7 Candidate Red Flags You Should Never Miss While Recruiting

1. 7 Candidate Red Flags You Should Never Miss While Recruiting

2. It is natural for every candidate to want to put in their best effort during a job interview though it means stretching the truth or holding back some very important piece of information. For recruiters, the mask that interviewees tend to wear at times can make it complicated to really get to know the candidate and estimate their ability to perform well in any particular role. Luckily, there are a number of telltale signs to decide if a candidate is a good or bad hire for your company and the position for which he is being interviewed. Here are eight candidate red flags to watch for in order to avoid a bad hire, as told by some of today’s leading hiring professionals:

3. 1. A lack of interest For every organization with a very niche set of clients and work, it is critical that that wants to build a team of talented people who care about their mission and future. So if someone does not care about listening to the company’s thought and feel committed to what the organization is doing, they are not going to care about the impact they have on their co-workers or the team as a whole. On a team, one person’s ripple effect can be felt throughout. The difference between someone who believes and someone who’s indifferent is huge. Best hires are those who support their co-workers, value their clients, take ownership of their work, take care of the office, think out of the box ideas to strengthen the team and workplace, and ultimately, feel responsible for the success of the company.

4. 2. No personal weakness If a prospective candidate is unable to express an example of a personal weakness it should be considered as a red flag if you are a hiring manager. Some candidates can dishonestly refuse to admit that they are weak at something, or sometimes they can just reframe their strength as a weakness in order to create a “picture perfect” image. Individuals who are not aware of their own flaws incline to assign blame everywhere else if something goes wrong with the project. Such people will never take the risk of something they did or they didn’t do. These people are certainly bad hires because a strong team environment rests on its members boosting each other’s strengths and balancing weaknesses. So, individuals who do not feel they are weak in any area may overpower or irritate their colleagues.

5. 3. Showing up late Industry experts, categorize hiring red flags into three categories: conduct, honesty, and judgment. One of the conventional red flags is when the person being interviewed does not show up on time. That one action tells that the person is not very serious about working in the organization of course under conditions provided. It shows carelessness about performance that is likely to carry all through the candidate’s stay in the company. Some Recruiters would not even consider hiring someone who showed up late for the job interview.

6. 4. Candidates doing a lot of Self-Talk Recruiters often opine that they are irritated by certain interview candidates who always take pride in themselves. There are some candidates who only talks about themselves and never mention their colleagues by name. If a recruiter only hears “I” stories and not a single word about the other team members with warmth, then recruiters generally do not gain confidence that they can work effectively in coherence with a team. It is okay for Candidates to know to tell team accomplishment stories and it should be taken as a positive point when they talk about their team accomplishments and then describe the role they played in making it happen.

7. 5. Not Enough Self-Talk Is Also A Red Flag As we discussed in the point above that too much “I” and not enough “we” is a red flag, the vice-versa is also a bad sign. Though with teamwork being too critical these days it might sound silly it is a true fact. It is really a huge red flag is when a prospective candidate is incapable of articulating the exact contributions they made in their position to employer’s success. For example, if the candidate’s company grew sales by 20 percent, don’t let the candidate speak in general terms rather you should push them to pinpoint the actions that contributed to the success. This red flag indicates the prospective candidates “drafts” on the success of others or the overall company. If you are sensing this thing in the candidate’s personality, it is very important to make sure the candidate has all the skills that are required for the job. Of course, as a recruiter, you will love to know stories in which people share credit but in an interview, it is very important to understand what an interviewee is bringing to the table.

8. 6. Long-Winded Explanations during Interview Long-drawn-out explanations or rambling while giving answers or any negativity explanation for the past organization should also be considered as a serious red flag. Professionals generally have simply sorted out reasons for leaving their previous position. So, any long-winded answer should be taken as a sign of a well-rehearsed explanation. Best candidates are always confident about their decisions and are very honest in their reasoning. Irrespective of its culture, every organization always wants someone who can take responsibility for their own actions, both on positive and negative sides.

9. 7. Any and all phone use A study recently by The Creative Group has revealed that about three-quarters (77 %) of HR executives said that they choose to eliminate a candidate from the list of shortlisted candidates if the candidate used a phone during the interview session. Using the phone for texting, surfing the internet, taking any kind of notes even if it is interview related, or answering a call or even switching the silence mode on shows the candidate’s lack of preparation and respect which are regarded as two most important abilities for every job and company culture. As the hiring managers assume applicants are putting in their effort during job interviews, any debatable behavior makes a big impact, no matter how competent a candidate may be for the position.

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