- September 27, 2024
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The red flags that help us see behind the candidate’s mask.
When hiring a new employee, every employer wants them to be the most suitable, both according to his own expectations and the goals and needs of the company. Employees, in turn, also aim to be as attractive as possible to the employer, often presenting an image they know will be appealing – in other words, they put on the “mask” of the perfect candidate. This is natural, as people strive to make a good impression during an interview. The question is, how can the employer look behind this “mask” and understand the true nature of the candidate to make the right choice? There are some red flags in candidates’ behavior that should be given special attention during an interview. These signs indicate that the candidates may be trying to conceal facts about their experience, mislead regarding their true motives for applying, or show a lack of commitment and professionalism beyond their behavior.
Inconsistencies in the resume
When the candidate’s answers do not match the information in their resume, or they give vague answers to more specific questions, this is a sign that they may be inclined to lie, aiming to deceive the employer about their real experience and skills. If the employer senses this and continues to press with questions, such candidates react with visible irritation and reluctance to share details. For example, a candidate may claim to have held a high position, managing people and projects, but when pressed with additional questions, to admit that his/her role in fact was smaller.
Negative attitude
Another warning signal is a candidate who always act as a victim, speaking as if he/she have always been wronged, putting the blame on others, and complaining about their former employers and colleagues. This shows a lack of professionalism and poor interpersonal communication skills. Such negative attitude can become toxic and spread throughout the team, leading to a worsening atmosphere and conflicts in the company.
Lack of interest
A lack of enthusiasm and interest in the position may indicate that the candidate is not genuinely committed to the role, just seeking a higher salary, or views it as a short-term solution. Such candidates usually don’t ask questions about the job, the company culture, or the team they would potentially be working with.
Frequent job changes without reasonable explanations
Why is this a problem? It’s not a problem to make a change, but it becomes a problem when changes happen too frequently (for example, 4-5 times in three years). This suggests a lack of commitment or problems with adaptation, especially if there is no reasonable explanation for it. Candidates with such short-term positions usually offer rehearsed or defensive answers when asked, like: “I just needed a new challenge,” or “There was a leadership change I didn’t agree with.”
Focus on salary and benefits
A candidate who is primarily interested in salary, bonuses, vacation time, and other perks, without engaging in discussions about responsibilities, expectations, the team, and career growth within the company, shows a focus on what they can gain, rather than on how can they contribute to the company’s success.
Excessive demands for work-life balance
A candidate who emphasizes the need for flexible working hours and balance all the time, knowing that the position requires greater commitment, might be a signal for quite the opposite. While work-life balance is important, focusing too much on it during an interview for a role that demands significant engagement could be a red flag. It’s not a good sign to ask about vacation time and working from home, before asking about the job responsibilities.
Overconfidence
Candidates who are overly self-confident and promote themselves with statements like: “I was their best employee,” or “I always outperform others,” tend to give the impression of arrogance and a disregard for the role of others in the company’s success. Confidence in one’s abilities is a great quality, but excessive self-assurance can be a signal for problems with humility and accepting feedback, advices, and criticism.
Timely recognition of these signs can help prevent hiring a candidate who is not suitable for the role or the company culture, saving time and resources. For this purpose, it’s important to ask more open-ended questions. These types of questions require longer answers and reveal more about how a candidate thinks and reacts. It’s crucial to assess not only technical skills but also social skills – how the person would handle a given situation and how they have dealt with challenges at their previous workplace. Behavioral questions reveal a lot about a person’s character and their approach to solving different problems. Lastly, cultural fit must be evaluated as well. Other team members can participate in the interview since diverse perspectives will help determine how the candidate interacts with different people and whether they can integrate into the company culture.
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