Hiring the right person for a role is one of the most important decisions a business leader or hiring manager can make. The consequences of a good hire are clear: improved productivity, stronger team dynamics, and a positive contribution to company culture. On the flip side, a bad hire can lead to performance issues, missed opportunities, and even turnover that costs time and money to correct.
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Given these high stakes, it’s easy to fall into the trap of rigidly seeking the “perfect” candidate who checks every box on a job description. But this hyper-focused approach can often cause you to overlook great talent hiding in plain sight.
What if the candidate who doesn’t quite fit this position is actually a perfect fit for another role? What if someone missing a few hard skills has enormous potential and fits beautifully into your company culture?
Let's explore why it’s so important to consider the big picture when interviewing candidates—and how keeping an open mind can help you build a stronger, more dynamic team.
The Limits of the Job Description
A job description is a valuable tool. It clarifies the responsibilities of a role, the qualifications you're seeking, and the expectations for success. But it’s not a blueprint for a human being—it’s a framework. And no candidate is going to be a 100% match for every single bullet point you list.
In fact, some of the best hires you'll ever make may come from candidates who don’t meet every requirement but bring something more valuable to the table: curiosity, coachability, adaptability, and the right attitude.
Consider this: how many of your current top performers came into your organization knowing everything? More often than not, it’s their willingness to learn, grow, and contribute that makes them so effective—not a perfect résumé.
Spotting High-Potential Talent
When you’re interviewing candidates, it’s natural to compare each person against a checklist of must-haves. But it’s just as important—if not more important—to assess potential.
High-potential candidates may lack specific experiences or certifications, but they often demonstrate:
- A growth mindset: They’re eager to learn and develop.
- Strong problem-solving skills: They approach challenges with curiosity and creativity.
- Cultural alignment: They share your company’s values and bring a positive attitude.
- Leadership traits: Even if they’re not applying for a leadership role, they take initiative and communicate well.
These intangible qualities are difficult to train, but they can be the difference between a good employee and a truly great one. If a candidate is strong in these areas, it may be worth hiring them and providing the tools and mentorship they need to grow into the role—or even into a different role that suits them better.
A Candidate May Not Fit This Role—But What About Another?
Sometimes, a candidate doesn’t align with the job they applied for, but they clearly have skills, experience, or traits that could be valuable elsewhere in your organization.
Rather than dismissing them outright, ask yourself:
- Is there another open position that could benefit from this person’s background?
- Could their skills fill a gap on another team?
- Are they bringing something to the table that’s not on the job description, but would still add value to the company?
For example, someone applying for a sales role might not have the polish or closing experience you need—but they’re fantastic at building rapport, highly organized, and love working with customers. Could they be a better fit for a customer success or operations role?
In small to mid-sized businesses especially, being flexible and creative with talent placement can lead to major gains. Talented people are hard to find, and once they’re in your interview pipeline, you should be thinking beyond just the position they applied for.
Hiring for Culture Add, Not Just Culture Fit
Cultural alignment is important, but too often, hiring managers confuse “fit” with “sameness.” That mindset can lead to unconscious bias and a lack of diversity in your team—both of which hurt innovation and problem-solving.
Instead of asking whether a candidate fits the current culture, ask how they might add to it.
- Do they bring a fresh perspective?
- Do they challenge conventional thinking in a productive way?
- Will they contribute to an inclusive, supportive, and forward-looking workplace?
A candidate who aligns with your company values but offers a new lens or background can be a powerful catalyst for growth. Hiring with this in mind requires openness, self-awareness, and a willingness to stretch the boundaries of what’s “normal” in your organization.
The Cost of Missing Out on Great Talent
When you're too focused on finding a candidate who checks every box, you risk missing out on incredible talent. And make no mistake—talent is a competitive advantage.
According to a recent study by McKinsey & Company, companies that hire and retain top-tier talent are 2.5 times more likely to be high performers than those that don’t. That means every missed opportunity to hire a high-potential candidate is a missed opportunity to elevate your business.
Remember: most skills can be taught. But the right mindset, values, and drive are much harder to instill.
Practical Tips for Interviewing with an Open Mind
If you’re ready to start thinking more broadly in your interviews, here are a few practical ways to do it:
- Use the “Could They Grow Into It?” Test
When a candidate is missing a qualification, ask yourself:Could they learn this within 3–6 months?If yes, weigh their potential and attitude more heavily than the missing skill. - Collaborate With Other Departments
If a candidate seems like a misfit for your role but clearly has value, talk to your peers in other departments. Share strong résumés or even bring in another leader to your next interview round. - Adjust Your Score Card
If you use a scoring sheet or evaluation form for interviews, include sections that assess cultural contribution, potential, and coachability—not just technical qualifications. - Ask Open-Ended Questions
Questions like,“Tell me about a time you had to learn something quickly,”or “What motivates you to take on new challenges?” reveal how candidates approach growth and uncertainty. - Follow Up With Promising Near-Misses
If you don’t hire someone for one role, consider keeping their résumé in an active folder and reaching out when other opportunities arise. - The Long-Term ROI of Open-Minded Hiring
Thinking holistically about hiring takes more effort. It requires more conversation, more analysis, and sometimes, more risk. But the return on that investment is substantial.
When you build a team of individuals who are adaptable, engaged, and aligned with your mission, you don’t just fill seats—you build momentum. You create a workplace where people thrive, collaborate, and drive innovation.
And perhaps most importantly, you create a reputation as an employer that sees people not just as resumes, but as individuals with potential.
Final Thoughts
Hiring isn’t about finding perfect people. It’s about finding the right people—those who will grow with your business, bring energy to your team, and contribute to your company’s long-term success.
So, the next time you’re in an interview, take a step back and ask:
- Am I only looking for the perfect checklist match?
- Could this candidate contribute elsewhere in the organization?
- Am I open to potential over perfection?
By thinking big picture and staying open-minded, you’ll uncover opportunities others overlook—and build a team that’s stronger, more resilient, and ready to grow.
Until next time…Keep building your strong team!
BR1 can help you build a stronger team. Whether you need help recruiting the right people, retaining your best employees, or stretching your team’s combined potential—BR1 can help!
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