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You can learn a lot of information about a job candidate during an interview. Besides learning about their work history and qualifications, it’s an opportunity to gauge their overall behavior – both the good and the bad. Here are some specific red flags to look out for when interviewing candidates to avoid making the wrong hire.

Candidates Who Have Not Done Research

It’s never been easier for a candidate to perform basic research on a prospective company. A quick Internet search and visiting your company’s website should supply them with a wealth of information. In turn, they should be informed on topics like company history, marketing positioning, culture and so on.

If you discover a candidate has performed zero research, this shows a lack of interest and an unwillingness to put forth even minimal effort. This is a poor reflection on both their character and work ethic and probably isn’t someone you want to hire.

Can’t Provide Proof of Resume Claims

You might be surprised at just how many job candidates fib or straight up lie on their resumes. Time Magazine offers some telling statistics:

  • 56 percent of hiring managers have caught candidates lying on their resume
  • 62 percent have encountered candidates embellishing skills and capabilities
  • 54 percent have experienced applicants taking liberties when describing their responsibilities
  • 25 percent have seen candidates who claim to have been employed by companies they never really worked for

It’s a bigger problem than you may think. If you find a candidate get caught up in a lie or fabrication, then that should immediately disqualify them.

Arriving Late to the Interview

There can be an endless list of excuses for why a candidate is tardy. But when it’s all said and done, being late demonstrates a lack of planning and carelessness. Both of which aren’t traits you’re looking for in an employee.

While it may be tempting to overlook a candidate’s tardiness if they possess the right skills and talents, you’re usually setting yourself up for problems in the long run because this type of flakiness is seldom a one-time thing. In most cases, you’ll find that this type of problem behavior persists.

There are numerous factors that come into play when evaluating a job candidate. Some of the negatives are subtler. But obvious behaviors like these should always serve as red flags and shows that a candidate is ill fitted to bring on board.

Looking to fill vacant positions with high-level talent? Get in touch with PrideStaff DFW today.

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