It’s 8:47 AM. You’ve got a coffee in one hand, your inbox in the other, and 46 new resumes to review before your 10 o’clock meeting.
You start skimming. Scanning. Sorting.
“This person’s been in the same role too long.”
“Too junior.”
“This one’s way too much data entry – hard pass.”
And just like that, they’re gone.
But what if that last one, the “hard pass,” was your team’s next perfect hire?
The Resume Said “No” but The Interview Said “Absolutely”
This isn’t a hypothetical. It happens all the time with our clients at That’s Good HR.
A candidate came through with a resume that, at first glance, leaned heavily toward data entry.
On paper, it didn’t scream “perfect match.” In fact, the hiring manager initially passed without a second thought.
But we spoke with them, like we do with every candidate. We asked the right questions, dug into their experience, and heard something completely different:
A growth mindset.
Transferable skills in spades.
Energy, curiosity, and the ability to learn fast.
We brought that context back to the hiring manager. Thankfully, they trusted our insight and agreed to revisit the résumé.
The result was one incredible hire. The team was blown away, and they’re still raving about the decision.
So, let’s talk about the most common resume biases we see (and why they don’t hold up).
Common assumptions that could be holding back your hiring:
Resumes are meant to be quick filters, but when they become the only filter, they start to reinforce hiring habits that leave no room for nuance or context.
According to HR Dive, recruiters spend an average of just 6–8 seconds scanning a resume before deciding whether to move forward.
That doesn’t leave much time to understand the full potential of a talented candidate.
So, read this before tossing that potentially great candidate’s resume aside:
“They’ll get bored.”
Translation: This person looks too experienced for this role.
But what if they’re intentionally looking for stability, or a role that’s a better lifestyle fit?
Maybe they’re pivoting from burnout or want to sharpen a specific skill.
Assuming boredom based on years of experience is one of the fastest ways to overlook a candidate who might bring focus, reliability, and less ego to the table.
“This job looks like a step back for them.”
It might be. Or it might be a strategic move.
People make career changes for all sorts of reasons, personal priorities, industry changes, family needs, or just wanting a new challenge.
We ask candidates about this directly. And you know what we hear often?
“I want to get back to doing work I actually enjoy.”
“I’m looking for a team I can grow with.”
“I’ve been managing people for years, and I’m ready to be an expert again.”
A title change doesn’t always mean they’re settling. Sometimes it means they’ve finally figured out what they really want.
“The commute’s going to be a dealbreaker.”
Maybe it will be. Or maybe they saw the location, considered it, and applied anyway.
Either way, that’s their call to make.
We’ve seen candidates with long commutes stick around for years because the role, the team, or the growth opportunities made it worth it.
Don’t assume your personal dealbreakers are theirs.
When in doubt, ask. Or have our team ask…(we’ll shoot you straight) 😉
“They don’t have [YXZ] experience.”
Here’s our rule of thumb: if the job requires a very specific software background and you need someone to hit the ground running, that may be your sign to move on.
But more often, assuming experience, or lack thereof, closes the door too early. Especially when the candidate has complementary skills or a track record of picking up new systems quickly.
According to TestGorilla, nearly 60% of hiring managers say soft skills and adaptability matter more than hard skills when evaluating long-term potential.
So, why do we so often let a missing tool or system become a dealbreaker?Don’t miss out on someone just because they didn’t use your keywords in their resume header.
“They remind me of someone who didn’t work out.”
This one’s sneaky. It sounds harmless, but it is actually bias in a trench coat.
Just because a candidate shares a background, communication style, or resume structure with someone who flopped in the past doesn’t mean they’re doomed to repeat it.
Every person is different. Every situation is different. And past pain isn’t a reason to close the door on future potential.
What Resumes Can’t Show You (But That’s Good HR Can)
Sure, resumes are great for listing tasks and timelines, but they can’t show you the stuff that deeply matters day to day.
Here’s what you miss when judging a book by its (uhmm…) resume?
- Attitude and willingness to learn
- Communication and collaboration style
- Culture fit and values alignment
- Career goals or reasons for making a shift
- Coachability and growth mindset
And that’s where That’s Good HR comes in.
When you outsource your hiring to us, we don’t just skim resumes and forward CVs.
We have real conversations with candidates. We dig into what makes them tick and what they’re really looking for.
We vet for soft skills and the skills that don’t always make it onto the bulleted list of a one-page resume.
This is how we help clients uncover talent that doesn’t just check boxes, but fits your culture, boosts team morale, and makes you wonder how you ever managed without them.
Looking Beyond the Resume
The next time you’re tempted to toss a résumé because it doesn’t check every single box, pause for a moment. Ask yourself:
- Am I making an assumption here?
- Could this person have transferable skills I’m overlooking?
- Is this a true red flag, or just something that needs more context?
It only takes a few seconds to dismiss someone based on a job title, a gap, or a lack of a specific system.
But those quick filters can create blind spots, ones that cause you to overlook motivated, qualified, ready-to-grow candidates.
Make Smarter Hiring Decisions with That’s Good HR by Your Side
At That’s Good HR, we specialize in helping you see what resumes don’t show: attitude, adaptability, and the potential to thrive in your work environment.
We fill in the blanks, provide the context, and advocate for the kinds of candidates who often shine brightest, beyond the resume.
Because checking every box on paper? That’s not the goal. Building a stronger, more capable team is.
Visit our website to learn more or submit a job directly for hiring support from That’s Good HR.
