Although a candidate’s resume may show that they are qualified for a role, you still need to interview them to ensure the information is accurate. You also need to find out whether the candidate is a good fit for your company and the role.
To increase the odds of finding a good hire, be sure to look for red flags during the interview. If you spot any, they likely would affect the candidate’s performance in their next role. This can negatively impact the team, employee morale, and retention.
If you see any of these red flags during an interview, you likely want to move on to another candidate.
Incongruent Body Language
Lack of eye contact, an overly relaxed posture, or standoffish body language are red flags. They may be signs that the candidate lacks professionalism or has a negative attitude.
Focusing on body language can help you understand whether a candidate is being honest about what they tell you. If their body language seems off, you might not want to hire the candidate.
Lack of Passion for the Role
A candidate who truly is interested in the position is excited about the possibility of working for your company. Otherwise, the candidate may be looking for a job to stay at until something comes along that is more in line with their interests.
Ask the candidate questions about why they want to work for you. Find out what they like best about your products or services and which part of the position most appeals to them. If the candidate cannot give a clear answer, they likely are not invested in staying with your organization. You may want to focus on other candidates instead.
Absence of Ownership for Mistakes
A candidate who blames former colleagues for their mistakes or makes excuses for why things didn’t work out does not maintain accountability for their actions. This means the candidate likely would not react to failure at your company in a manner that promotes professional growth.
Ask the candidate to explain a mistake they made, what they learned from it, and how they used their experience to perform better in future situations. If the candidate cannot effectively answer this question, find one who can.
No Questions Asked
A candidate who doesn’t ask questions during the interview likely isn’t truly interested in the position. They probably didn’t research the company or weren’t listening during the discussion.
If the candidate does ask questions, make sure they are insightful and relevant to the conversation. Otherwise, the candidate may be asking general interview questions to give the impression of engagement in the conversation.
Asking relevant questions helps the candidate ensure that the role and organization are a good fit for them. If the candidate doesn’t ask for further clarification on relevant issues, you likely should focus on other candidates.
Turn to the Interview Experts
Since hiring isn’t easy, you may want to let the experts at The DAVIS Companies do the work for you. Get in touch with our team to learn more!
