Every hiring manager wants to hire the right person for the job. However, if you’re eliminating candidates based on their job titles, you may be cutting great talent out of the pool. A candidate may have a dud job title but great experience. While workers oftentimes can’t control what their positions are called— especially in small companies and startups where unorthodox job titles are all the rage— they oftentimes can control their experience and what they learn. Look at what the candidate has done— not what she or he was called. Along the same lines, people with the best job titles don’t necessarily have the best knowledge. Consider testing your candidate’s experience to make sure that he can actually do what he says he can— even if he has supposed equivalent experience. This will also prevent you from having to go through costly layoffs, or hire a team instead. Lastly, if you’re hiring for a position, the first place you should look is inward. Is there someone in your company that can be promoted into the position? This will save time with on boarding and training, increase employee loyalty, and help build your employer brand. And perhaps most importantly: Whenever you’re hiring new employees, always use a digital job interviewing software to get the most out of the experience. For more information about video interviewing, check out our blog for great tips and tricks.