Hiring is a time-consuming, expensive process. This is why making the most effective hiring decisions is important.
Looking for red flags during your hiring process lets you eliminate the candidates who do not fit what you are looking for. This frees up time to talk with the candidates who better meet your hiring criteria.
Knowing what to pay attention to during the hiring process helps you determine which candidates should advance to the next step. This minimizes bringing aboard bad hires and needing to restart the hiring process.
If a candidate displays any of these red flags during the hiring process, you likely should hire a different candidate.
A candidate should be early for their interview. This shows organization, planning, and respect for your time.
A candidate who does not show up on time likely is not serious about working for the company. They may not care about their performance or longevity with the organization.
This candidate might not show up on time, or at all, if hired. Then, you would need to spend more time finding their replacement.
A candidate should show enthusiasm for the role and organization. Caring about the company’s mission, vision, and values provides a foundation for success.
A candidate who does not show interest in the business is not invested in its success. They will not remain engaged and productive or stay long-term.
Having a new hire quit after a short time impacts job satisfaction and employee morale. Team members who have to take on additional responsibilities typically become stressed. They may begin looking elsewhere for a new position.
A candidate should discuss their individual and team contributions and results. This indicates a strong ability to work independently and collaboratively.
A candidate also should talk about team accomplishments and their role in attaining them. This shows they appropriately give and receive credit for achievements.
Speaking only of their own accomplishments means a candidate may be difficult to work with. Bringing them aboard likely would lower your team’s performance.
Lack of Skills
A candidate should articulate their contributions to team accomplishments. This clarifies the role they played in impacting an organization.
A candidate should share credit for their team achievements. However, they also need to demonstrate specific ways they helped out.
Not clarifying individual efforts suggests the candidate drafts on the success of their colleagues. As a result, they might not have the skills needed for the role.
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