Why Hiring Authorities Must Keep an Open Mind in Interviews: Finding the Right Solution, Not Just the “Perfect” Candidate
TJ Kastning
Introduction: Are You Searching for the Right Person—or Just a Checklist Match?
Too often, construction hiring authorities fall into the trap of evaluating candidates based solely on résumés or recruiter descriptions. They over-index on whether a candidate checks all the boxes rather than focusing on whether they can solve the real business problem the hire is meant to address.
This mindset creates two major hiring mistakes:
🚩 Rejecting candidates too soon because they don’t perfectly fit preconceived qualifications.
🚩 Overcommitting too quickly based on a great résumé or recruiter pitch—without properly assessing fit.
The real goal of hiring isn’t to find someone who looks perfect on paper—it’s to hire someone who can actually improve your business.
🔹 We have a saying: “Don’t make finding the perfect candidate the enemy of solving the client’s problem.”
Instead of filtering too aggressively before the interview process even starts, hiring managers should keep an open mind, gather real data, and use interviews to make informed decisions.
Why Résumés and Recruiter Descriptions Don’t Tell the Full Story
A résumé is a sales document, not a complete assessment of a person’s skills, leadership ability, or cultural fit. Similarly, a recruiter’s description is based on initial conversations and limited data—not firsthand experience working with the candidate.
🚩 What résumés & recruiter descriptions can’t fully reveal:
✔️ Problem-solving ability – Can they adapt and think critically when challenges arise?
✔️ Team leadership skills – Can they manage, motivate, and retain their team?
✔️ Cultural fit – Will they strengthen your company’s leadership structure?
✔️ Communication style – How do they handle conflict, direction, and feedback?
✔️ Real-world execution – Do they thrive in high-pressure, fast-moving environments?
If you dismiss a candidate too soon, you lose the opportunity to properly assess their ability to solve the business problem you are hiring them for.
✅ The Solution: Treat résumés and recruiter descriptions as a starting point—not the decision-maker.
The Interview Process Is Where Real Evaluation Happens
A recruiter’s screening process cannot replace a full interview process. Expecting to have a “fully vetted” candidate before interviewing them is unrealistic and counterproductive.
🚩 Common hiring mistake: Assuming that if the recruiter has screened the candidate, you should already know everything you need to decide.
✅ Reality: The interview process is where the most important hiring data is gathered.
🕵️ What can only be discovered in interviews?
✔️ How well they understand your business challenges
✔️ Whether they think like a leader or just an executor
✔️ How they communicate under pressure
✔️ Whether their values and approach align with your team
✔️ How well they respond to your company’s unique dynamics
If you judge too quickly based on a résumé or a brief recruiter conversation, you cut yourself off from the deeper insights that only interviews provide.
✅ The Solution: Use structured interviews to assess problem-solving, leadership, and cultural fit—not just a checklist of past experience.
Why a “Perfect Fit” Mindset Hurts Your Hiring Process
Many companies over-filter candidates too early because they believe they need to find the perfect hire.
🚩 The Problem: Searching for a flawless candidate often means passing on great people who could excel in the role with the right onboarding and support.
🔹 Reality: The “perfect” candidate rarely exists—but great hires do.
✅ Strong candidates who solve business problems often have:
✔️ A track record of adaptability and learning
✔️ The leadership traits needed to build and retain teams
✔️ The ability to drive results in different environments
✔️ A mix of direct experience and transferable skills
If you’re too rigid about experience, industry background, or past job titles, you miss out on people who could make your company stronger.
✅ The Solution: Instead of fixating on a narrow list of qualifications, focus on whether the candidate can deliver the outcomes your business needs.
The Market Has Changed: Being Selective Without Being Unrealistic
Like it or not, candidates have more job options than ever.
🚩 Old-school thinking: “If they really want to work here, they’ll prove themselves.”
✅ New reality: Top talent has choices. If your process is too rigid, they’ll move on.
🛠 Why construction hiring authorities must adjust:
✔️ Technology & recruiter access make job-hopping easier than ever.
✔️ The best candidates don’t wait for slow, inflexible hiring processes.
✔️ Companies that are too picky at the top but weak in hiring strategy struggle to scale.
If you filter too aggressively up front, you may end up with no viable hires—and the business problem remains unsolved.
✅ The Solution: Be selective without being unrealistic—keep an open mind long enough to properly evaluate candidates before rejecting them.
How to Improve Hiring Without Lowering Standards
If keeping an open mind is critical, how do you balance being selective while still hiring efficiently?
🎯 1. Define the Business Problem, Not Just the “Perfect Candidate”
- Focus hiring discussions on the business problem that needs solving—not just a list of qualifications.
- Instead of asking, “Do they check every box?” ask, “Can they help us succeed?”
🎯 2. Use Interviews to Get Real Data, Not Just Confirm Assumptions
- Go into interviews with the goal of learning, not just filtering.
- Ask problem-solving and leadership-based questions to see how candidates think, react, and adapt.
🎯 3. Recognize That Some Hiring Data Only Comes from Longer Conversations
- The first recruiter call cannot tell you everything you need to know.
- Expect to learn key insights during interviews—not before them.
🎯 4. Don’t Let the “Perfect Hire” Kill the “Great Hire”
- The “perfect candidate” mindset leads to hiring paralysis.
- The best companies focus on hiring high-potential people who can deliver results.
Final Thoughts: Hiring Is About Solving Problems, Not Just Checking Boxes
Hiring authorities must shift their mindset from:
❌ “Does this candidate match every qualification?”
✅ To: “Can this candidate solve the business problem we’re hiring for?”
✅ If you want to attract and retain top talent, you must go beyond résumés and recruiter descriptions and focus on the full interview process.
✅ If you want to scale your construction business, you need to hire people who can solve real problems—not just people with perfect résumés.
✅ If you want to win in today’s job market, you must keep an open mind long enough to fully evaluate great talent.
🔹 Remember: Don’t make finding the perfect candidate the enemy of solving the client’s problem.
Need Help Refining Your Hiring Strategy?
If you want to attract, interview, and hire the right talent—without falling into common hiring traps—Ambassador Group can help.
📅 Schedule a call here → Ambassador Group Exploratory Call
Let’s build a hiring process that solves real problems and strengthens your business. 🚀
