Identifying potential red flags during the hiring process is crucial for making informed decisions, reducing risk and ensuring you choose the right fit for your organization. Here are some common warning signs to be aware of:
Resume Inconsistencies:
Discrepancies between a resume and a LinkedIn profile, or between an old and new resume, don’t always indicate an issue; however, they certainly warrant a closer look.
Similarly, gaps in employment history aren’t always a bad sign, but unexplained or recurring gaps warrant further inquiry. Ensure your candidate KNOWS their resume inside and out – if they stumble with facts, it makes me question how accurate it is.
Professionalism:
An unprofessional candidate will be an unprofessional employee. Pay attention to the way your candidates present and conduct themselves (for example, their clothing, body language and attention to detail).
A candidate that isn’t responsive won’t suddenly become responsive upon hiring. Consistently late responses to emails or phone calls, missed appointments, or a lack of follow-up are all flags that suggest unprofessionalism.
Attitude / Behaviour:
People feed off each other’s moods in the workplace – you don’t want your new hire to bring negativity onto your team. If all topics of conversation turn negative, like badmouthing past employers/coworkers or putting blame on others for their past failures, it’s a good sign that the candidate has a pessimistic attitude and may lack accountability.
Are they always the victim who has been done wrong in past positions? It is important to self reflect and recognize the part a person plays in a job not working out. Is there any way they might have handled things differently and, more importantly, what did they learn from this experience?
Immediate Focus on Compensation:
Salary and benefits are very important, of course – everyone has to make a living – but if that is the immediate and ongoing main focus of the candidate, it may demonstrate a lack of commitment to the job’s responsibilities. A candidate that is seriously considering if a job fits their abilities and long-term goals will want to know more about the job duties, your company, and the workplace.
If they answer questions like: what interests you in this role with “It is located close to home” or “Monday to Friday is what I am looking for”, there is a strong chance they have not put much thought into the tasks that the role encompasses. Go for more depth!
Lack of Preparation:
Candidates should show up for interviews having done some research on the company/role and with questions about the position, team, or company. If they don’t, they may not be seriously considering the job. A lack of preparation shows a lack of genuine interest and the lack of effort they may bring to your team.
Evasive Responses:
Pay attention to the quality of your candidate’s answers. Are they directly answering your questions? Are they giving vague responses? Can they provide concrete examples and details when describing past projects or achievements?
I find some candidates circle around questions and sometimes keep talking and saying nothing pertaining to the question asked. Are they able to keep focus, read the room and know when it is time for the next question?
Inadequate or No References:
No reference? Hard stop for me. Many people believe references are “foofie” and think “of course they will be great – they will not give references that will say something negative.” NOT TRUE! If you ask the right questions, you will get the real answers that will help you further reduce your risk.
Hesitation or even refusal to provide references can be a big red flag. We often will have offer letters that are “subject to a satisfactory reference from your current employer.” We know they may not be happy the person is leaving but again, we are targeting specific questions to help understand their specific work behaviours and qualities.
References are vital in further understanding how your candidate operates, what makes the tick and what struggles they have. Then it is up to you to decide if this combination of traits fits your business.
Overqualified:
Sometimes, a candidate who is way overqualified will apply for your vacancy. While it may seem like a good idea to choose them based on their experience, ask yourself first why they would want to accept a position so far below their qualifications. Is it to fill a gap? Come back from a termination? Or is there a valid reason?
The biggest risk you run in hiring an overqualified candidate is that they will continue to look at other postings and leave for a position that better fits their qualifications or wage expectations.
While one red flag might not be a dealbreaker, it’s still important to pay attention to any flags that come up during the screening process.
Let’s face it – hiring always will entail a certain level of risk.
Letting someone new into your work family can be fantastic and add incredible value but they can also cause damage. The goal is to reduce as much risk as possible; interview each candidate of interest at least twice, check references, listen to your gut. The recruitment takes a lot of time, but the time up front will be so worth it!