Legal Tech Talent Network

Hiring managers often rely solely on resumes and LinkedIn profiles to assess candidates—but doing so may cause them to miss out on exceptional talent. While these documents provide a snapshot of a candidate’s experience, they rarely tell the whole story. Employers need to look beyond resumes and LinkedIn profiles when making hiring decisions.

The Problem with Resumes

Resumes are tricky. Every hiring manager has different expectations—some focus on skills, others on training, accomplishments, or job summaries. The challenge? No single resume can cater to every hiring manager’s unique preferences.

Candidates do their best to present themselves effectively but can’t include everything. Many face confidentiality constraints that prevent them from disclosing details about technology, clients, budgets, or performance metrics. On top of that, candidates often receive poor resume-writing advice—or worse, they pay for a “professional” resume writer who lacks industry knowledge.

As a result, hiring managers often encounter resumes that don’t reflect a candidate’s qualifications. Some of the worst resumes come from professional resume services that don’t understand the candidate’s field. The best resumes are usually crafted by the candidates themselves or with the help of their colleagues or managers who have direct experience working in or hiring for that role.

Rather than relying solely on resumes, hiring managers should invest time in thorough interviews—or, if time is limited, partner with a professional recruiter who can conduct in-depth candidate assessments and provide detailed interview notes.

READ THE RECRUITER’S NOTES! Don’t just skip to the resume!

Why a LinkedIn Profile Is NOT a Resume

Many hiring managers treat LinkedIn profiles as de facto resumes but serve a different purpose. A LinkedIn profile is a public-facing page designed for networking rather than job applications. Because of this, candidates often omit sensitive details such as revenue impact, sales quotas, or project budgets—information they may be happy to share in a private interview.

Additionally, some companies dictate what employees can include on their LinkedIn profiles, meaning a candidate’s profile may not fully reflect their contributions, responsibilities, or achievements. Hiring managers who rely too heavily on LinkedIn risk dismissing strong candidates simply because their profiles lack specific details.

The Best Talent Is Found Through Conversations

If you want to hire the best people, you need more than just a resume or a LinkedIn profile—you need real conversations. The most effective way to assess a candidate’s qualifications is through interviews, whether conducted in-house or by a specialized recruiter who understands your industry.

Relying on static documents to make hiring decisions is a mistake that can cost your company great talent. Instead, take the time to dig deeper—you may be surprised by what you uncover.

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