Hiring is always risky. No one wants to invest their time, money, and energy into a candidate that falls through; but unfortunately even the most promising candidates can have a red flag worth double-checking. Here are some warning signs to look out for:
No introspection
Although they may be good at carrying a conversation, their ability to confidently interview may not an accurate representation of their true abilities. Dipping your toes into questions about previous failures can be a good way to probe how self-aware, honest and analytical they really are. A good candidate will be able to see their shortcomings and grow.
Job-hopping
When candidates begin their careers, they may find themselves hopping between roles to get their feet wet. It’s when they’re many years into their career that it becomes a problematic trend. If they have a track record of never staying at a job for more than 6 months, it’s unlikely that this job will be the outlier.
They can’t walk the walk
Asking scenario-based, situational questions will help interviewers match the performance with the presented experience. Their responses will demonstrate how they overcome common obstacles.
Focusing your interview questions on behavioral questions will force the candidate to prove their qualifications. The intentional misrepresentation of a candidate’s experience will always be a warning sign.
They’re late
Being late to an interview reflects poorly on the candidate’s overall accountability. If they know that they’re running behind, they should mitigate the problem by calling ahead of time. Even then, it’s a bad sign when they can’t prioritize the interview.
Disparaging past employers
An interview is not the time to air out grievances over previous or current employers. Look for a candidate that is respectful when discussing their employment history. Even if they didn’t like their old boss, it shouldn’t be a focal point in the discussion. Quality experience won’t fix an abrasive personality.
Details?
Are they short? Or do they elaborate on their answers? Just because they put something on their resume, doesn’t make it true. The best candidates will answer questions in full without much pressure.
No questions
Unless you went through a deep dive into every possible aspect of the role, they should be able to conjure up a couple of questions if they’re truly interested in the role.
One skill all hiring managers need is the ability to recognize talent. Finding the best applicant for the job is especially crucial, which is why many companies rely on recruitment teams to find the best candidates. At JDI, we are dedicated to engaging world-class talent and providing unparalleled service for our clients. Connect with us here.