7 Candidate Red Flags While Hiring

A bad hire can cost you big. The cost of hiring, training, salary, productivity, and reputation loss can be avoided if you see the warning flags of a bad hire early on. They typically come to light during the interview when you’re face to face with the candidate and have the advantage of asking questions to understand the individual on a deeper level.

1. Don’t make eye contact

A confident employee is assertive and able to interact with conviction. Avoidance of eye contact indicates a lack of confidence. If you find that the candidate is looking down constantly, you can safely assume they’re not sure of themselves or have something to hide. Whatever the case, they’re unlikely to make a difference in their role. Better candidates await – if you need to fill vacancies quickly, use a manufacturing staffing agency.

2. Late to the interview

Unforeseen situations like a traffic gridlock or family emergency are excusable. But is the individual making up the story or were they held up due to a genuine reason? According to body language experts, when people fidget with their hair or press their lips, they’re likely holding back information. Another reason to suspect the candidate is if they give a vague answer for their lateness.

3. Multiple career path changes

Changing careers is nothing unusual but it’s done with purpose and involves a transfer of skills. However, some career paths can be inconsistent. It can happen when the person has no clear direction about their career or even the job they want. This is risky for the employer as they cannot be certain that the candidate will stick around. A potential solution is to hire qualified temp-to-permanent workers and observe whether they’re getting bored or likely to continue with you. Our industrial staffing team can help you find qualified temporary workers.

4. Gaps in employment

Employment gaps can be concerning but they shouldn’t be immediate disqualifiers. Personal reasons like an illness or caregiver responsibilities can force people to take a break from their careers. Candidates whose jobs were made redundant and decided to go back to college or do internships also deserve leeway. If the candidate fits the bill and is honest about their previous situation, you should consider overlooking employment gaps. But if the candidate has nothing to show for taking a break, it’s better to treat them as a risk.

5. Badmouthing former company

A candidate who has nothing good to say about their previous company is a threat to your own reputation! They could be bad for your company’s culture. And they obviously don’t understand the importance of discretion and professional conduct. For these reasons, they’re best avoided. For comprehensive candidate evaluation and background checks, use our manufacturing staffing firm.

6. Unable to self-evaluate

Everyone has weaknesses and makes mistakes. What’s more important is they understand their weaknesses and learn from their mistakes. Candidates who cannot state their weaknesses or be honest about areas they need to work on are unlikely to grow or help your company grow.

7. Bragging

If a candidate appears too good to be true, they probably are! Good employees let their work do the talking. Braggarts usually have flaws they’re trying to mask. It could be that they’re putting on a show just to look good before you. Or they may carry their boastful attitude to work, which can affect how your other employees view them. It’s a good idea to cast aside excessive self-promoters.

Grow your team with the right candidates

Use these telling signs to make better hiring choices. To access a large pool of candidates and add talent faster, contact our manufacturing staffing experts.