In recruitment, it’s easy to fall into the trap of searching for the “perfect” CV. We’ve all done it – scanning for keywords, specific qualifications, and a career path that aligns with the job description.

But what if we told you that you might be overlooking your best candidate?

At Bennet Staff, we believe that talent is much more than a well-crafted resume, waiting for an expert eye to uncover true potential.

Keywords Are A Double-Edged Sword

Keywords and help from AI are undoubtedly useful. They help us sift through multiple applications, identify the key skills and qualifications, as well as streamlining the initial screening process. Applicant Tracking Systems (ATS) are designed to do just this, but relying solely on keywords and AI can be a double-edged sword.

Firstly, a candidate who genuinely meets all your criteria, might not be an expert in keyword optimisation – or even understand what that means! Their skills might be described using different terminology, or their experience might be so unique that it doesn’t fit neatly into predefined boxes. This is particularly true for individuals transitioning between sectors, those with non-traditional educational backgrounds, or even professionals who simply aren’t adept at tailoring their CVs to every single job description. They might possess the exact qualities you need, but their CV, through no fault of their own, fails to trigger the right algorithms or catch the eye of a quick-scanning recruiter.

Secondly, the emphasis on keywords can incentivise a “gaming” of the system. Candidates might simply stuff their CVs with buzzwords they don’t truly embody, creating a superficial impression of suitability. This can lead to wasted interview time and, ultimately, the wrong candidate, as the reality of their skills falls short of the expectations set by their keyword-rich resume.

The Art of Uncovering Potential

So, if not just keywords or AI, then what? This is where the true value of recruitment comes into play. It’s about moving beyond what’s written and developing an expert eye for potential, transferable skills, and the intangible qualities that truly make an employee invaluable.

1. Transferable Skills: The Hidden Gems

Transferable skills are the bedrock of adaptability and future success. These are competencies acquired in one context that are highly relevant and valuable in another, even if the industries or roles seem vastly different. Think critical thinking, problem-solving, communication, leadership, adaptability, resilience, and attention to detail.

A candidate who has successfully managed complex projects in a non-corporate setting – perhaps organising community events, leading a volunteer group, or even excelling in a demanding academic research project – might possess superior project management skills than someone with a “Project Manager” title but limited actual impact. Their CV might not explicitly use the term “project management” in the way you expect, but their accomplishments, may tell a different story.

For example, consider a candidate with a background in hospitality. While not directly related to a tech sales role, their experience in customer service, conflict resolution, upsells, and managing diverse needs demonstrates exceptional communication, persuasion, and problem-solving abilities – all highly transferable to sales. A recruiter fixated on “sales experience” alone would miss this potential.

2. The Power of the “Why”

A perfect CV tells you what someone has done, but it rarely tells you why. Understanding a candidate’s drivers and motivations, and their genuine interest in the role and company is really important. Someone with a slightly less “perfect” CV but immense passion and a compelling “why” for wanting the job will often outperform a highly qualified but unenthusiastic counterpart.

This “why” can manifest in their desire to learn, their alignment with your company’s values, or their enthusiasm for the industry. During interviews, it is important to ask about their career aspirations, experiences of overcoming challenges, and what truly excites them. Look for signs of intellectual curiosity and a growth mindset – qualities that can be far more indicative of long-term success than a string of impressive but potentially uninspired job titles.

3. Career Gaps

In today’s dynamic career landscape, a perfect career path is becoming increasingly rare. Gaps in employment, career changes, and unconventional routes are not necessarily red flags; in fact, they can be indicators of strong values as well as valuable experiences and personal growth.

A gap might signify a period of travel, family care, further education, or even entrepreneurial endeavours that didn’t pan out. These experiences often cultivate resilience, broader perspectives, and unique skill sets that a traditional career path might not offer. Someone who has taken time off to travel the world might have developed unparalleled cross-cultural communication skills, adaptability, and independence. An individual who ventured into a startup that failed might have learned invaluable lessons in problem-solving, risk assessment, and perseverance.

