They say “history repeats itself,” and I think that’s especially true when it comes to hiring.

When you’re looking at hiring an associate or other employee for your firm, be mindful of that person’s history.

Look analytically at the resume sitting in front of you and study the personal history of the applicant. The history you see on the resume is an excellent predictor of the performance you can expect in your office.

• Work history. When a resume reveals a series of short-term jobs, you can assume the applicant will be a short-term employee for you as well. One year here, one year there predicts one year with you. I’d reject that one.
• Track record. When a resume reveals mediocre achievements—regardless of whether it’s a poor GPA or a lack of accomplishment in the workplace—you can assume the applicant will have mediocre achievements in your office as well.
• Appearances matter. When a resume reveals a lack of attention to detail—typos, spacing errors, poor formatting—you can assume you’ll suffer from that same issue when the employee shows up on your payroll.

Ask some questions during the interview to flesh out the history. Ask for examples of exercising initiative. Ask for examples of dealing with an upset customer. Ask for examples of collaborating with co-workers. Listen carefully to the stories and assume that whatever happened before will likely happen again.

Be careful not to fall in love with the applicant without a careful examination of the history. Some applicants talk a good game. They’ve got an explanation for every issue you raise and an excuse for every problem. They present themselves well regardless of their history. Slow down, be careful, and listen critically. Don’t get sucked in by the smooth talk. Assume that history will repeat itself.