?? Falling for a Candidate Too Soon? ??
Ross Jolly
Master Blender Of Energy Recruitment | "Crafting Careers and Blending Talent" | 20+ years Resourcing Expertise | Founder of Aberdeen Young Professionals
Ah, love at first sight. Or in recruitment terms, love at first CV.
That magical moment when you skim a candidate’s LinkedIn profile and think, “This is The One.” Their experience? Perfect. Their skills? Spot on. Their profile picture? Professionally lit with just the right amount of confidence.....
And then… reality hits....
The interview starts, and suddenly your “dream hire” is giving major first date disaster energy. You know the type:
?? The Over-Promiser: Says they’ve “worked on every type of offshore platform” and can “run a drilling crew with their eyes closed.” Turns out, their last offshore job was a two-week trip in 2018… and they got seasick.
?? The Ghoster: Super enthusiastic in the interview… then disappears when you follow up. Did they find someone better? Were you just a backup option? We’ll never know.
??The Walking Buzzword Machine:Their CV is packed with phrases like “results-driven,” “detail-oriented,” and “proactive self-starter,” but when you ask them for an example, they just repeat, “I always take initiative!”
?? The ‘It’s a Match… Or Is It?’ Candidate: Their CV was award-winning. Their actual experience? More fiction than fact. Classic case of LinkedIn Catfishing.
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How to Avoid a Hiring Heartbreak
Just like in dating, rushing in based on surface-level attraction (aka a glossy CV and a confident LinkedIn bio) can lead to some painful realisations down the line. Here’s how to make sure you’re not falling too fast:
?? Go Beyond the Profile: A killer CV is nice, but skills-based assessments and reference checks will save you from a bad hire.
?? Ask the Hard Questions: “Why did you leave your last role?” is the recruitment equivalent of “What are you looking for in a relationship?”—the answers tell you everything.
?? Look for Long-Term Potential: Skills are great, but do they fit your company culture? Will they still be around after the probation period? Will the existing team take to him/her?
?? Trust, But Verify: If something seems too good to be true, it probably is. Double-check experience, references, and whether “expert in Excel” means actual expertise or just knowing how to bold text.
Final Thought: Don’t Get Blinded by the Hype!
In short: Take it slow. Ask the right questions. And don’t fall in love too fast. ??
Have you ever hired someone who seemed perfect on paper but turned out to be a hiring heartbreak? Let’s hear the horror stories in the comments!
WSET Wine 1 & 2, Beer 2, Spirits 2 Distiction 100%. Edinburgh Whisky Academy Certificate's in Scotch Whisky, Irish Whiskey and Gin. Certified Bourbon Steward, duty manager who enjoys learning about spirits.
2 周It can be hard from the other side. Most companies ghost, some companies seem really great but are actually toxic etc ....
Expert in Senior & Executive Assessment | Global Sova Assessment Partner
2 周Brilliant analogy, Ross Jolly - hiring really is like dating. A polished CV might spark excitement, but without digging deeper, you risk a hiring heartbreak. I’ve assessed thousands of leaders, and I’ve seen plenty of ‘perfect on paper’ candidates unravel when reality kicks in. Skills-based assessments, structured interviews, and proper due diligence? That’s the hiring equivalent of avoiding red flags before you’re too invested. Swipe right with caution! Mentioning for a friend!!