As LinkedIn’s Chief Economist, Karin Kimbrough, has highlighted, “Skills are becoming the universal currency of the labour market.” This sentiment underscores the importance of looking beyond chronological narratives and appreciating experiences that shape an individual.

4. The Human Element

The interview process is not just about validating what’s on the CV. It’s your chance to look beyond the obvious, dig deeper, and discover the real individual behind the CV.

Structured competency-based interviews are particularly effective here. Instead of hypothetical questions, ask candidates to describe specific situations and how they handled them. For example, “Tell me about a time you faced a significant challenge at work. What was the situation, what did you do, and what was the outcome?” This approach allows you to assess their transferable skills, problem-solving abilities, and resilience in real-world scenarios, regardless of the industry they come from.

Pay attention to their communication style, their ability to articulate their thoughts, and their genuine interest in the role. Are they asking insightful questions? Are they demonstrating a willingness to learn and adapt? These are often stronger indicators of future success than a bullet-point list of achievements.

5. Leveraging Assessments and Portfolios: A Rounded View

Beyond the CV and interview, consider incorporating other assessment tools to gain a more rounded view of a candidate’s capabilities.

Skills-based assessments: For roles requiring specific technical skills (e.g., coding, data analysis, graphic design), practical assessments can be far more revealing than a self-proclaimed skill level on a CV.
Portfolios: For creative roles, a portfolio is an absolute must. It showcases their actual work, their style, and their ability to execute.
Reference checks: Go beyond simply verifying employment dates. Ask referees about the candidate’s transferable skills, their problem-solving approach, their work ethic, and their cultural fit.

Our Expert Eye

At Bennet Staff, we pride ourselves on looking beyond the surface. We understand that finding the right fit isn’t about ticking boxes on a CV; it’s about understanding the nuances of a role, the culture of a company, and the potential within an individual.

Our consultants are trained to:

Read between the lines: We don’t just scan for keywords; we analyse careers, project descriptions, and personal statements to uncover transferable skills and underlying capabilities.
Conduct in-depth interviews: Our interview processes are designed to explore motivations, problem-solving approaches, and cultural fit, ensuring we understand the whole person, not just their professional history.
Advocate for unique talent: We are adept at identifying candidates who might not have the “perfect” CV but possess the intelligence, drive, and transferable skills to excel. We then effectively articulate their potential to you, our clients.
Understand market trends: We stay abreast of evolving job markets and skill demands, allowing us to identify candidates whose diverse backgrounds bring unique value.

What You Might Be Missing

By rigidly looking for the “perfect CV”, companies risk:

Missing out on diverse talent: Candidates from non-traditional backgrounds, different industries, or those with unconventional career paths often bring fresh perspectives, innovative ideas, and a richness of experience that can significantly benefit your team.
Stifling Creativity: Teams with similar backgrounds and experiences often generate similar ideas.
Innovation through Diversity: Often a byproduct of diverse experiences, this fuels innovation. As a study by the Boston Consulting Group found, companies with above-average diversity scores on their management teams reported 19% higher innovation revenue.
Prolonging time-to-hire: The “perfect” candidate who ticks every single box can be incredibly elusive, leading to prolonged recruitment cycles and missed opportunities.
Creating a less resilient workforce: Employees who have navigated varied career paths often possess greater resilience, adaptability, and problem-solving skills, having had to overcome various challenges.

Embrace the Imperfect CV

In conclusion, while a well-structured CV is undoubtedly helpful, it’s crucial to remember that it’s just a snapshot, a representation, not the complete picture of a candidate’s potential. The truly exceptional hires often emerge from a pool of individuals whose CVs might not initially scream “perfect fit.”

At Bennet Staff, our mission is to connect you with candidates who bring not just skills and experience, but also unique perspectives, untapped potential, and a genuine desire to contribute. By broadening your perspective and allowing us to apply our expert eye, you’ll discover that your next best candidate might just be the one with the imperfect CV.

Don’t let rigid CV expectations limit your talent pool. Partner with Bennet Staff and let us help you uncover true potential.