The Perfect Candidate: Rethinking How We Hire in the Real World

Let’s get straight to the point.
In the real world, the “perfect candidate” doesn’t exist in a polished CV or a glowing reference letter from their last employer. Those are just checkboxes. And in the hospitality industry, those boxes don’t tell the full story.

It’s time we rethink how we hire.

CVs and References? Overrated.
Here’s the truth: A CV can’t tell you if the candidate will perform well under pressure, if they’ll respect the team around them, or if they’ll truly care about your guests, your business, and your culture.

And references? Let’s be honest — they’re often more about politeness than honesty. You’re not getting the full picture; you’re just getting the “highlight reel.”

So, how do we find the right person?

The Real Question: Who Do You Actually Need?
Before you even post that job, ask yourself:
What does the perfect candidate really look like?

I’m not talking about “5 years of experience” or “knows how to use a POS system.”
Go deeper. Think like a marketer designing a customer persona.

What kind of energy should this person bring to the team?
What are their core values?
How do they react when things go wrong?
What’s their attitude toward growth, feedback, and teamwork?
Are they a solo player, or someone who fits seamlessly into your team?

Write it down.
Make it part of your hiring strategy. When you know exactly what you need, you’ll stop settling for whoever checks the most boxes.

Get Your Team Involved: They Know Best.
No, I’m not suggesting your frontline staff should handle the hiring.
But do talk to them.

Ask your team:
What kind of colleague do they need?
Who fits their rhythm?
What’s missing from the current dynamic?

Here’s the hard truth: your team is the heart and soul of your business. They are the ones interacting with customers and delivering the experience day in and day out. Ignoring their insights is like setting the stage without rehearsing.

Salary Expectations? Stop Passing the Buck.
Here’s a trend that needs to end:
“Tell us your salary expectations.”

No. Do your homework.

If you want top talent, you should already know:
What are other businesses of tour caliber paying?
What’s the going rate in the market for each role?
Where does your offer fit into the picture?

And don’t just check once a year. Do it 3-4 times annually.
Be fair. Be competitive. Be respectful.

Salary isn’t everything, but let’s not kid ourselves. People work to live. Without money, no one can survive.

Final Thoughts
The perfect candidate isn’t just someone with technical skills. They’re someone who fits the vibe of your team, the rhythm of your business, and the reality of your operations. But finding that person requires more than a job post and a stack of CVs. It takes clarity, intention, and genuine connection.

So, let’s stop hiring based on paper.
Let’s hire like we actually care about the people we work with and the future we’re shaping in the hospitality industry.