Identifying top talent requires more than just reviewing resumes and ticking boxes. As businesses evolve and workplace dynamics shift, the traditional CV no longer offers a complete picture of a candidate’s potential. At PM Connection, we understand that the true value of a candidate often lies beyond what’s listed on paper.
How does one identify the best candidates in a sea of applications, especially when many appear equally qualified on paper? Here’s how our team looks beyond the CV to find individuals who don’t just meet expectations — they exceed them.
1. Evaluate for Potential, Not Just Experience
Many companies still hire based primarily on years of experience or a checklist of skills. While experience has its place, it’s not always the best indicator of future success. High performers are often those who demonstrate learning agility, a growth mindset, and a track record of adaptability.
Tip: Ask candidates about times they had to learn something completely new or solve a problem outside their area of expertise. How they approach the unfamiliar is a strong indicator of potential.
2. Focus on Soft Skills and Emotional Intelligence
Soft skills like communication, teamwork, conflict resolution, and empathy are critical to long-term success. In fact, in project-based environments, these skills often outweigh technical ability when it comes to leading teams or working cross-functionally.
What to look for:
- Active listening and clear articulation in interviews
- Situational judgment and problem-solving
- Self-awareness and interpersonal sensitivity
3. Look for Cultural Alignment
Top performers don’t just “fit in”, they enhance the culture. Hiring for cultural alignment doesn’t mean hiring people who all think the same, but rather those who share your core values, believe in your mission, and will thrive in your environment.
At PM Connection, we work closely with our clients to understand their organisational DNA. This helps us match candidates not only based on skills and experience, but on shared purpose and work ethic.
4. Use Behavioural Interviewing Techniques
Instead of asking hypothetical questions, focus on past behaviour as a predictor of future performance. Behavioural interviews are powerful tools to uncover how candidates handle real-world challenges.
Example questions:
- “Tell me about a time you failed — what did you learn?”
- “Describe a project where you had to work with a difficult stakeholder.”
- “How have you handled tight deadlines and conflicting priorities?”
These responses reveal resilience, collaboration style, accountability, and emotional maturity.
5. Test in Realistic Contexts
Practical assessments, simulations, or case studies provide insight into how a candidate thinks, works, and solves problems in scenarios that mimic your workplace. These are especially helpful for project roles or leadership hires.
Pro tip: Pair an assessment with a team-based task to see how candidates operate in a collaborative setting — a critical skill in today’s hybrid and agile environments.
6. Get Input From Diverse Stakeholders
Hiring shouldn’t happen in a vacuum. Involving different team members in the recruitment process offers varied perspectives and reduces unconscious bias. This 360-degree input helps assess the candidate from multiple angles such as technical capability, personality, leadership potential, and team compatibility.
7. Leverage Specialist Recruiters Who Know Your Industry
The talent landscape is complex and constantly shifting. That’s where working with a specialist recruitment partner like PM Connection becomes a competitive advantage.
We don’t just match CVs to job specs, we strategically source, vet, and assess candidates with a nuanced understanding of the industries we serve. Our hands-on approach allows us to uncover high-calibre professionals who may not be actively seeking new roles, but are open to the right opportunity.
8. Don’t Overlook the Power of References and Reputation
Sometimes the most powerful insights come from what others say about the candidate. Reference checks, when done thoroughly, can reveal patterns in behaviour, leadership style, and areas for development.
When combined with peer feedback or professional endorsements, they round out the candidate’s profile and validate what’s already been uncovered.
Today, talent is the ultimate differentiator and thus, companies can no longer afford to rely solely on CVs. Identifying top performers means looking deeper; assessing mindsets, behaviours, and alignment with company culture.
At PM Connection, we help businesses find candidates who don’t just “look good on paper” but are genuinely equipped to grow, adapt, and lead in real-world scenarios. Ready to go beyond the CV? Let PM Connection help you uncover the leaders, specialists, and changemakers your business needs to thrive. Contact us today to learn more about our talent solutions.