You’ve completed all the right steps including candidate screening, interviewing, and background and reference checks. And you’ve found a potential new hire that appears to be just the right fit for your open role, your company, and its culture.

But, what happens if you encounter a red flag along the way? Do you automatically discard this person and move on to another prospect?

Maybe.

It’s important to define the specific red flags that apply in your case, which should be uniquely aligned with your hiring and company goals. That being said, there are some universal red flags to watch out for, which are generally relevant to all recruiting situations.

Red Flags That May Come with Candidates in the Hiring Process

Tardiness

Someone who arrives late to an interview without a valid excuse is someone whose time management skills are likely questionable. Furthermore, it’s inconsiderate. This is probably not the kind of person you want on your team.

Disinterest

Presumably, if a candidate is interviewing with you, this means they’re genuinely interested in the opportunity on the table. The right fit will be noticeably enthusiastic, excited, and passionate about the prospect of working for you. This should be clear right from the start.

The Blame Game

This tendency often comes across in the form of bad-mouthing a previous employer or otherwise putting the responsibility on others besides themselves when you ask a candidate why they left or are considering leaving their company. This often relates to a lack of ownership over past mistakes or experiences.

• You want to hire someone mature enough to acknowledge that failing and learning are integral parts of growth. Plus, refusal to take ownership in the past can be a negative sign of how an individual would react to any future failures at your company.

How to Spot Red Flags

They’re called red flags for a reason: they tend to stand out. But some candidate warning signals can be harder to spot right away than others. Keep these tactics in mind:

• Make every interview a conversation. Start by taking steps to ensure your candidate is relaxed, so they can speak freely and let their true personalities show. When this is the case, specific negative and positive points are more likely to be revealed.
• Ask the right questions. These should be related to your values, vision, and goals, too. And ask about their interest in the position, your product or service, and your organization. Gauge their knowledge and enthusiasm levels. On an important related note: Interviewees should have good questions of their own. If not, this is a sign they didn’t do their homework or aren’t really interested.

One of the best ways to discern which red flags to watch for, and how to make the best and most informed decision every time you hire, is to work with an experienced recruitment partner. KeyHR can help with this and all your talent acquisition and management needs. Contact us today to learn more.