More Than a Resume: How One Assessment Changed My Career

Finding the right people for your organization can feel like a wild goose chase—especially in a competitive job market. You post the job, sort through hundreds of resumes, interview a few standouts, and still end up wondering… Did I miss someone great?

Turns out, you probably did.

That’s because traditional hiring methods prioritize experience over potential. But what if there was a better way? One that uses science and data to uncover what a resume can’t?

Enter the Predictive Index Behavioral Assessment™—a tool that changed the way I view talent, starting with my own story.

A Journey: From Latte Art to Leadership

Flashback to five years ago. I was fresh out of college with exactly two things on my resume: making cappuccinos at a coffee shop and checking guests into a hotel. Career direction? Undefined. Confidence? Questionable. Experience? Barely enough to fill a post-it note.

But I came across a job opening at MindWire and applied anyway.

Before I even made it to the interview, they asked me to take a behavioral and cognitive assessment by the Predictive Index®. I figured it was just a hoop to jump through. But it turned out to be the door that opened everything.

Despite my lack of years in experience, the assessment revealed I had strong people skills, a knack for client service, and the ability to stay organized under pressure. And get this—they actually talked to me about those strengths in the interview. Instead of grilling me about what I didn’t have, they focused on what I could bring to the table.

At first, I couldn’t understand why they were looking at a barista for a high-profile client and support role. But they saw something in me that I hadn’t discovered myself. 

That was the moment I realized: this company doesn’t hire based on bullet points. They hire based on potential.

Spoiler alert: I got the job. And it changed everything.

The Power of Data-Driven Hiring

Using behavioral assessments in hiring isn’t just about being innovative—it’s about being strategic. Here’s what tools like the Predictive Index Behavioral Assessment actually do for your hiring process:

Get the Full Picture

Resumes tell you where someone’s been. Assessments show you where they can go. You’ll uncover how a candidate works, communicates, solves problems, and collaborates—before you even meet them.

Hire for Potential, Not Just Pedigree

When you hire based on behaviors and cognitive ability—not just past job titles—you open the door to candidates who might’ve been overlooked. That means more diversity of thought, better team dynamics, and a stronger talent pipeline.

Reduce Bias and Make Confident Calls

Gut feeling shouldn’t be your hiring strategy. Data helps you avoid unconscious bias and align candidate selection with what the role actually requires. (No more hiring someone just because they “seem like a good fit.”)

Fuel Retention and Engagement

When employees are placed in roles that match their natural strengths, they’re more productive, more engaged, and more likely to stay. Hiring is just the beginning—these insights support development, coaching, and succession planning down the road.

The Resume Isn’t the Whole Story

Most companies hire for experience, then scramble to train for potential. Why not flip that script?

Using tools like the Predictive Index® Behavioral Assessment helps you spot hidden strengths, make smarter hiring decisions, and build a workforce that performs—and sticks around.

I know this firsthand. I’ve lived it.

So the real question is: Are you ready to look beyond the resume?