Red Flags to watch out for while interviewing candidates | The Talent Kitchen

Red Flags to watch out for while interviewing candidates

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Spot Red Flags while interviewing candidates!

Interviewing is a fine art; whether you are a candidate or a client, the one that needs to be mastered only with experience and skillful preparation. When you think of Interviews, it’s not the face to face meeting with a candidate in your office or over coffee that qualifies as one; it actually starts the moment you lay eyes on their CV. How would you know the red flags to watch out for? This is where an experienced recruitment agency comes in to play! A good recruiter within your industry sector might find you a candidate who can ‘do’ the job, but it’s a great recruiter that can assist you in spotting the red flags and ensure you hire the best candidate to ‘excel’ at the job!

Unprofessional email or voicemail and Resume errors

Even before you meet with a candidate, their contact details can play a major role in your decision-making process whether to proceed or otherwise. Having an unprofessional, immature or illicit email address listed on their resume for professional purposes is unacceptable. Likewise for voicemails! Interesting how small details about a candidate can reveal major aspects of their personality! Likewise, a resume riddled with grammatical or spelling errors demonstrate the candidate’s lack of attention to detail or lack of interest to produce quality work.

Arriving late for an interview

Lateness or tardiness is not just a trademark of a thoughtless and inconsiderate, unsuccessful person; it is a demonstration of a lack of respect for people and their time, a lack of interest, or simply personal nature. And you wouldn’t want your brand and business being represented by such qualities to clients in the marketplace! On the contrary, a good candidate will arrive at least 10-15 minutes prior to an Interview, calm and collected!

Complaining about former employers, bosses, teams or companies

Whilst we all have found ourselves in difficult scenarios with challenging colleagues, managers or situations, the way a candidate handles this and communicates about it in hindsight makes all the difference! Qualities like problems with authority, lacking discretion or judgment on what is and isn’t appropriate to share, readiness to blame others and a failure to accept responsibility are naturally not desirable and relatively easy to spot when you have a disgruntled candidate venting out in an interview!

Interested in personal benefit

It’s not worth investing your time when you come across a candidate who is eager to understand the salary structure or pay cycle, to kick off the interview process as opposed to demonstrating enthusiasm and excitement towards making a contribution to your business goals and objectives. A salary fixation can suggest that the candidate is not truly engaged with the job and brand which would be detrimental for future satisfaction, loyalty, and performance.

Body Language and presentation

The science of Kinesiology can play a major part in picking your winners! Interview body language is a legitimate barometer and subtle cues like a limp handshake, failure to make regular eye contact, slouching, arms crossed, constantly shaking and being fidgety etc are signs to watch out for as opposed to a cool, calm and collected candidate. Likewise, a dishevelled presentation like Frazzled hair, wrinkled or messy clothes, dirty fingernails, etc. are reflective of how a person might perceive themselves (with a lack of self-esteem or self-worth) and this is in turn how the world might perceive them as an employee; indicative of laziness, poor attention to detail, and/or insufficient interest in your job opportunity.

The candidate has a bad attitude

Bragging, talking too much, poor listening skills, being the ‘I Guy’ in team projects, Use of inappropriate language or cursing, or, being rude and dishonest are all indicative or an unhealthy attitude that would resume in negatively impacting your workplace. Hire for attitude, and cultural fit and values because you can train for skills but not for attitude.

A candidate can’t provide a supervisor for a reference or support resume claims

Not uncommon but definitely concerning! Providing colleagues as referees are acceptable to a certain extent especially to assess how a candidate performs as part of a team but if they can’t furnish details of their immediate manager; a major red flag! There must be a reason. Likewise, a candidate offering vague, fluffy or overly detailed answers to your interview questions may be indicative of fabrication especially when they cannot provide supporting evidence to their verbal claims.

Not asking questions

Demonstrates a lack of depth in thinking, lack of understanding or interest in a job/organization, or a lack of preparation, and it is also somewhat insulting as an employer. Where there is genuine interest and excitement associated with a role, the team and the overall company, there are always questions!

At the end of the day, like two sides to a coin, a candidate could be having a good or a bad day so it’s important to give candidates benefit of the doubt when assessing a potential fit. These red flags are indicative in nature and every single one of them may not be applicable to every candidate!