For many pro­fes­sion­als across the Caribbean, the hir­ing process can feel con­fus­ing and un­pre­dictable. Can­di­dates up­date their ré­sumés, high­light their ex­pe­ri­ence, and ap­ply for mul­ti­ple op­por­tu­ni­ties, yet many still strug­gle to move for­ward in re­cruit­ment process­es.

Part of the chal­lenge is that the way em­ploy­ers eval­u­ate can­di­dates has changed sig­nif­i­cant­ly in re­cent years. While many pro­fes­sion­als still ap­proach job ap­pli­ca­tions us­ing tra­di­tion­al meth­ods, hir­ing teams to­day are in­creas­ing­ly look­ing for very dif­fer­ent sig­nals when de­cid­ing who ad­vances in the process.

To bet­ter un­der­stand how or­gan­i­sa­tions ac­tu­al­ly as­sess can­di­dates to­day, I spoke with Khadi­ja Moore, re­gion­al di­rec­tor of hu­man cap­i­tal at the Uni­com­er Group, a multi­na­tion­al re­tail and con­sumer fi­nance com­pa­ny op­er­at­ing across more than 20 coun­tries. Moore is al­so a con­trib­u­tor to the Forbes Busi­ness Coun­cil, where she writes about lead­er­ship, tal­ent strat­e­gy, and the fu­ture of work.