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Credentials tell you what they’ve done. Conversation tells you who they are.
Whether you're hiring or hoping to be hired, one principle has shaped my career: character matters more than credentials. In a world of quick hires and automated screening, judgment still counts.
Over the years, I’ve worked with everything from structured systems like Targeted Selection to informal cafe-style interviews. What matters is whether the process reveals the person behind the resume. A resume tells you what someone’s done, but a conversation tells you who they are.
Good hiring is more art than science. It comes down to knowing what makes a candidate tick—not just what boxes they check.
Culture Fit and Character Start at Hello
Where and how you run interviews makes a difference. Some prefer the formality of an office setting, but I’ve found a relaxed atmosphere leads to more informative exchanges. It’s about seeing how the candidate may mesh with the existing team and the culture you’ve nurtured rather than just slotting a skill set into an open position. I prefer two chairs and a small table, nothing that puts a barrier between people. The goal is to peel back the layers and see how someone fits—not just the role but the team and culture you’ve worked hard to build.
Reference checks have their place—but with entry-level candidates, they rarely tell you much. Most come from a family friend ready to give a glowing review. Instead, I look for patterns of commitment and attendance. Have they consistently shown up for a team sport, a community group, or a volunteer role? That tells you more than any resume ever will.
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