Beyond the Resume: When “Perfect on Paper” Still Isn't Cutting It

Gina Histed, Chief of Staff and Talent Acquisition Lead at Fixer, brings a strategic lens to sourcing talent and hiring that goes far beyond resumes. In this edition of Fixer Focus, she unpacks why traditional interviews often miss the mark - and how a more thoughtful, human-centered approach can uncover the qualities that truly drive success. For companies looking to hire with greater clarity and confidence, this perspective offers a fresh framework for building teams that thrive.

You've interviewed 20 candidates with flawless resumes, and still feel like none of them are the right fit? How is it possible? Every resume is polished, the backgrounds are impressive, and on paper, they check every box. But yet - something’s missing.

That “something” is the unwritten criteria that makes a person a match for your business, your brand, your team dynamic, and your future. But how do you identify something that is unwritten when meeting candidates? 

CONNECTION MATTERS

Interviews shouldn’t be intimidating; they should be engaging. Outdated tactics that intentionally rattle candidates should be left behind. Putting someone on the defensive rarely gives you an accurate picture of how they’ll perform day to day. Instead, ask thoughtful questions that make them pause, reflect, and respond genuinely. When done well, this creates space for a meaningful interaction that candidates actually enjoy - and if they are ultimately the right fit, they walk away even more energized about the opportunity.

Building this kind of authentic connection doesn’t just attract talent, it helps to retain them. 

CHANGE YOUR APPROACH

By the time a candidate is reaching the hiring manager, their background should have already been reviewed and assessed for required experience, or lack thereof. With limited time, it's more impactful to explore what isn’t written...the person behind the experience.

Unorthodox but relevant questions open the door to authentic answers. They create space for insight. And they build real connection. We believe interviews should feel respectful, challenging, and engaging. 

Then what should you ask? 

The secret isn’t in contrived questions or pressure tests. It’s in asking real, open-ended questions that provoke thought and inspire conversation, NOT intimidation. The goal is to learn who the candidate is behind the resume and how those qualities will allow them to succeed in the role. We might ask questions like:

     “Tell me about a skill you use every day that isn’t listed on your resume, but is essential to how you operate?”

- OR -

    “What’s a blind spot you’ve learned to watch for—either in yourself or your team?"

The answers help us learn who the person really is. When a candidate pauses, thinks, and then shares something meaningful, that moment of consideration tells you a lot.  You’re not just evaluating just their answer, you’re gaining an understanding of how they think, how they handle new ideas, how they process a challenge, and how they engage in unfamiliar situations. 

After achieving this level of connection, even if they don’t land the role, many leave saying, “That was one of the most engaging interviews I’ve had.” That kind of impression doesn’t just fill your talent pipeline, it elevates your brand.

LET'S REDEFINE WHAT THE "RIGHT FIT" LOOKS LIKE

At Fixer, we’re proud of the work we do to find people who are capable of the role and capable of growing with your team. We look beyond resumes. We evaluate personality, chemistry, and the intangibles that actually drive success. We’re not just searching for a skill set, we’re searching for a match. 

We take the time to understand your culture, your hiring manager’s leadership style, your team’s chemistry, and your business’s long-term goals. That’s the ecosystem we hire into. It’s never one-size-fits-all