straight with me unless they prove otherwise.
Recently, I had an experience with a candidate who ghosted me after a successful client call. I was actually worried about her though my prior experiences told me candidates sometimes disappear without explanation. I was correct to worry, as I learned this morning. The candidate went through something that none of us would want to experience, and because I handled the situation with kindness and empathy rather than judgement and impatience, we will be able to work together in the future.
So putting yourself in a candidate’s shoes, not judging them or labeling them with “red flags” based on past experiences, and giving them grace goes a long way!
Ways to See Beyond the Resume
Ask Better Questions: “Where do you see yourself in five years?” try, “What motivates you outside of work?”
Share Your Humanity: Share a little about your own journey, your team’s culture, and why you love what you do.
Be Mindful of Assumptions: Don’t jump to conclusions about gaps, short tenures, or unconventional paths. Be curious, not critical.
The Bigger Picture
At the end of the day, hiring is about building relationships. When you remember that candidates are people first, you’re more likely to build a team that’s not only qualified but also engaged, diverse, and downright enjoyable to work with. After all, wouldn’t you rather work with a person who’s passionate, curious, and maybe even a little quirky than a walking checklist?
So, the next time you’re reviewing resumes, take a moment to picture the person behind the paper. Who knows? You might just discover your next great hire—and maybe even learn a little about how to keep your own houseplants alive along the way.
