If you've ever had to interview someone for a job, you know how important it is to find the perfect candidate. However, if you don't take the time to go through the steps, you might end up hiring someone that isn't qualified for the position.
These six red flags will help make your process easier and avoid making a misstep that could be costly in more ways than one.
You'd think this one speaks for itself, but you'd be amazed at the people who show up to job interviews with body odor and unkempt hair. Then there are the ones with poor etiquette, mumbling or not speaking clearly, rambling into a cell phone during an interview, wearing provocative clothing, or displaying a general lack of respect. Managers can usually spot these red flags right away and are wary of them.
To save some time, interviewers can use a DISC assessment as a pre-interview screening tool to help them weed out candidates with undesirable personality traits. Just know that a DISC assessment cost will depend on which subscription you choose.
This one might come as a surprise, especially if you think of the Wall Street traders who've made millions off of insider trading and other types of fraud. However, it's true that some positions might not require a degree or prior work experience or knowledge of the field in which you are searching. In these cases, candidates with little education can still make the cut by showing strong quantitative skills and aptitude for the job.
This one requires the keyword "passionate." If a candidate doesn't seem to be in love with what they are doing, it could be a huge red flag, but it can also be part of a natural change that happens as people age and sometimes begin to doubt themselves or feel as though their skill set isn't up-to-par any longer. When this happens, it might signal that there is a need to find someone passionate about making a positive difference for the organization.
If you're hiring someone to work in a position where they will be dealing with the public, then there is no room for negativity. The candidate must have a pleasant personality and be able to engage with people of all types. If the interviewer does an excellent job at probing, it may even reveal if the candidate shows signs of egotism or sets unreasonable expectations for themselves or others.
People are allowed to make mistakes, and many go on to do great things, but if your candidate is unable to own up to their mistakes or refuses to be able to discuss them, then they might not be the right fit for the job. It could point towards a bigger issue, like not taking responsibility for their actions, being defensive or overly emotional when asked about these situations, or trying to change the subject altogether.
When answering a question, you should ask follow-up questions based on the one you were asked. For example, if you are hiring someone dealing with children, it would be wise to ask them how they've dealt with these situations in the past. At the end of the process, it's important to have a conversation about the candidate, not just from your manager's perspective but also from their own.
Being unprepared can point to several issues but most often shows up in candidates who have not done their homework. If you are intervi???????ewing someone for a high-level job, it's important to get through the process with as much information as possible. For this reason, you should ensure that your candidate comes prepared for the interview, whether they are meeting with you in person or on the phone. This is especially important if you suspect a candidate will take over an existing role.
Through the above list of red flags, you can conclude that people are great to employ but can become a liability if they don't have the skills or background you seek. This is why you must take your time during the interview process and research what type of person fits your new position best. You should always keep an open mind and watch out for these signs in potential employees.
