J.K. Rowling released her first Harry Potter book in 1997. By 2011, the series had become a $15 billion brand with more than 400 million copies sold around the globe. She’s now the world’s first billionaire author, but eight publishers passed on her original manuscript.

What did Bloomsbury, the U.K. publishing house that released her first work of fiction, see in the author that the others did not? If they were blind to a shining star like Rowling, how many hotel general managers, sous chefs, or front desk clerks do you think you’ve passed over by mistake?

In the age of digital resumes, separating the best from the rest has become increasingly challenging for hiring managers and recruiters. Most begin by looking for reasons to reject as many applicants as possible. They toss those with backgrounds that do not fit expectations into the trash. They retain the few who most closely match their list of requirements for further review. But in the process, they sometimes miss out on the best candidates of all.

Consider the following principles inspired by George Anders’ book “The Rare Find: Spotting Exceptional Talent Before Everyone Else” the next time you need to hire a hotel or restaurant professional.

1. Don’t be afraid to compromise.

If you were searching for an executive chef, does the candidate in this position need to be well versed in certain techniques in order to produce the cuisine your customers expect? Does the job applicant really need a master of culinary arts degree? For example, your last concierge manager may have had a decade of hospitality experience, but isn’t it possible for a less seasoned professional to excel in the role as well? If there is something about a resume that stands out—a candidate’s way with words, obvious passion for the industry, or unique take on service, for example—take the time for further evaluation. Do this even if his or her background isn’t exactly what you thought you were looking for.

2. Consider your career and that of your peers.

Unlike jury duty, hiring a housekeeping or wait staff team member doesn’t require a neutral assessment. Looking back at what you’ve learned during your own years in the industry will provide insight into the skills and characteristics a hotel or restaurant employee actually needs. You’re likely to find that you’ve encountered plenty of hospitality professionals who lacked various items on the “official hiring checklist” but excelled nonetheless over the course of their careers.

3. Ask candidates to audition.

Don’t rely on a digital resume and an in-person interview when making a hiring decision—audition candidates, as well. Some professionals look great on paper. Others interview exceedingly well. Neither of these characteristics guarantees they’ll be better at the actual job in question than the applicant with a spotty resume or the candidate with a nervous stammer. Put your top choices behind the front desk, the bar, or the line to see how they perform in a real-life situation.

Hiring managers want to find the perfect candidate for any available position. Unfortunately, it’s all too easy—especially in this rather impersonal and automated age—to obsess over checklists and lose sight of the real people behind the digital resumes you’ve received. Remember these principles and you can broaden your candidate pool without compromising on quality.