Resumes Should Be Windows, Not Mirrors: Rethinking How We Hire
In today’s competitive job market, candidates are constantly encouraged to tailor their resumes for every single role.
Highlight this project. Swap in that keyword. Edit, reframe, customize — again and again.
While this strategy makes sense in theory, I believe there’s a deeper question worth asking:
Are we too focused on tailoring, and not focused enough on finding a real fit?
Why I Choose to Present My Resume Authentically
When I apply for a role, I choose to present my experience and accomplishments as they are — authentically and honestly.
Not because I don’t care about aligning to the role, but because I believe real fit should be natural, not forced.
A resume should be a window, not a mirror.
It should give hiring managers a genuine glimpse of:
- Who the candidate truly is
- What they have actually accomplished
- How they think, work, and grow
When candidates reshape their resume too heavily, it may increase interview chances in the short term. But does it improve long-term success — for either the candidate or the company?
That’s a question worth exploring.
The Risk of Over-Tailoring Resumes
From a hiring perspective, encouraging over-tailoring might unintentionally prioritize candidates who are great at storytelling over candidates who are truly the best fit for the company’s needs.
In other words:
- Are we selecting the best marketers of themselves?
- Or are we selecting the best contributors for the team’s mission?
When a candidate’s authentic story naturally resonates with a company’s vision and goals, that’s when true alignment — and lasting success — happens.
Authenticity as a Strength in the Hiring Process
Imagine the power of building teams based not only on skills, but also on real, shared values and working styles.
Engagement would be higher. Retention would be stronger. Culture would thrive.
Authenticity doesn’t mean ignoring relevance.
It means presenting your experiences honestly, trusting that the right companies will recognize the value.
As both candidates and hiring managers, perhaps it’s time we value authenticity as highly as polish.
Final Thoughts: Rethinking Resumes and Hiring for the Future
The next time you’re reviewing a resume — or writing your own — ask yourself:
Are we creating windows for true connection, or mirrors for expected perfection?
I believe that when candidates show up authentically, and when companies hire for real fit, everyone wins.
I’d love to hear your thoughts:
- Should resumes be perfectly tailored, or authentically presented?
- How much should authenticity matter in the hiring process?
Let’s rethink not just how we hire — but how we connect.