When filling a critical position on your team, it's natural to gravitate toward candidates who check all the boxes: the right education, the right experience, the right certifications. But what happens when the best candidate doesn’t meet the formal criteria? What if the person with the greatest potential is overlooked because they’re missing one line item on a job description? This is the story of a hiring decision that broke the rules—and paid off in ways I never expected.
The Challenge: Balancing Education and Experience
Several years ago, I was tasked with expanding our local sales team at a building materials manufacturer. The role was for an Inside Sales position, and we posted the job with a clear list of preferred qualifications: a specific degree, relevant experience, and a demonstrated understanding of sales processes. When the applications rolled in, I personally screened them, quickly narrowing the field to three candidates:
Two candidates who met the educational requirements but had no related experience.
One candidate with strong, relevant experience but no degree.
At first glance, the decision seemed obvious—corporate policy favored the candidates with the educational background. But as I began the interview process, it became clear that one candidate was a step ahead, and it wasn’t because of a diploma.
The Candidate Who Stood Out
I brought all three candidates in for interviews, introducing them to our business, our environment, and the products we manufactured. From the beginning, one candidate stood out. This individual, who lacked the “required” degree, demonstrated an eagerness to learn, asked thoughtful questions, and provided concrete examples of handling challenging customer situations in their previous role. Their enthusiasm was palpable, their ambition clear.
Despite their lack of formal education, this candidate had something the others didn’t: real-world experience and an undeniable drive to succeed. It was obvious to me who was the right fit for our team. But convincing others would be a different story.
Pushback from Corporate HR and Leadership
When I presented my top choice to Corporate HR and my Regional Manager, I was met with resistance. They wanted to follow the prescribed path and select one of the candidates who met the educational requirements. As the hiring manager who would oversee this role, I felt strongly that mindset, attitude, and ambition far outweighed a piece of paper.
I pushed back, explaining that I would take full responsibility for developing this individual. Still, my Regional Manager insisted on interviewing all three candidates personally. Afterward, his opinion remained unchanged. He was aligned with corporate policy and hesitant to deviate from the checklist.
The Intense Joint Interview
To resolve the impasse, we conducted a joint interview with my top candidate. It was one of the most intense interviews I’ve ever witnessed. The Regional Manager challenged the candidate relentlessly, testing their knowledge, problem-solving abilities, and resilience. It was a grueling process, but the candidate held their ground, answering confidently and demonstrating the very qualities I had seen from the start.
When the interview ended, my Regional Manager looked at me and said, “It’s your call. If you hire this candidate, it’s against corporate policy, and you’ll be responsible if it doesn’t work out.”
Taking a Calculated Risk
I hired the candidate.
Here’s why: Regardless of how many boxes the other candidates checked, they would still need to learn our business, processes, and go-to-market strategies. What mattered more was who had the mindset and work ethic to take on the role and make it their own. For me, the choice was clear.
The Journey to Success
From day one, this individual exceeded expectations. They put in the work to learn our business, arriving early, staying late, and continually seeking ways to improve. They balanced the demands of the job while working to complete their education outside of work. Over time, they became an indispensable part of the team, building strong relationships with clients and colleagues alike.
Fast forward several years, and this candidate has gone on to hold regional management and business development roles, successfully launching into new markets across the United States. Watching their growth and success has been one of the most rewarding experiences of my career.
The Lesson: See the Whole Candidate
This experience taught me that hiring isn’t just about checking boxes. It’s about seeing the whole candidate—their potential, mindset, and capacity to grow. A resume tells part of the story, but it’s not the whole picture. By over-relying on automated screening tools or rigid policies, companies risk missing out on the diamonds in the rough—the individuals who could transform their business if given the chance.
A Call to Action
As hiring managers and leaders, we need to rethink how we evaluate talent. Instead of fixating on past credentials, let’s focus on future potential. Let’s engage with candidates to uncover their drive, ambition, and fit for the role. And most importantly, let’s be willing to take calculated risks on individuals who have the mindset to achieve greatness.
It’s not always about where someone has been—it’s about where they can go. Let’s start hiring for the future, not just the past.
Tidewater Solutions Group, LLC, powered by Sales Xceleration, is uniquely positioned to help your company navigate the hiring journey and identify the best candidates to meet the demands and aspirations of your business. Schedule a conversation to learn more with Shawn Dunahue, CSL at sdunahue@tidewatersg.com or visit TSG's website at www.tidewatersg.com.
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