what resumes don’t tell you
most companies are hiring backward.
they fall for shiny resumes. they run elaborate interviews. they chase credentials like treasure. it makes sense in theory—do the steps, get the best people.
but the ugly truth is, none of these tell you who will do the job well.
character strengths predict success much better than any traditional test or degree. that doesn’t show up in interview notes.
the problem is: the interview tests polish, not grit. the resume lists titles, not impact. degrees speak to memory, not drive.
the most important traits are invisible.
the person who stands alone when everyone else folds.
the person burning to prove what hasn’t been proven.
the person open enough to play the fool, learn, and grow.
i learned the hard way. my best jobs looked good only in theory. the work felt empty. what moved me forward wasn’t credentials—it was wanting to make something happen.
across years, i watched the same pattern. the people who move ahead don’t ace interviews. they make a difference once inside.
last month, two candidates showed up. one wanted the biggest paycheck. the other wanted to know how they could grow in the job.
the second candidate is now driving the team forward. the first is still sending emails.
most companies hope for great hires. they wish for it to happen by luck. instead, they could choose for substance.
the best hires ask questions about results and impact, not about perks and guarantees. they think about what they’ll build, not just what they’ll get.
if you want stronger teams, you need to look past resumes. look for character. look for real energy. look for growth in action.
the old way of hiring is gone. the next step is choosing for what matters most.most companies are hiring backward.
they’re hooked on resumes. they fall for slick interviews. credentials have a shine that’s hard to resist.
but none of this predicts who’ll thrive.
character strengths matter more. you see them when things get tough, not in a meeting room.
interviews test polish, not grit. resumes list jobs, not impact. degrees show memory, not drive.
the real winners show up another way. they stand out by going their own way, by wanting to prove something, by being humble enough to learn.
i learned this from working jobs that looked great but felt empty. what pushed me forward wasn’t titles—it was hunger to improve things.
the same pattern shows up every time. the standout hires aren’t the ones who ace interviews. they’re the ones chasing impact.
it’s easy to see, if you pay attention. last month, two candidates came in. one cared about salary. the other cared about growing in the job.
the second is now helping the team. the first is still chasing offers.
companies shouldn’t hope for great hires. they should look for people who care about results.
ask better questions. focus on what someone builds, not what they list. look for energy and growth.
the old hiring game is done. choose what really matters.
