Shortly after stepping into a leadership position I needed to post a job opening for a position on my team. My excitement for conducting interviews and making my first hire was soon dampened by the arduous task of reading through resumes.

A resume is like an Instagram feed in that it is the highlight reel of an individual’s accomplishments. The use of creative action verbs and adjectives make even the most basic and mundane experiences sound as if they were nobel prize worthy.

The job I was filling didn’t require a specific degree or any certifications, so I received a large number of applications and resumes. A bit overwhelmed by the response, I asked my boss for advice in narrowing the applicants to the few that I would invite to an interview.

He said something along the lines of: anyone can do the job. Just find someone who is a good fit for the team.

His answer wasn’t necessarily wrong, but it didn’t sit well with me. First of all, while the job was administrative in nature, the idea that anyone could do the job was insulting. A good administrative assistant can make or break a team, and having the right skillset was only a small portion of what was needed to fill the role.

Secondly, finding someone who would be a good fit for the team sounds like a good quality, but the company culture was unhealthy, at best, and I didn’t want someone who would just assimilate–I wanted someone who would help create positive change.

I read through every single resume–every accolade and accomplish. Most of the resumes listed “detail oriented and organized” under skills, but it was the ones that described their qualities of being service oriented, innovative, and collaborative that stood out.

Once I started focusing on the values and beliefs along with the skills I was able to narrow the stack down to three applicants that I would invite in for an interview.

Are skills important for a specific role? Absolutely. Without a doubt we should be filling positions with people who have the skillset and teachability to learn and perform well.

However, that is not the only thing, and sometimes it’s not even the most important thing, to look for when filling a position. It is also important to look at each person as a whole. What are their values, strengths, and best qualities? What is their potential for growth? What are their professional and personal goals? Leadership aptitude?

Through my first hiring experience I learned what to look for in resumes and the importance of crafting interview questions that would give me a better picture of the person and how they might perform on the team. Of course, every hire is a risk, (and I have a story about an unsuccessful hire that I’ll save for another time), but being clear on who you’re looking for and asking good questions is a great way to increase the chances of hiring well.

I also realized why I didn’t agree with the advice my boss had given me.

Hiring is not about finding someone who will be a good fit for the team. Hiring is about finding someone who will add value to the team and help move the company forward in reaching its goals.