The Society for Human Resource Management (SHRM) has set the cost of a bad hire at a quarter million dollars or more, depending on the position. When interviewing candidates, it pays to be aware of red flags that may signal a catastrophe if you were to go ahead and bring them on board – as good as they may appear upon first meeting them.

Watch for these warning signals as you get to know potential hires:

They talk only about themselves.

You want employees who are independent, driven and self-starters, but you also want team players.

  • Even though you interview candidates specifically to learn more about them, other names should come up in the conversation. There should be references to colleagues, managers and mentors who have inspired them or helped them succeed.

They take credit for everything.

These candidates may talk about their teammates but, when it comes to taking credit for achievements, it becomes solely about them.

  • A job interview is a place to showcase your accomplishments, but this person may be the future employee who steals others’ ideas or takes sole credit for team wins. Avoid these toxic situations by looking for someone who speaks enthusiastically about how they have worked collaboratively with others.

They don’t acknowledge their shortcomings.

If you ask a candidate, “What is your biggest weakness?” and they can’t name anything, this illustrates a serious lack of self-confidence.

  • The capability to recognize one’s own liabilities and discuss ideas for addressing them is a good sign. This will go a lot further on the job than trying to downplay or conceal them.

They are unprofessional.

Lack of professionalism can be expressed in numerous ways. It may be excusable in very small doses but overall, a person interviewing for a job should be on time, prepared, and demonstrate the savvy and demeanor that suits the role and your company.

  • One or two minor irregularities may be excusable. For instance, if a candidate inadvertently forgot to attach a writing sample to their application, this can be easily corrected. But, if they are consistently unprofessional, it should cast doubts on your optimism about hiring them.

They seem too good to be true.

As strange as it may sound, be wary of candidates who appear to be totally perfect for the job. Because nobody is! Of course, you need alignment between your requirements and a person’s qualifications. But if someone has exactly the number of years of experience you’re seeking, in precisely the same field and industry, whose resume checks every single box on your job description, then be suspicious.

  • First of all, what are the chances? Secondly, even if you think you have found a perfect match, it means they could probably do the job with their eyes closed. As soon as something more interesting comes along, they could be out the door – and you’ll find yourself starting the entire hiring process all over again.

 

How can you best ensure that every hire is the right one for your business?

It helps to have a professional partner who knows your company, your industry, and the talent management challenges you face each day. In IT, accounting, finance, CSR, engineering, oil and gas, and healthcare and nursing, Frontline Source Group is that partner. Contact us today to learn more.