What’s NOT On Your Résumé?

I mentioned Richard Branson in an earlier Hiring Tip and I’m bringing him back for an encore here.

Richard Branson is the founder and CEO of Virgin Airlines, Virgin Records, well, pretty much Virgin anything. I think Richard Branson is a tremendously bright business owner, executive and leader.

In his latest book, The Virgin Way: Everything I Know About Leadership, he says:

“As important as it is to look at what a candidate has achieved elsewhere, I have always believed that the single most important thing to consider is ‘personality fit.’ By that I mean, is this someone whose way of being, sense of humor, and general demeanor will dovetail easily with your company’s culture?”

With that in mind, he recommends asking this question in the interview:

What didn’t you get a chance to include on your résumé?

There have been a number of Hiring Tips specifically addressing the subject of “fit.”

Does someone fit in with what we’re doing here?

Is this person a good fit for us?

And I’ve written at least 40 tips that may not use the word “fit” but their sole purpose is to find out if, in fact, your candidate can and will fit in.

Branson believes you should use a good chunk of your interview finding out who you’ve really got across from you.

I do too.

So let’s get back to the question:

What didn’t you get a chance to include on your résumé?

This is an opportunity for your applicant to go beyond the routine hiring interview and ideally pull a few gems out of his or her hat.

Make it very okay for the applicant to bring out other facets of their personality or way of doing things that, well, didn’t make it on the résumé.

The more forthcoming your candidate is, the easier it will be for you to see if you’ve got a “fit.”

As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.

Watch our three minute video to see how we can help you hire the right people.

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