Every time you start the process of trying to hire a new candidate and welcome somebody new into your business, you are taking a risk. In just an application and interview you are supposed to have an idea for that candidates work style, attitude and personality, which is a task that even Sherlock Holmes would deem a bit much. You tend to find that candidates are on their best behaviour during interviews, and whilst this is good as it means they’re keen to work for you, it can also be a problem as the version of them you see isn’t the real them. Realistically, no matter what you’re vetting process, there is always that risk with new hires; however, this article will highlight red flags in interviews, knowing which will minimise those risks a great deal.
Do You Need Help Hiring?
If you’re reading this article then chances are you’re looking for assistance hiring staff. Sure, you can take on this burden yourself; however, that doesn’t have to be the case. thanks to organisations who specialise in high volume hiring. If you use the services of a recruiting business, then the process of hiring someone became a lot more straightforward and the risk of getting the wrong candidate is reduced massively.
Behaviour to Look Out for In an Interview
There are a few behavioural traits that some candidates show that should be immediate red flags. These include (but aren’t limited to):
- A Lack of Eye Contact
There is a myth that maintaining constant eye contact is a good thing but that’s not true. Keeping constant eye contact with someone can be awkward and a bit intense. That being said, going too far the other way and making absolutely no eye contact can be just as bad. If you are interviewing a candidate and they can’t make any eye contact with you and keep either looking down or past you, this could be an indication of a confidence issue, there is also the chance the interviewee has something to hide if they’re doing this.
- A Suspicious Work History
What does their previous behaviour say about them, and could it be reflected or repeated in their future behaviour? If somebody has gaps in their work history or a huge background working in a totally different field, you will need to ask why that is. You can ask them about what has led them to this role but then also about their previous jobs and what has led them to leave.
- Gossiping About Former Managers or Employers
It’s unreasonable to expect every employee you interview to like their former bosses and jobs; however, they should realistically keep the complaints to themselves as gossiping in an interview is very unprofessional and says a lot about that candidate’s character.
Hiring new staff can be incredibly difficult as regardless of how thorough you are in your search, there is always the risk that you could make the wrong call. Minimise that risk as much as possible by keeping an eye out for the above-mentioned red flags.