Stop farming resumes

The hiring process is broken, and recruiters must be the change the process needs. Why? Resumes tell you what someone has done, but they don’t reveal how they think, solve problems, or respond to challenges.

As someone who’s spent years on both sides of the hiring table—leading teams and navigating the job search—I’ve seen how transformative good recruiting can be. It’s not about filling seats; it’s about connecting the right person with the right problem. Here’s how we get there:

1. Recruit, Don’t Farm

Most hiring today feels passive. Job posts go live, resumes roll in, and decision-makers hope the right fit magically appears. But great talent rarely shows up that way.

Instead, go where they are. Join industry communities, explore portfolio sites, and engage in LinkedIn conversations. Real recruiting is about building relationships and spotting potential before a resume hits your inbox.

2. Reimagine Job Descriptions

Job descriptions today read like a wish list: 10+ required skills, endless buzzwords, and vague “team player” requirements. They don’t inspire—they exclude.

Flip the script. Describe the real challenges your team faces and the mindset needed to solve them. Great candidates want roles where they can stretch their abilities and make an impact. Speak to them directly.

3. Interview for Insight, Not Just Fit

Typical interview questions surface predictable answers. To uncover real value, ask candidates about career-defining moments, problem-solving breakthroughs, and lessons from failure.

You’ll learn how they approach challenges, adapt under pressure, and bring fresh thinking to the table—qualities that never show up in a resume.

4. Respect the Candidate’s Time

Nothing kills trust faster than unpaid work disguised as an interview task. If you need to evaluate a candidate’s skills through a project, compensate them for their time. It’s a small investment that shows respect and builds goodwill.

A New Approach to Hiring

Hiring isn’t just about filling a role—it’s about finding the person who will move your team forward. When you move beyond resume farming and rethink your approach, you’ll uncover people who bring bold ideas and real solutions.

I’ve been on both sides of this process, and I know the difference it makes when hiring focuses on matching candidates with the problems they’re built to solve. It’s not about following the same old process; it’s about building a team that’s ready to tackle what’s next.

The best talent is out there, but you won’t find them by playing it safe. Let’s rethink hiring—and lead the way in 2025.