Hiring is a top priority for most organizations. It is essential to hire the candidate that is the most qualified and that has the potential to grow within your organization. The most critical part of hiring is the job interview – your one chance to get to know the candidate. It has been determined that structured interviews with structured assessments work best, but that does little to inform you of what to look for. Or, what not to look for – the “red flags” that signal a candidate might not be the right fit for your organization.
Here are some red flags to consider when interviewing a potential candidate:
The Candidate Has Not Researched the Company
Hiring managers and HR professionals review stacks of resumes before selecting a few candidates to interview. The candidate’s qualifications and prior job experience are compared to the job description to determine if the candidate can meet the required job responsibilities. At the face-to-face interview, the candidate can show that he or she has researched the organization. When a candidate researches an organization before the interview, it shows that the candidate is interested in the organization and can provide depth and insight into current and future roles. On the other hand, if the candidate has not taken the time to research your organization that is an indication that the candidate did not adequately prepare for the interview.
The Candidate Can Not Provide Details About Prior Work Experience
A resume is a template that gives an overview of a candidate’s accomplishments and experiences. During an interview, a candidate should be able to speak to all his or her employment history and provide specific details. Ideally, a candidate should be able to discuss strengths and opportunities. Also, the candidate should be able to define their short and long-term career goals clearly. If a candidate cannot provide specific examples and is vague when responding is an indication that the candidate may not have the experience as indicated on their resume.
The Candidate Treats Employees with Higher Level Jobs Differently
It is a good idea to get a feel for a candidate by conducting multiple interviews with employees who have different job titles. Perhaps, a high-level manager and a co-worker – this will help determine a candidate’s personality and how well that he or she will fit in with your organization. The range of viewpoints provided by your employees can identify any red flags that were missed in the earlier stages of the interview process. Often a potential candidate will put their best foot forward. It is critical that all employees are treated the same regardless of job title. If a candidate displays any personality clash early in the interview process, consider interviewing another candidate.
A resume offers a glimpse into a candidate’s work history but is an introduction to an in-depth discussion about prior employment history uncovering enough information to make an informed decision. A candidate should be able to speak to their work history and provide detailed examples. Hiring a brand-new employee is like inviting someone into your home. Initially, they are a guest but will eventually become a permanent fixture that will be present for many years.