Spotting the red flags early when hiring

When it comes to hiring, we think in terms of what we want in a new employee, identifying the right qualifications, experience and soft skills that will benefit the role. Setting out what your deal breakers and red flags are that would stop you from hiring someone will weed out the candidates that are going to be a drain on your team. 

Spotting the red flags early when hiring

From not doing their homework to sketchy details, lousy attitude or social media that screams “don’t hire me” you can pick up the signs of an employee that is not right for you in the pre-screening process or the interview. Here are a few of the deal breakers that come up in an interview. 

They didn’t do their homework

Basic research of the job and the company are expected. They should have taken the time to study the website, company news and a walk-through of their CV prepared. A candidate who shows up with no homework done is frustrating; it looks like they haven’t taken the interview seriously. Take it as a sign of how they will treat their work. A candidate who has researched the company visited the website and has come prepared is showcasing their work habits and abilities.  And it is always appreciated.

Sketchy details

During every interview, we go through the candidate’s CV, cover letter and work history. Asking probing questions to get more information about their work history, successes or shortcomings. Nothing raises red flags more than a candidate who cannot provide a detailed answer, examples or proof of their previous work history. Or all of their references are uncontactable, retired or changed jobs and don’t have details for them anymore. It leaves us questioning whether the CV is truthful and we immediately rule them out. 

No desire to grow

One of the main drivers for people to apply for a new job is when their current company can’t offer them any further opportunities. Asking the candidate about why they are leaving their current role, what they have done in the role t to develop new skills. Try to get a sense of whether they take the initiative to develop their skillset and have just run out of opportunities or they wait for something to come their way and when it doesn’t get disgruntled and leave.

Social Media 

Social media research is another routine step in the recruitment process. It’s not the old photos that are cause for concern, although smart candidates hide the photos that would raise an eyebrow. If a candidate has posted work issues, problems with coworkers or commented negatively about the company online, that will turn any future employer off. No one wants to put their company’s reputation at risk. 

Blame game

We all make mistakes at work; we’re humans. During the interview, you are likely to ask competency based questions for example how they have dealt with a difficult situation at work and how they resolved it. A candidate who passes the blame for mistakes, issues or takes no responsibility for the situation may not be what you are looking for. Accountability is attractive, taking ownership or part ownership of what we wrong are a sign of a candidate that has learnt from the mistake. 

These are just five red flags that employers should note when interviewing their next hire. Punctuality, interrupting the interviewer, trying to control the interview and avoiding questions are also high up on our list of deal breakers.

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