Distance traveled: measuring potential beyond the resume

Resumes have been the be-all and end-all for hiring managers since the dawn of time. If your resume doesn’t have the right name or job title on it, you need not apply because you won’t make it to the top of the pile anyway. But what if finding the best candidates meant looking at more than just job titles and degrees? Distance Traveled is one of the primary metrics that we use to look beyond standard employee evaluation. In a recent pilot study we conducted, Distance Traveled emerged as a promising construct, shedding light on how life experiences shape the attributes most vital to success. Here’s what we’ve discovered and why it matters.

What is distance traveled?

Distance traveled measures an individual's accomplishments while also considering their starting point. By accounting for lived experiences, the obstacles they’ve faced, and how far they’ve come, we gain a more holistic understanding of their journey. It’s about valuing both the journey and the destination.

Distance traveled encompasses several key traits:

• Grit: Perseverance.

• Resourcefulness: Creative problem-solving.

• Self-Efficacy: Confidence built through overcoming obstacles.

• Proactivity: Taking initiative.

• Antifragility: Thriving under pressure.

• Resilience: Drawing on life experience to handle adversity.

Findings from our study

When we looked into Distance Traveled, we discovered some surprising insights that challenge traditional hiring processes. For example, in our study of 385 U.S. adults, we found a positive correlation between age and Distance Traveled. The research also showed that participants without bachelor’s degrees scored higher in distance traveled than those with degrees.This suggests that individuals who have taken nontraditional paths may possess a unique combination of resilience, grit, and resourcefulness that isn't always assessed or utilized properly. With this in mind, it's up to employers to take steps to foster real talent by rethinking their hiring practices. Individuals who have taken nontraditional paths frequently demonstrate proactivity and antifragility, thriving under pressure and leveraging adversity to grow and succeed in ways that traditional educational trajectories may not require.

Why distance traveled matters

As humans, we all carry implicit biases, whether we’re aware of them or not. When we see a certain school or job title that we like or recognize, it can unconsciously influence our decision-making. That’s why companies spend so much money on advertising—they know we’re more likely to buy a Coca-Cola rather than a soda we’ve never heard of. This, however, can lead us to overlook a soda that would actually pair much better with our current meal, if you catch our drift. Of course, we’re not talking about soda. We’re talking about candidates from underrepresented groups who may not have had access to the same opportunities but bring invaluable traits to the table. These candidates often offer unique perspectives and life experiences that can bring a fresh perspective to organizations. For example, we found younger applicants with high Distance Traveled scores demonstrate qualities that directly translate into workplace strengths.Using distance traveled as a metric lets us account for our biases and take a more well-rounded look at potential candidates.

Transforming hiring with CLARA

Distance Traveled is one of many innovations we are bringing to the hiring landscape. At CLARA, we believe in smarter, equitable hiring practices that provide a complete view of each candidate. Distance Traveled is a crucial part of that assessment.

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