While a resume gives you a snapshot of qualifications and experience, it doesn’t show attitude, adaptability, or motivation. During the hiring process, focus on soft skills just as much as hard skills. Ask yourself:
Is the candidate curious and eager to learn?
Can they adapt to change quickly?
Do they demonstrate emotional intelligence?
These traits often determine long-term success more than degrees or job titles.
It’s easy to default to hiring someone who “fits in” with the current team. But sometimes the right candidate isn’t just a culture fit — they’re a culture add. Look for individuals who:
Share your company’s values,
Respect existing processes,
And bring a fresh perspective to challenge norms and improve operations.
Someone who asks thoughtful questions about your company’s mission or team dynamics is usually genuinely invested.
The best way to predict future behavior is to observe it. Give candidates scenario-based tasks or ask behavioral questions like:
“Tell me about a time you solved a difficult problem with limited resources.”
“How would you handle a disagreement with a team member?”
Their answers will reveal how they think, communicate, and handle pressure.
Communication isn’t just about what someone says — it’s how they say it. During the interview, take note of:
Clarity of thought
Confidence (not arrogance)
Active listening
Candidates who take a moment to think before responding or who ask clarifying questions usually care about getting things right.
Technical skills can be taught, but attitude and collaboration are much harder to develop. Consider:
Will this person elevate the team dynamic?
Are they respectful and open-minded?
Will they be someone you trust in challenging situations?
Often, a gut feeling reinforced by structured interviews is your most reliable tool.
For roles with specific deliverables (like designers, engineers, or developers), a small paid trial project can be incredibly helpful. It shows you how they work under real conditions — and how they respond to feedback or deadlines.
The right candidate is evaluating you too. Are they asking questions about growth opportunities, company values, or your team’s goals? Candidates who do their research and ask deeper questions tend to be more engaged, loyal, and driven.
No hiring process is perfect. But by combining structured evaluation, culture alignment, and real-world assessments, you greatly increase your chances of choosing the right candidate. Remember: it’s not just about filling a position — it’s about building a team that lasts.
Need help finding the right candidate for your engineering or architectural firm?
At Altariya Global Connect, we don’t just match resumes — we match visions.
