Hiring Beyond the Resume: How to Spot Candidates Who Will Actually Succeed

As a hiring manager, one of the biggest mistakes you can make is trying to recreate past success by rigidly searching for the same background, the same industry, and the same path. It feels safer but it often leads to costly delays, bad hires, and missed potential. Instead, here’s how to think differently and spot the kind of candidate who will not only thrive in the role but also grow with your company.

Start With What Success Looks Like, Not Where It Came From

Too often, managers start by saying, “I want someone who sold exactly this,” or “they must have come from our competitor.” But that filters out high-potential candidates with transferable skills who might be a better fit. Instead, ask:

· Who on our current team is most successful?

· What traits do they show (curiosity, adaptability, coachability, energy, etc.)?

· Are those things necessarily tied to their industry experience?

You might find your best hire didn’t follow the “standard” path.

Focus on Skills, Not Just Industry

The ability to sell complex, technical products, communicate value clearly, and build relationships in a new territory are skills, not industries. Hiring from within your own vertical might feel familiar, but it can backfire:

· They may bring bad habits or incompatible methods.

· Non-compete agreements and relocation hurdles slow you down.

· You're betting on a “book of business” that often doesn’t come with them.

In contrast, focusing on demonstrated sales fundamentals opens the door to someone who will earn business, not just expect it to follow them.

Rethink Location and Travel Requirements

Does the person truly need to be in your HQ every week? Would it be smarter to hire someone who lives where the customers are and understands that territory firsthand?

Hiring for the wrong location and asking for unnecessary travel often limits your pool and reduces retention. Think proximity to the customer, not proximity to your desk.

Ask Better Questions, Not Just Check Boxes

Instead of asking, “Have you sold this exact product before?” try:

·  “Tell me about a time you had to quickly learn a new product and win business.”

· “How do you build trust in a territory where you don’t have relationships?”

· “Tell me about a time you had to ramp up quickly in a new industry or territory. What did you do?

· “Walk me through how you closed your largest or most complex deal.”

These questions help reveal adaptability, initiative, and grit — all better predictors of success than familiarity.

Partner With Recruiters to Explore, Not Just Filter

A strong recruiter isn’t just there to check off your wish list. They’re there to help you see possibility. If you’re only looking for what you’ve always hired, you’re closing the door on talent who can surprise you. Trust them to challenge your assumptions and bring you candidates who might not look “perfect” on paper but have what it takes to win.

Break Free from Limited Thinking

Sticking with your hiring status quo might feel safe, but it often reinforces narrow, outdated patterns that keep you from growing. Limited thinking says, “This is what has worked before.” Unlimited thinking asks, “What could work even better?” Companies that hire beyond the obvious open themselves to stronger, more agile, and more innovative teams — and avoid the hidden costs of playing it too safe.

Hiring is more than a transaction. It’s a chance to build your team’s future. Candidates with the right mindset, skills, and agility often outperform those who check every box. If you’re open to hiring for potential over pedigree, you’ll find yourself making smarter, faster, and more lasting hires.

Ready to rethink what success looks like in your next hire? Let’s start the conversation.

Terri Kubicki

Executive Director, Equipment and Automation Division

804-404-2804