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Red flags to watch out for during the hiring process

It is easy to experience mixed emotions during the hiring process. On one hand, you may feel stressed out as you search for a candidate that perfectly fits your expectations. On the other hand, you might be excited at the seemingly endless possibilities; for all you know, your next hire could have exceptional work ethic and a likeable personality.

Generally, with the latter in mind, hiring should remain positive and optimistic. However, you must still keep your eyes peeled for a variety of red flags in candidates that may be weak, risky, or simply unfit for the role in question.

Here are a few crucial red flags to watch out for during the hiring process.

 

Negative demeanor

Though this warning sign may seem vague at first, it is important to identify candidates exhibiting a negative or unhealthy demeanor. Common traits of this nature include, but are not limited to dismissiveness, condescending tonality, excessive self-deprecation, and pessimism. You want to focus on candidates that are confident, but not too confident. At the same time, be sure to avoid the common trap of perceiving a insecurity as modesty. In most cases, neither of these candidates will serve your business well.

 

Lack of research

Put simply, your ideal candidate should not only be familiar with the advertised position, but also well-versed in your company as a whole. A lack of proper research will be easy to spot as you ask necessary questions related to both the position and company culture. These candidates present an added gamble in terms of their ability to perform their jobs efficiently, and they are best avoided for this reason alone.

 

Late arrival

Weed out poor candidates from strong ones by disregarding those who showed up late for an interview. This tactic may seem nitpicky at first, but in most cases, a late arrival is extremely telling of a potential employee’s reliability. A job interview is normally an urgent and delicate opportunity for interested candidates, and being late essentially undermines the seriousness of the situation — not to mention it is a telltale sign of carelessness and irresponsibility. Aim for candidates that you can put full faith in as they work to meet deadlines and contribute to corporate goals.

 

Unpleasant surprises

Another obvious red flag in the hiring process is a lack of cohesion between a candidate’s interview and resume. For example, a candidate may include an impressive, albeit short stint with a company in your field, only to surprise you mid-interview by telling you he or she was fired for excessive tardiness. In these situations, it is best to move on to other candidates.

 

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Hiring The Right People and Keeping Them Motivated

People

Question: How do you make sure you hire the right people? 

Jason Kulpa: Understand your own company’s culture and looking for those traits in a potential hire. During the interview process, ask questions that will highlight the aspects you are looking for within a candidate. Although a candidate might appear great on paper, it’s important to take a holistic approach to the hiring process and look for other qualifications such as their values or interpersonal skills. I like to look for people with “an entrepreneurial spirt”, it show innovation and a desire to work.  

Question: If a team member has done great work, how do you showcase that in a way that the whole team can rally behind without resentment or favoritism? Please discuss how you achieve this in your business.

Jason Kulpa: On the last Thursday of each month, our entire company gathers for an all-teams meeting to discuss company happenings, events, and highlight team achievements. At this time, two employees are selected and presented with handmade “Certificates of Achievement” based on an outstanding performance that month. This moment at our company meeting is a lighthearted way to recognize employee achievement in front of the company, while also encouraging others to work hard to receive the certificates the next month

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