10 Types of Candidates to Avoid When Hiring

Human Resources Vancouver —  This blog is intended to help you with free great tips about red flags to watch for when recruiting new hires. It is so important to watch for subtle signs — signs that could potentially make for a hiring nightmare.

A candidate offering the right skills is not necessarily a ‘case closed’ deal when hiring. What are some signs that a skilled candidate may not be the right fit.

1.“THE VICTIM”

When candidates you are interviewing talk about a previous boss hating them or the company limiting them, this candidate’s strength may be in fault-finding. Somehow, if they’re not thriving, it becomes your fault.  Blaming others is a sure sign of lack of initiative. 

Just the same, when you ask a candidate, ‘Tell me about your interest in this role,’ and they answer by saying they’re really tapped out on what they can learn in their current role and that there’s no more room to grow, it is worth considering that perhaps this candidate will not be the self starter you need. There is always something to learn and new ideas to offer, even in a very mundane job.

2. “THE JOB-HOPPER”

While changing careers more often is more common today, there are still applicants that are consistently rejected when their resumes show shorter terms of employment. You may not immediately need to reject applicants who have a shorter term at one company, but you certainly want to ask why to understand whether the position you’re considering them for will in fact be a much better fit for them.

If they have one or two short-term assignments, that can be quite normal. If most or all of their employment history is less than six months, this can be a red flag.

3. “THE COMPENSATION OBSESSED”

Everyone is interested in pay, but a candidate who focuses too much on compensation up front and keeps coming back to this may be primarily motivated by money, and not worth advancing past the first interview. Once a salary range has been established, it is important to move on and talk about all other details.

 4. “THE PERFECTLY REHEARSED”

Behavioral interview questions require specific examples. Beware of candidates that give generalized or textbook answers.  Genuine answers should consist of a specific situation, giving specific examples of what they did and the result of their action.

Just the same, if the response is, ‘Oh, I’ve never done that,’ perhaps the candidate will not be bold enough for the role or perhaps they could be lying. Bold people often take risks and sometimes those risks backfire.

5. “THE DISENGAGED”

The purpose of the interview is to discover if the position is a match. A good interview is a conversation that engages both parties. If the candidate asks no questions, it’s a red flag. Likewise, if the candidate asks canned questions thinking you can’t see right through it, this is also a red flag. The best candidates ask only questions they actually want the answer to.

6. “THE BOASTER”

When candidates brag about other offers, it may be a signal they aren’t committed to the particular role you are offering. It may also be that they will accept another offer, using your offer as leverage. If in the end they do accept your offer, you may want to consider if they will always be thinking what if, prompting them to quit when the going gets tough. Basically always on high alert for the next ‘grass is greener on the other side’ offer.

7. “THE OVER-CONFIDENT”

Confidence can be a terrific quality, but overconfidence can get in the way of actual learning. It’s ok for a candidate to guess if they admit they’re guessing, but guessing and saying they’re positive they’re right may mean you can never trust them to put together anything if they cannot articulate what they need or what they need help with. Watch for those who are unable to admit ‘they don’t know what they don’t know’.  Someone who has all the answers does not typically fit well in an organization that wants to build a culture around innovation and market leadership.

8. “THE OVERLY SELF-PROMOTIONAL”

When a candidate starts showing an elitist or entitled mentality, that should be a red flag. Someone who is too full of him or herself can be very toxic to a team. Watch for candidates that promise too much and cannot cite examples of what they have done in the past.  Past behavior predicts future behavior. You need to hear what they have done to assess whether they will do the same again. It’s one thing for a candidate to be quietly confident in what they bring to the table, and to express the results of their work naturally and in context. It’s entirely another if they are aggressively pushy about their qualities and results.

9. “THE EXTENSIVE COMMUTER”

If someone has to drive hours to get to your company, you may need to consider how long they will stay around. If a candidate complains about the commute, parking, or traffic in the interview this is a red flag. Some people can handle the extra time each day or will move for the right opportunity, but others may be repeatedly late for work, or just quit.

10. “THE DESPERATE”

If a candidate submits the same version of their resume to every ad, not specifically answering the call of your posting, or they don’t do any research on your company before applying, these are red flags.

If a candidate applies for every job opening you post, it shows they may not be sure what they are looking for or where they are headed. Candidates who know where they are headed will not market themselves as a jack of all trades. Instead, they will be clear and confident in their skill set and market their expertise.

Concise actions and past performance speak much louder than words.

If a candidate has not come prepared with questions or cannot provide references without explanation, these are red flags.

If a candidate treats your receptionist or other employees poorly, this is definitely a red flag.

You get the idea. You want an ideal fit as much as you want relevant and quality experience.

It is so critical to get it right when hiring your employees.

You owe it to yourself to recruit the absolute best you can find.

Put a rigorous process in place for sourcing, attracting, recruiting and hiring.

Get the help you need from iLink Global Recruiting in Vancouver.

Call today for a recruitment consultation that sets you up for success.

*Human Resources Vancouver