“It’s not about what you did yesterday. It’s about what you’ve learned and the skills you bring to tomorrow.”
When we think about hiring, a candidate’s past often overshadows their present potential. Recently, I spoke with someone who felt defined by a mistake made eight years ago. It wasn’t malicious or career-ending, but it left a mark that has kept him from promotions. That story made me reflect on how we, as leaders and recruiters, approach candidates who carry a “black mark” on their record.
The truth is, everyone has made mistakes. The key is not the error itself, but whether the individual has taken responsibility, learned from it, and taken steps to grow. I’ve worked with candidates who have faced serious challenges, even criminal charges, yet demonstrated resilience, self-awareness, and the ability to move forward stronger.
When hiring, I encourage organizations to look deeper. Use interviews to assess not just technical skills, but also the motivation and personal growth that result from overcoming past failures. Someone who has truly learned from tough lessons often brings a level of determination and self-motivation that sets them apart.
This episode explores why we shouldn’t disqualify someone solely because of a past misstep and how to address concerns within the team if you promote or hire someone with a complicated history. Remember, past mistakes don’t define a person’s future. They shape the strength they bring to it.
Notable Moments
00:01:28 – Story of a candidate held back by a past mistake.
00:02:31 – Why second chances matter in hiring.
00:05:21 – Asking about black marks during interviews.
00:09:21 – Concerns managers have about hiring someone with a record.
00:13:55 – Handling internal team perceptions after a promotion.
00:15:59 – Overcoming past mistakes and moving forward.
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