How to Hire: Comparing Resume Experience Versus Acumen

Early in my career, a weighty resume was critical to landing a solid job. A degree from a good school was also very important. But now that I’m in a managerial position at a company that curates gift baskets, and I’m responsible for hiring and supervising a team of professionals, I’ve realized there is a lot more to someone’s abilities than what is on their resume or their diploma. Here are three key additional indicators I have identified for future performance.

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   Software experience

Our company depends on marketing and advertising tactics to grow our audience and maintain customer loyalty. The success of these tactics hinge on a variety of software the deliver campaigns and track their performance. I need team members who can not only understand and use this software well but manipulate the software according to our needs.

Team members also need to be able to adapt quickly and learn new software, because the software environment is constantly changing. Whether there is an update to our existing software, for example, a change in interface or reporting methods, or whether we need to shift to entirely new software, team members need to be adept at adjusting to new technologies.

This is not something learned in school, but rather a skill developed over time. Some companies will use skills assessment tests during the application process to determine software knowledge. You can also asses this kind of knowledge or acumen through interview questions.

2. Adaptability

As with adapting to new software, a company’s success is contingent upon team members being able to adapt to a changing marketplace and customer climate. Just as trends are not static, remaining the same over decades, so businesses need to adapt to customer needs and wants. Steve Jobs was famous for saying people didn’t know what they wanted until you showed them. The best companies can deliver compelling products ahead of their competition and set the standard. This ability is reliant upon employees who are willing to take risks, and your company climate needs to empower that culture.

3. Strong references

This may seem like a no-brainer, but good references are a strong indicator of future performance. I am not talking about job-specific references either. I’m talking about people other than family members who can vouch for a candidate’s consistency, reliability, and willingness to do a good job. Turnover creates a significant loss of revenue for a business.

If you can hire and retain quality candidates, that is a success that will pay dividends over time. At Wine Country Gift Baskets, we are known to be a quality place to work and many of our employees have spent several years with us. We’re able to build and strengthen our team over time which helps us maintain a solid position in the marketplace.

I’ve shared three of the top indicators for success that I look for when I’m hiring new employees. What do you look for during the hiring process?

Bill Martin, Director of Circulation and Internet Marketing, Wine Country Gift Baskets

Bill Martin is the Director of Circulation and Internet Marketing for Wine Country Gift Baskets. He directs SEO, PPC marketing and catalog mailings. Since joining Wine Country Gift Baskets in 2003, Martin has implemented a number of measures to increase market share and expand sales.