The Hidden Strengths Behind Imperfect Resumes: A Leader’s Dilemma

Which one would you hire? Imagine reviewing two candidates for a key position. The first has a near-perfect resume, having followed a traditional path with top-notch education and steady career progression. They tick all the right boxes and appear polished, confident, and familiar with what it takes to succeed.

The second candidate doesn’t have the same pedigree. Their resume shows gaps, and their career path has been less conventional. They’ve faced challenges and have experiences that may not align perfectly with standard expectations. Yet, beneath that less polished exterior, there’s a story of resilience and determination.

Which one would you choose?

Several years ago, as a deputy director, I was tasked with hiring for a critical role. Among the many candidates we interviewed, one stood out — not because of a flawless resume, but because this person had a unique physical challenge. On paper, he seemed capable and qualified, with the right skills for the job. But as I sat there, I found myself grappling with three different internal dilemmas.

The first voice in my head was telling me not to take the risk. The physical challenge could lead to communication issues with the team and stakeholders. Would adjustments need to be made to our processes? Could this create long-term complications? With so many unknowns, the safer option seemed to be passing on this candidate to avoid the potential risks.

But then, a second voice said to take a chance. He had the necessary competencies and seemed eager to succeed. Potential risks could be mitigated, and if given the opportunity, he might surpass expectations. This wasn’t just about filling a role — it was about recognizing someone’s resilience and ability to overcome adversity.

Then, the third voice rationalized that I wasn’t avoiding him because of the physical challenge. Instead, it suggested there were better candidates out there with stronger track records. By choosing another candidate, I could justify it as a merit-based decision. But deep down, I wondered if this was just an excuse to avoid taking a risk.

In her TED Talk, "Why the Best Hire Might Not Have the Perfect Resume," Regina Hartley spoke about two types of candidates:

The Silver Spoon: Candidates who come from privileged backgrounds, with resumes reflecting smooth and predictable career trajectories. They’ve attended prestigious schools, worked at top companies, and tick every box that makes them seem like the ideal choice.

The Scrapper: Candidates who have faced adversity, fought against challenges, and haven’t had the same polished trajectory. Their resumes might have gaps or imperfections, but behind that is a story of resilience, tenacity, and determination. They’ve had to overcome difficulties that have shaped their strength and adaptability.

Hartley explained that while the Silver Spoon may seem like the safer choice, Scrappers bring something to the table that can’t be taught in school or acquired through a smooth career path: grit. Their ability to overcome challenges makes them more resilient and able to handle the unpredictability of real-world problems.

After much deliberation, I decided to take a chance on him. The main reason was that, while he hadn’t been able to find a long-term job, he spent his time picking up courses and taking on contract-based jobs. That, to me, showed his grit and determination. It was on that basis that I was prepared to give him a chance.

Eight years later, I was surprised to receive a message from him. He had carried on and thrived. He’s doing well, promoted to a leadership position, and has settled down with a family. All that happened, he said, because I took a chance on him.

As leaders, it is often easier to play it safe, to choose the candidate with the flawless resume, the perfect credentials. But sometimes, the people we overlook — the so-called ugly ducklings — grow into the strongest team members, surprising us with their transformation and tenacity. Leaders can thrive when they invest in those with the strength to overcome challenges, even when they don’t fit the mold at first. When the ugly ducklings grow into swans, that can be one of the most gratifying decisions we make as leaders.