However sharp your HR department might be, there will always be that one person who slips through the net and just should not be there when you get to the interview stage.
Interviewing helps to weed them out and is vital for your business, but how do you spot them – and quickly? After all, not all candidates are what they first appear to be on meeting them.
Appearance
First impressions always count, and gut instinct should not be ignored. The candidate should be dressed appropriately for the position they are interviewing for, but also take note of how they conduct themselves whilst waiting for the interview, such as how they interact with other candidates or your staff, for example.
Punctuality
Another obvious point, but an important one – does the candidate arrive on time for the interview? If they are late for this most important of meetings, it could be a sign that they don’t value the opportunity to work with you. Take note also if they arrive with seconds to spare, but look flustered as if they have been hurrying. These signs could also indicate a lack of planning and preparation for the interview.
Lack of Preparation
Another red flag to watch for is a lack of preparation for the interview. ‘Have they attempted to do any research into the job role or even your company?’
Joe asks. ‘If a candidate arrives and knows nothing about you or the job, be wary if they then claim to be someone who takes the initiative and is always enthusiastic about their work.’
Inconsistencies In Their CV
If their resume declares certain knowledge or experience, be sure to ask them about it. If what they share during the interview doesn’t stack up with what they have written about themselves, then that’s often a sign of CV embellishment, a.k.a. dishonesty.
Overemphasis on Salary and Other Benefits
‘It is perfectly normal to enquire about salary and benefits, especially if these have not been advertised,’ comments Joe, ‘but if they focus a lot on these points, especially early in the interview process, then they are likely thinking more about what they can get out of you rather than what they can contribute to the team.’
Complaining or Gossiping
Ask the candidate about previous employers and pay attention to how they speak about them. While some negativity is to be expected given that they are looking for a new position, if they openly complain or bad-mouth about previous employers or supervisors, then take this as an indication of how they may well behave when working with you.
Poor Communication Skills
This is not only about how well they can articulate and express themselves but about how well they listen. Are they paying full attention to you during the interview? Do they keep asking for clarification on what you are saying, or ask you to repeat yourself a lot? When they do respond to a question, are they answering what you asked them or are they avoiding doing that and only telling you what they want to say?
Not Asking Any Questions
Joe says, ‘Not asking any questions of their own is another sign of a lack of interest in the role being offered. Why would someone starting a new role not have any questions? If they do ask questions, it’s a sign that they’re interested in the role.’
Last Words of Advice
Joe’s final point on interview red flags is very important. ‘Don’t take just one of these red flags in isolation as a reason for rejecting a candidate, but rather as a warning to pay attention. After all, no one will ever interview perfectly. If you find you have two or three red flags stacking up, however, then think very carefully before offering that candidate a position.’
===
Share your experience interviewing candidates in the comment session:
