Dear Kristy,
I’ve been burned a few times now by hires who looked great on paper but didn’t last more than a few months. I feel like I’m gambling every time I make an offer. How do you really know if someone is going to be the right fit—not just for the job, but for the team?
Hiring shouldn’t feel like playing the slots—but I get why it does. Resumes and interviews only show you the tip of the iceberg. The real magic happens when you dig deeper—beyond experience and into alignment.
Here’s what I recommend:
1. Prioritize culture fit early. Before you talk skills, talk values. Ask behavioral questions that reveal how they handle stress, feedback, and conflict. Give real-life scenarios from your company and ask, “How would you handle this?” You’ll learn fast if their instincts match your expectations.
2. Look for patterns, not perfection. People can be trained on software or processes—but not on attitude or accountability. Listen for consistency in their stories: Do they own mistakes? Do they talk about learning and growth? Are they respectful when describing past employers?
3. Get the team involved. Let key team members sit in on interviews or do informal meet-and-greets. Sometimes the best insights come from how a candidate interacts with future coworkers—not just the boss.
4. Be honest about the role. Don’t sugarcoat it. Paint a clear picture of what a tough day looks like. The right candidate won’t be scared off—they’ll lean in.
Bottom line: A “right fit” isn’t someone who checks all the boxes—it’s someone who wants to build with you, not just work for you. Keep refining your process, and trust that the right people will stick.
Got a recruiting question or challenge? Write in! Let’s tackle it together.
Kristy Sifford
With a background in flooring and restoration, but the heart and mindset of a teacher, Kristy Sifford tackles the difficult job of recruiting with tact, strategy, and determination. With more than a decade of recruiting experience in our industry under her belt, Kristy brings experience from speaking with thousands of candidates and hundreds of company owners. As founder and CEO of Wylander, she understands what it takes to fill even the toughest roles in the toughest markets, find and attract unicorn superstar players, and create a seamless hiring process for companies and candidates alike. Kristy's background in teaching, flooring, and most recently restoration have resulted in proven hiring and recruiting practices trusted by some of our industry's most elite contractors.
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