They didn’t graduate from a top university, took a career pause, and their LinkedIn profile is half-empty, but in an interview, there’s a spark, they think differently, move fast, and lead with empathy. That moment reminds you that the best talent isn’t always good on paper, and often, resumes sell the packaging, not the potential.
AI scores can miss real human strengths
In 2025, LinkedIn data shows hiring software is surfacing roles 30 % faster, yet only 41 % of hiring managers feel confident identifying a candidate’s interpersonal skills from their resume alone.
This gap proves resumes can’t convey grit, creativity, or adaptability qualities that matter most when uncertainty hits.
Why it matters more now than ever
Entering 2025, over 57 % of AI-generated outputs at work are left unverified by the very people using them, according to a KPMG–Melbourne University survey. Teams trust what they see on-screen but don’t pause to dig deeper.
And with hiring still in slowdown, April jobs were down 6 % year-on-year and employers leaning on automation, there’s a risk you miss the next unexpected hire.
Great talent that looks “off-script”
- Career transformers who pivot from retail to tech, not what the resume systems expect, but they bring fresh problem-solving.
- Self-starters who learned via open-source, bootcamps, or late-night projects, not diplomas, but hustle.
- Quiet pivots who left Big Tech for small teams, bringing structure and resilience.
Since AI hiring systems favor keywords over narrative, many hiring managers wish they’d raised attention sooner.
How to find the real diamonds
- Use AI to shortlist, but humans to qualify
Let machines filter for basics; let people evaluate curiosity, culture, and character.
- Ask storytelling questions
“Tell me how you learned this” or “Describe a moment you failed”.
- Involve more voices
Invite peers or clients into parts of the interview. Diverse feedback brings context machines can’t.
- Prioritize soft skills publicly
With 95 % of employers in 2025 shifting to skills-based hiring , let your candidates know you value resilience, communication, and coachability, even if their resume doesn’t shout it.
Final thought
If you’re hiring for tomorrow, don’t just scan resumes; listen to stories. Let AI bring order; let humans bring understanding.
Because the best talent isn’t always good on paper, they are often the ones who stay, adapt, and grow with you.
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➡️ Read next: The hidden costs of over-automating recruitment
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