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How do you spot an unqualified candidate? You don’t want them to become a bad hire. There are warning signs you can spot during the interview. Consider these eight clues before presenting an offer.
1. Delayed Arrival
The best candidates value your time and their own. They usually include in time for congested traffic or unforeseen situations to arrive on time for an interview. If delayed arrival is unavoidable, the interviewee should apologize and clarify the circumstances. Tardiness determines the candidate would arrive late at work, too.
2. Messy Appearance
Despite a restrained budget, serious candidates will attempt to look for their most suitable for the interview. Their appearance should reflect industriousness and enthusiasm and be unadulterated and clean. If a candidate’s appearance and demeanor are inappropriate for your work culture, they are not a great fit.
3. Lack of Preparation
An unprepared applicant isn’t engrossed in the job or the company. Watch out for interviewees with the subsequent characteristics:
Doesn’t know anything about the company
Knows little about the job applied for
Can’t describe why they are excited about the position
Has no questions about the organization or the job role
4. Unclear Work History, Background, and Experience
Ask applicants to present specific instances of challenging situations at work and how they handled them. If the interviewee isn’t able to provide detailed stories, consider it a warning sign.
5. Objections About Past Employers, Managers, or Co-Workers
When you request behavior-based interview questions, listen closely. Does the interviewee criticize others or fail to accept responsibility? It could explain the individual can easily become irritable, clash with team players, or disrespect management.
6. Unenthusiastic Reasons for Leaving
What are the candidate’s motivations for leaving former employers? Were they fired, forced to resign, or in the middle of disciplinary action? If the candidate gives dubious explanations for leaving a company, consider it a red flag.
7. Inadequate References Provided
You will not absorb enough about a candidate from references who are only friends or former co-workers. A candidate who has access to previous co-workers’ names and contact information should be willing to research and find contact information for previous supervisors. Beware of a candidate who does not want you to contact past managers.
8. Negative Responses to Interview Questions
Your interview should include behavior-based questions to learn about a candidate’s work ethic, problem-solving skills, and reaction to unexpected or stressful situations. Look for the clues the interviewee might have the subsequent traits:
Unwilling to admit and learn from mistakes
Dishonesty
Rudeness
Uncooperative
Fake enthusiasm
Need Advice With the Interview Process?
Interviewing to find the best candidates for a position is not simple. At WSi Healthcare Personnel, we’ve implemented staffing solutions since 1988. Speak to a recruiter or account manager today.
Reference: https://www.jobvite.com/candidate-experience/11-red-flags-to-watch-for-during-an-interview/