Last year, I was searching for an Executive Assistant who would report to the CEO of a Fortune 500 firm. I received hundreds of resumes and found several candidates that seemed qualified. Then, one jumped right out of the pile – I'll call that candidate Sally.

Sally wrote a creative cover letter explaining why she was the perfect candidate. She dotted her i's and crossed her t's and had a mastery of grammar. The words on the page made me believe that she was not only someone I wanted to interview, but also that she was probably the person we would ultimately hire. My intuition rarely lets me down.

I called Sally on the phone and, lo and behold, her phone presence was just as wonderful as her resume and cover letter. I could not wait to meet her so I scheduled an interview for the next day. I also asked the CEO to clear a half hour on his calendar because I was sure that I had found his next Executive Assistant.
In walked Sally. She greeted our receptionist warmly, took her seat, and patiently waited for me. I got up from my desk and started the walk to the waiting area while thinking about how happy the CEO would be with me after he met Sally. What a lucky day for everyone involved!

But then it all went wrong…

Sally broke the cardinal sin of interviewing. She neglected to dress to impress. Although the outfit she was wearing was attractive, it was not nearly corporate enough to be an Executive Assistant to our CEO. It would have been perfect for the company holiday party though!

I began the interview with Sally but my excitement was gone as I was concerned about her judgment. If Sally wasn't able to make the right choice with this level of decision, how could she possibly make more important decisions in her job? Also, what would she wear to work every day if this was her best outfit? I decided to pass on Sally and found another candidate for the CEO.